The Impact Of Training And Development On Organizational Effectiveness

The purpose of this training is to identify three key training areas and explain the importance of each, taking into a consideration the benefits, along with how the training will meet professional, personal and motivational employee needs.

“We all have competencies. They are the sum of our experiences and the knowledge, skills, values, and attitudes we have acquired during our lifetime” (Pickett, 1998, p. 103). A successful organization will have a set of competencies defined. Having competencies identified outlines the framework of standards that a company and employees should follow. There is a tendency to list a large number of competencies when creating the standards for an organization. Companies should focus on five to seven key core competencies that are needed in order to be successful. The core competencies should encompass the growth of the company, staff, and public perception.

There are many keys elements with training and development that will improve performance. Training is very important, it provides the opportunity for employees to expand their knowledge. When a new employee is hired they will required to participate in orientation program, which gives employees the job satisfaction and gives them the commitment of being with that organization at the beginning.

Competencies are the set of skills that a leader or follower need to have to meet the demands necessary to perform their role within an organization (Boyatzis, 2011). Competencies can be broken down into two groups’ hard skills and soft skills (Marques, 2012). Hard skills include the set of technical and specific requirements that can be measured and analyzed to create a set of concrete measureable goals (Marques, 2012). An example of hard skills are how many calls a customer service representative can take in an eight hour time frame (Marques, 2012). Soft skills are how employees relate to others (Marques, 2012). Soft skills are more difficult to learn (Marques, 2012). Examples of soft skills

These two professional areas are the underpinnings of the other eight areas on the Professional Map these two give you the most transferable knowledge and skills that support you in your chosen HR field and it is vital to your development for you to strive to update you knowledge in these areas.

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

Learning and development is an organisational strategy that articulates the workforce capabilities, skills or competencies required to ensure a sustainable, successful organisation and that sets out the means of developing these capabilities to underpin organisational effectiveness. Learning and training can provide a pivotal link between an organisation’s human resource strategy and overall business strategy by ensuring that the organisation’s employees have the relevant skills and knowledge needed to be able to execute the HR strategy. Different types of learning and development are required for different purposes.

This research project titled The Effects of Training and Development on employees Performance by Ndih Azuka martins meets regulation governing the award of B.Sc. degree in Business Administration (Business Administration) of the University of Lagos, Akoka – yaba. Lagos

This research discusses training from the educational prospective, so this research will give a definition for training besides weighing the difference between learning, professional development and training in addition to reasons why it is important.

In this approach, the goals of the training are measured through the attainment skills and knowledge. There is need to define the competence of a worker to achieve the desired outcomes in an organization

Department- “a specialized functional area within an organization or a division, such as accounting, marketing, and they have their own manager” (“What is department” 2016).

The field of organizational development (OD) has a rich history of research and practice that is driven by a variety of business needs such as change management, leadership development, internal communications and business process re-engineering. OD has been, and arguably still is, the major approach to organizational change across the Western world, and is globally increasing. However, the ambiguity of the OD discipline is challenged with a posture to curve a standard definition.

This paper discusses the relative impact of recruitment/selection, training, and development for organizational effectiveness. First, recruitment and selection is discussed. Job analysis is very important in the selection process because it provides a realistic job preview and it identifies relevant traits and abilities needed for the job. Furthermore, predictive validity of several selection methods are discussed from which work samples, GMA, tests, and structured interviews are appeared to be the best predictors of future job performance. Second, the impact of training on organizational effectiveness is discussed. Training design issues are discussed, and it is argued that training can increase organizational effectiveness

The scope of this study is restricted to examining the manpower training and development needs at Zenith Bank Plc.

There are a number of factors that have an impact on an individual’s performance which influence their job satisfaction. An individual’s performance can have a major impact on how well a business is operated. Their personality, values, perceptions of an organization, and motivation can affect their job performance. Employers want their employees to use their talents to their fullest capacity. I will list organizational development intervention strategies. These concepts will improve an individual’s behavior in order to achieve excellence. I give an insight to what motivates an individual to improve their behavior in the workplace. In organizational development (OD) employee empowerment gives an employee a certain level of responsibilities towards decision that align with their specific organizational task. As a manager, it is their duty to create a work environment in which employees feel empowered, productive, and satisfied in the workplace. If a manager values their employee, then they should show their appreciation through feedback that shows their unique value toward a company. Through effective communication and training, employees will be able to achieve excellence through positive feedback. Feedback is two-sided, it is an opportunity to share opinions and find solutions which creates success.