Training, Learning And Development

Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

This chapter introduces the literature works relating to training and development and how it has an impact on employee’s performance. It gives detailed explanation and clear idea on previous works by researchers in organizational politics to help in understanding the background information on which this research is based on. The chapter describes the concepts of training and development and the effects on employee performance and the gap in literature.

Training means the providing development opportunities for employees to upgrade their skills, knowledge and ability to perform their current job in efficiently and effectively. Therefore through a training program expecting that aims to change the behavior of the employees toward achieving the organizational objectives and the goals of the organization in terms of all the skills of their related work.

In regards to training a strong, educated, and high-performance workforce, an up-to-date training plan that will equip employees with the tools necessary to meet organizational goals. Learning plans will need to be technical, as well as practical. Managerial level employees will have access to a tuition assistance program that will encourage higher education for use within the organization and their field of expertise. Employees will not only be equipped to perform the core tasks of their profession, but will also be well versed in teamwork, sensitivity, leadership, and recognizing various personality types, and how to better interact with them. They will be offered monthly internal training sessions, hosted by their co-workers, and will alternatively host them as well. This allows for fiscally sound cross-training opportunities, and well-rounded individuals to advance within the organization. This will also serve as a measure of the effectiveness of the training program, by allowing the employees to demonstrate their knowledge to their peers and leadership.

The next part of this career development plan will be able to address all of the training needs for those that had been picked to be a member of the team. This part of the training will be very beneficial in helping them to get to the attaining of the strategic objectives for the corporation. To come up with training needs and create a strategy that will be utilized in meeting those requirements, an inspection would have to be done on every one of the four levels. The analysis is going to be done structurally to regulate what training is needed by employees to achieve the strategic objectives of the business. The next analysis is completed on the demographics of all of those that are employed. With this analysis, it will ask the question in regards to the groups of staffs that need particular coaching or training in order to assist them in meeting the objectives. The following analysis after the previous one is done on the process. This feature will help measure what exact requirements the workers will need to be trained on in regards to their job.

Training and Development are basically two inter-related terms. Training is the process of teaching or educating the new or recent employees the basic skills that they need to execute for their jobs. Whereas development can be described as advanced training at management level in order to ensure managerial development such as managerial performance by imparting knowledge, shifting approaches or swelling expertise.

The benefits of training are multiple and thus, increase the trust for employees which make them feel comfort and assurance within the organization and also can do his best. While existing skills are developed and also learning further skills which help them to develop their career and to be promoted faster in the hierarchy of positions. The training can also increase the productivity of the organization which achieve the aims and objectives of the company

There is momentous discussion between scholars and professionals that training and development program has effective impact on objectives of employee and organizations. Some of the scholars suggest that training opportunities increase in high employee turnover whereas the other claimed that training is an instrument,

Employee training and career development programs are an essential function of a human resources department. Organizations need to employ workers who can adjust well to the company and appropriately train them to serve the company’s objectives. An organization uses various methods of training to ensure employees will satisfy the organizational needs of the company. A focus on employee development in relation to organizational development is the primary goal of a company in achieving successful results. Career development helps an organization with the future human capital needs as well as creating and maintaining employee

The role of training is based on providing the specific skill sets and operational abilities to increase performance standards for an organization. Human resource managers are required to understand the various types of training processes, which can help at the microcosmic and macrocosmic level of advancement for the employee or manager. These skills are essential to having a continuing dialogue on improving employee performance and encouraging growth in various levels of the organizational platform. The role of training can also teach new skill sets to already advanced employees, which involves keeping abreast of new innovations and developments in the firm’s competitive stance in

Developing new skills through training continues to improve performance and change lives positively, in the instance of an organizational setting, it helps shape new relationship at the office, stimulate the desire to learn, reintegrate employees among an organization and boost their confidence. Jeanette Harrison 's learning philosophy is advantageous to individuals, and impacts their lives to become more useful, and more effective within and outside of a workplace.

Training is “any attempt to improve employee performance on a currently held job or one related to it”, (Bernardin & Russell, 2013). They further explain that “for training to be effective, it should involve a learning experience, be a planned organizational activity and be designed in response to identified needs”. He defines development as “a learning opportunity designed to help employees grow”. Training and career development is important for employees in an organization that wants to progress.

1. HRD skills or competence that an HRD manager needs and how these skills are acquired.

Training and development is a function of human resource management involved with organizational activity aimed at bettering the performance of individuals and groups in organizational positions. "Why should we provide training to our staff?". Training is equally important to both employees and employers. There are many reasons prepare training to their employees: to support growth and opportunities for employees, to aid employees to the achievement of organization goals, to produce a measurable in performance. The opportunity to learn new skills is very important for employees. Benefits of training is