Training and Development in Hr

In-house training will assist staff in gaining the skills that they need to carry out their duties and to ensure that they are following the company’s policies and procedures and will allow staff to interact and support each other. However external training will provide staff with the skills and qualifications that they need to be able

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

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

Training is a planned effort to enable employees to learn job-related knowledge, skills, and behavior. Development involves acquiring knowledge, skills, and behaviors that improve employees’ ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs (p. 9).

Lastly, outside trainers may provide training through seminars or conferences that are held off-site from the business. Furthermore, off-site training often can convey a more distraction-free setting for employees, who may be reluctant when the training is provided at their main place of work. Implementing outside training may also sanction the employee to interact with others in similar businesses and to gain knowledge and ideas from them which can be beneficial for the organization (Woodman,

Training is defined by Webster 's Dictionary as, "a process by which someone is taught the skills that are needed for an art, profession, or job." (Websters.com). In a professional sense, training refers to a planned effort by a company to facilitate learning of a job-related competencies, knowledge, skills and behaviors by employees. According to ETT Training works, there are several reasons a company has a training program for their employees. To Increase productivity, reduce employee turnover, decrease need for supervision, increase ability to employ new technologies, increase safety to decrease work place safety and illness, maintain employee credentials and certifications, to help employees meet new

With proper training, employees can gain an adequate knowledge concerning their field and attain more skills which will be beneficial not only for them but also for the success

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

Training provides many benefits in a workplace. Training can teach employees new skills and remind employees of important business policies.

According to the case by Pavelek (2012) (as cited in Tiem, Mosley, & Dessinger, 2012, p.111), a time when organizations frequently outsource their training rather than maintain it as an internal department function, the training team of

“Training is the systematic process of altering the behavior of employees in a direction that will achieve organization goals. Training is related to present job skills and abilities. It has a current orientation and helps employees’ master specific skills and abilities needed to be successful “(Ivancevich & Konopaske, 2013, p. 395).

Basically, training is refer to a process of teaching new employees about the skills that needed by a person to do their job or task given by an organisation in a company. Training refers to improving abilities of employees in order to complete their task in an organisation. In comparison, development is refers to activities planned to improve skills over a long period of time (Jackson & Schuler, 2003). Besides that, training is also about to maintaining the employees’ own competition by improving their knowledge, skills and abilities (Lane & Robinson, 1995). In other words, training is an activity that aims at conveying information and instruction to develop the trainees’ performance to help them in order to accomplish a needed level of knowledge or skills.

Provide information about the relationship between training and employee performance. It is clear that once staff is trained, their capacity to deliver in the different job functions improves. It is also true that on certain occasions, training may not achieve the desired goals and objectives for the organization. As such, the study will go an extra mile to examining the impact of training on employee performance. According to Stone (2002), training plays an important role in achieving organizational objectives for it ensures that the interests of the employees and the organization are taken into consideration.

Training and development provide employees the skills and knowledge to keep up with the company’s changes and growth. It can also help to develop and improve the corporate culture, its efficiency and its effectiveness; and helps in creating the learning culture within the company.

Oribabor (2000) says that the aim of training and development to develop competencies such as technical , conceptual and managerial advantages for the furtherance of individual and organizational growth, also Isyakn (2000) identified that this process “TRAINING and DEVELOPMENT” is a continues one. Among other school that has highlighted the significance of Training and Development are Akintayo (1996), Graig (1976) and Oguntimehin (2001). They have postulated the functions as follows :-