CONCLUSION AND RECOMMENDATIONS:
The
theoretical reviews have revealed that effective training and development plays
a major role in the development of an organization. The apparel industry is
growing at a very fast pace, the requirement for qualified, technologically
savvy professionals to achieve their vision and objectives is a vital component
on the progress of this industry and therefore they invest heavily in training
and development. The training and development procedure at Brandix Lanka (Pvt)
Ltd, with specific data on the level of training provided by them and statistical
figures there to highlight how the Company has been able to reap the benefits
of improved levels of performance after training and development. The various
types of training programmes have been of great help for the staff at Brandix
Lanka, in reinforcing their skills and knowledge. Enhance job capability and
stimulate career progression, opportunities for participating in overseas
training programmes, yearly employee awards and cash rewards for employees who
have excelled in performance, employee development, increase in production and
market growth are some of the benefits of training and development at Brandix
Lanka (Pvt) Ltd. Therefore considering these benefits, hereby conclude that
effective training and development can be recommended to have a positive impact
on employee motivation and organizational performance and this will indirectly
play a major role in increasing the productivity of the organization.
Dear Bernadine, it’s a very useful and informative blog regarding Effective Training and Development.
ReplyDeleteI would like to further add a comment regarding Employee T & D and its importance to organizations’ success world over. According to (Zahra, Iram and Naeem, 2014) it further mentions that even though the costs of employee training seem to be high, this could be achieved by the organization through proper training and development of employees. Most of the companies are encountered many problems regarding their employees like absenteeism, turnover, lack of commitment, motivation and capabilities, having insufficient knowledge and skills etc. These problems arise because of overall absence of training, ineffective training programs, fail to plan training and develop its model and also fail to implement the model in training programs.
Thank you Ruwini, I completely agree with your view. Training and Development plays a vital role in the betterment of an organization. Long et al., (2016) have mentioned that for effective training and development several factors should be taken into thought such as training cost, training programmes, nature of the training, training policy and training needs have an important positive correlation between training and organization’s productivity, therefore it means that when there is an increase in provision of training activities the organizations will eventually perform better hence the training and development is undeniable and vital HRM procedure on organizational performance.
ReplyDeleteYour blog is clearly emphasize on importance of training and development and how it will impact on sustainability in an organisation.
ReplyDeleteAccording to (Bentley, 2006) with the influence of training and development it add value to the training process and direct organizations towards the achievement of their strategic objectives. In addition Shen (2005) sees training as a planned activity to improve the current employee situation of work skills and behavior. In the views of Sader-Smith (2006) and Chika et al (2014), training is concerned with a tactical approach to deal on predefined acquisition of knowledge, skills, rules, concepts, or attitude that will result to
improved performance in an organization.
Thank you Lasitha,I agree with you completely that numerous authors have given various definitions for the term training and development. However, Asfaw, Argaw & Bayissa (2015) says that training and development is the procedure or method of investing employees so that they are equipped to perform well. All these procedures are a part of an entire Human Resource Management approach that will eventually result in employees being motivated to perform their tasks.
ReplyDeleteHi Bernadine, it is a well demonstration of training and development, also I would like to point out that according to Armstrong (2014) Training and development is one of the critical aspect of building positive physiological contract among the employees. With the increase competition due to technical, environmental and globalization it is important to have competitive advantage which can be generate through training and development (Falola et al., 2014). However according to D L Kirkpatrick and J D Kirkpatrick, (2009) Determining the need, setting objectives, content, selecting the participants, best schedule, facilities, aids and instructor selection, coordinating and evaluation will create an effecting training program to the organization.
ReplyDeleteThank you Charith you have highlighted a valid point and no doubt effective training and development programme build up a positive psychological contract among the employees, which motivates them to contribute well towards their organization.
DeleteThe main purpose of training is to enhance the knowledge and skills and to change attitudes and behaviour for the purpose of improving employee performance and organizational effectiveness. Training is one of the most potential motivators which can lead to many possible benefits for both employees and the organizations (Alpomah, 2016).
Hi Berny,
ReplyDeleteYou have clearly illustrated the Importance of Effective Training and Development, If the organizations are not undertaking Training and development or even though they do but if it is ineffective, employee will no longer stay with the organization ,they will leave and go for better opportunities. As per Dunlap,"Training and development program materials should include resources, reference materials, programs, and contacts of people willing to help trainees learn. Before training commences, employers should have materials available and trainers committed to work with the employees. The employer should evaluate trainers and information to create a positive learning experience by surveying participants after program completion and evaluating the results
Hi Maheshika, thank you for taking a moment to comment on my blog and your contents are well noted. I agree that ineffective training will not only result in employees to leave but it will be a loss to the organization as they have incurred cost on training programmes.
DeleteTraining is task-oriented, which means that it focuses on the work performance of workers. in addition, it helps to enhance employees’ job performance. Training is meant to be offered when existing work standards are not remarkable, and there is a lack of skills and poor attitudes of employees (Ukandu & Ukpere, 2013).
From Udeni
ReplyDeleteThere is no doubt that you covered most of the areas of effective training and development. Somehow, I like to highlight that before we consider the training and development for any organization, we will have to consider the following;
What are your training goals for this session?
Who is being trained? (New employees/old employees/ upper management)
What is your training budget?
How much time has been allocated for training within your organization?
What training resources and materials do you have at your disposal?
Investing in internal training and development is vital for today’s market. The growth and development of any organization heavily depend on their employee’s abilities to gain skills, acquire positive behaviors, retain knowledge and feel empowered to perform their jobs.
I completely agree with your view Udeni, Training and development is an investment done by organizations in employees’ productivity and motivation. However, (Topno, 2012) identifies CIPP Evaluation Model for evaluation of training programmes, this model was developed by Daniel L. Stufflebeam (1983). This model refers to the four phases of evaluation which are : Context evaluation, Input evaluation, Process evaluation and Product evaluation. It is based upon the view that the most important purposes of evaluation is to improve the functioning of a programme
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