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International Journal of Latest Technology in Engineering, Management & Applied Science (IJLTEMAS)

Volume VI, Issue IV, April 2017 | ISSN 2278-2540

Advantages of the Training and Development for the


Employees
Sabby Bhatia
Assistant Professor, Dr. Virendra Swarup Group of Institutions, Kanpur, India

Abstract: -In this era where competition is increasing day by day The principal objective of training is to make sure the
in the corporate world training and development has become one availability of a skilled and willing workforce to the
of the important key to achieve success. Training is an important organization. In addition to that, there are four other
subsystem of Human Resource Development. It is a specialized objectives: Individual, Organizational, Functional, and Social.
function and is one of the fundamental operative functions for
known resource management. Development is a long-term Individual Objectives These objectives are helpful to
educational process utilizing a systematic and organized employees in achieving their personal goals, which in turn,
procedure by which managerial personnel get conceptual and enhances the individual contribution to the organization.
theoretical knowledge. Basically, it is an attempt to improve the
current or future employee performance of the employee by Organizational Objectives Organizational objectives
increasing his or her ability to perform through learning, usually assists the organization with its primary objective by bringing
by changing the employees attitude or increasing his or her individual effectiveness.
skills and knowledge. These types of training and development
programs help in improving the employee behavior and attitude Functional Objectives Functional objectives are
towards the job and also uplift their morale. Thus, employee maintaining the departments contribution at a level suitable
training and development programs are important aspects which to the organizations needs.
are needed to be studied and focused on. This paper focusses on
the advantages of the training and development for the Social Objectives Social objectives ensures that the
employees. organization is ethically and socially responsible to the needs
and challenges of the society.
Keywords: Development, Human Resource Development and
Training Further, the additional objectives are as follows:
To prepare the employees both new and old to meet the
I. INTRODUCTION
present as well as the changing requirements of the job

T raining and Development basically deals with the


acquisition of understanding, knowhow, techniques and
practices. In fact, training and development is one of the


and the organization.
To prevent obsolescence.
To impart the basic knowledge and skill in the new
imperatives of human resource management as it can improve entrants that they need for an intelligent performance of a
performance at individual, collegial and organizational levels. definite job.
As the process of increasing ones capacity to take action, To prepare the employees for higher level tasks.
organizations are now increasingly becoming particular with To assist the employees to function more effectively in
organizational learning and therefore collective development. their present positions by exposing them to the latest
Organizational learning, on the other hand, refers to the concepts, information and techniques and developing the
efficient procedure to process, interpret and respond to both skills they will need in their particular fields.
internal and external information of a predominantly explicit To build up a second line of competent officers and
nature. According to Easterby-Smith (1999), the emergence of prepare them to occupy more responsible positions.
the concept of organizational learning is central on the To ensure smooth and efficient working of the
hitherto idea that prior advocacies of learning are tended to its departments.
commercial significance and are lacking of empirical To ensure economical output of required quality.
information on learning processes.
Training and development are indispensable strategic tools for
According to the Edwin B Flippo, Training is the act of effective individual and organisation performance, thus,
increasing knowledge and skills of an employee for doing a organisation are spending money on it with confidence that it
particular job. (Source: Personnel Management, McGraw will earn them a competitive advantage in the world of
Hill; 6th Edition, 1984) business. Training and development increases employees
efficiencies, innovation, invention, capacity to accept new
technologies and techniques [35]. It is important to note that

www.ijltemas.in Page 134


International Journal of Latest Technology in Engineering, Management & Applied Science (IJLTEMAS)
Volume VI, Issue IV, April 2017 | ISSN 2278-2540

organizations must be able to identify the needs for training This type of training method is used in trade, crafts and
and development and select techniques suitable for these technical fields in which long duration is required for
needs, plan how to implement them and thereafter evaluate gaining proficiency. The employees have to work with
outcome for outstanding performance, innovation, creativity the direct association with their supervisors. In this
as a result of training attended. method it is not necessary that the employee will continue
the job.
There are different types of training and development
programme given to the employees to provide them Off-the Job Training Methods-
knowledge regarding their work in an organization. Basically
Off-the-job training methods are conducted in separate from
there are two types of training methods which are given to the
the job environment, study material is supplied, there is full
employees:
concentration on learning rather than performing, and there is
1. On- the job Training Method and freedom of expression. The methods included in this type of
2. Off- the job Training method training are:
On- the job Training: a.) Lectures and Conferences:
On- the job training is the method of training in which the Lectures and conferences are the traditional and direct method
employee learns his work while actually doing it. There are of instruction. Every training programme starts with lecture
different methods under on-the job training which helps the and conference. Its a verbal presentation for a large audience.
employee to learn while working. These methods are However, the lectures have to be motivating and creating
interest among trainees. The speaker must have considerable
a.) Coaching - Under this method a senior manager act
depth in the subject. In the colleges and universities, lectures
as a guide who tells an employee how to do a job and
and seminars are the most common methods used for training.
also corrects his mistakes. Apart from this he also
render his advice, criticizes, gives his suggestions b.) Vestibule Training:
and directions also to the trainee for his development.
Vestibule Training is a term for near-the-job training, as it
b.) Job Rotation- This is one of the best method of
offers access to something new (learning). In vestibule
development of the employee. It refers to the transfer
training, the workers are trained in a prototype environment
of the employees from one job to the another or from
on specific jobs in a special part of the plant.
one department to another in an organized manner. It
will help the employee to develop his knowledge and c.) Simulation Exercises:
skills and he will also understand the difficulties and
Simulation is any artificial environment exactly similar to the
the circumstances under which other people work.
actual situation. There are four basic simulation techniques
c.) Understudy- In this technique an employee is made
used for imparting training: management games, case study,
prepared for taking over the charge of his senior after
role playing, and in-basket training.
his retirement, transfer, promotion or death. In this
the employee who is understudy act as assistant to (i) Management Games:
his senior whom he will understudy.
d.) Job Instructional Technique- In this method step by Management games orient a candidate with practical
step instructions are given to the trainee by the applicability of the subject. These games help to appreciate
trainer such as, preparing the trainee with the management concepts in a practical way. Different games are
overview of the job, its purpose and the result used for training general managers and the middle
expected, the tasks are also demonstrated and allows management and functional heads executive Games and
the trainee to give demonstration and follow up to functional heads.
provide the feedback and the help. The trainees are (ii) Case Study:
presented the learning material in written or by
learning machines through a series called frames. Case Studies are trainee centered activities based on topics
This method is a valuable tool for all educators that demonstrate theoretical concepts in an applied setting. A
(teachers and trainers). It helps us: case study allows the application of theoretical concepts to be
demonstrated, thus bridging the gap between theory and
i.) To deliver step-by-step instruction practice, encourage active learning, provides an opportunity
ii.) To know when the learner has learned for the development of key skills such as communication,
group working and problem solving, and increases the
iii.) To be due diligent (in many work-place trainees enjoyment of the topic and hence their desire to
environments) learn.
e.) Apprenticeship- (iii) Role Playing:

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International Journal of Latest Technology in Engineering, Management & Applied Science (IJLTEMAS)
Volume VI, Issue IV, April 2017 | ISSN 2278-2540

Each trainee takes the role of a person affected by an issue analyzed and then the impacts of training on self- needs
and studies the impacts of the issues on human life and/or the attainment are considered. The skill development, individual
effects of human activities on the world around us from the and self-actualization needs due to training for the executives
perspective of that person. have also been studied. Thus, the impacts of training on
group performance change in the levels of employees and
The steps involved in role playing include defining objectives,
supervisors. Group needs for executives have also been
choose context & roles, introducing the exercise, trainee
studied. The study also discusses the impact of training on
preparation/research, the role-play, concluding discussion, and
organization needs in the light of the above-mentioned
assessment. Types of role play may be multiple role play,
objectives, which gives a comprehensive approach to training
single role play, role rotation, and spontaneous role play.
evaluation.
(iv) In-basket training:
Herman Aguinis and Kurt Kraiger in the year (2009) has
In-basket exercise, also known as in-tray training, consists of done his research in this topic BENEFITS OF TRAINING
a set of business papers which may include e-mail SMSs, AND DEVELOPMENT FOR INDIVIDUALS TEAMS,
reports, memos, and other items. Now the trainer is asked to ORGANIZATIONS, AND SOCIETY and reviewed that
prioritise the decisions to be made immediately and the ones this paper aims on needs assessment and pretraining states,
that can be delayed. training design and delivery, training evaluation, and transfer
of training to identify the conditions under which the benets
II. LITERATURE REVIEW of training and development are maximized. The authors
finding is that training benets range from individual and
H.O. Falola, A.O. Osibanjo, S.I.Ojo in the year (2014) has team performance to the economic prosperity of a nation. To
done their research in the topic EFFECTIVENESS OF understand these benets of training, multilevel,
TRAINING AND DEVELOPMENT OF EMPLOYEES multidisciplinary, and global perspective were adopted.
PERFORMANCE AND ORGANISATION
COMPETETIVENESS IN THE NIGERIAN BANKING Henry Ongori and Jennifer Chisamiso Nzonzo (2011) has
INDUSTRY. Their analysis is about the effectiveness of done his research on the topic TRAINING AND
training and development of employees performance and DEVELOPMENT PRACTICES IN AN
organization competitiveness. This paper attempted to signify ORGANISATION: AN INTERVENTION TO ENHANCE
the use of training designs. The authors have carried out a ORGANISATIONAL EFFECTIVENESS selected 61
study at the Nigerian Bank to empirically test the managers through random sampling of eight organization. The
effectiveness of the training and development under the Social study was to examine in detail the benefits, approaches and
Learning Theory. This study will help the management to evaluation techniques applied in training and development of
identify the challenges effects of employees training on employees in an organisation. The major finding of the study
organizational performance, hence determine the areas where indicated that training and development of employees
improvements through training can be done. The principal increases organisational effectiveness and enhances
finding revealed the training and development affects competitiveness. The limitation of the study is that sample
employees performance and organizational effectiveness, size selected for the study comprised of organisation in
which implies that effort must be made to ensure that Gaborone city and its surrounding areas. The contribution of
employees skills and knowledge are fully underutilized this study is that it provokes insights amongst owners /
through adequate and timely training design and managers, policy makers and scholars on how organisation
implementation. The study concluded with Individual should training and development practices could be enhanced in
be more proactive and seek to be more creative and innovative order to improve organisational effectiveness and retain
to contribute their quota through their profession and skill. human capital.
Management should also take into consideration the training
Ms. Pallavi P. Kulkarni (2013) has done her research on the
need of each workers and act as appropriate.
topic TRAINING & DEVELOPMENT AND QUALITY
Chidambaram Vijayabanu and Ramachandran Amudha OF WORK LIFE and this paper focusses on importance of
in the year (2012) has reviewed on the topic A STUDY ON training and development and its relation with the employees
EFFICACY OF EMPLOYEE TRAINING. The topic in quality of work life. In this study the author has told that the
this article presents the effectiveness of training programmes training and development programs improve Employee
of employees from diverse perspective. The study deals with Performance at workplace, it updates Employee Knowledge
the pre-training arrangements process and explains the and enhances their personal Skills and it helps in avoiding
interdependent elements of planning part consisting of Managerial Obsolescence. These training programs also help
training need identification and selection of right participants, the managers in succession planning, employee retention and
the execution part which is composed of suitable methods motivation. It creates Efficient and Effective employees in the
and appropriate techniques. Training coordinators link the two Organization. The need for training & development is
parts of training process. This sequential arrangement is

www.ijltemas.in Page 136


International Journal of Latest Technology in Engineering, Management & Applied Science (IJLTEMAS)
Volume VI, Issue IV, April 2017 | ISSN 2278-2540

determined by the employees performance deficiency, the knowledge and skills of the employees at the workplace.
computed as follows: An organisation uses various methods, for instance job
rotation is used to train employees in this era of globalization.
Training & Development need = Standard performance
Similarly, various methods are used to evaluate the training
Actual performance
programs. Training and development affects employees
Training moulds the employees attitude and helps them to performance and organizational effectiveness, which implies
achieve a better cooperation within the organization. Training that effort must be made to ensure that employees skills and
and Development programs improve the quality of work-life knowledge are fully underutilized through adequate and
by creating an employee supportive workplace. timely training design and implementation. Management
should also take into consideration the training need of each
Ms. Prasadini N. Gamage and Mr. Lionel Imbulana workers and act as appropriate. Training programs are very
(2013) in his study on TRAINING AND
much essential for employees for further development of their
DEVELOPMENT AND PERFORMANCE OF career. Training and Development help the employees to be
EMPLOYEES: EVIDENCE FROM SRI LANKA more creative and innovative in order to give their best in the
TELECOM, the research study is mainly for identifying the organisation. It also helps in increasing the morale of the
effectiveness of the training and development of the Call employees as well as confidence among the employees at their
Canter staff of the Sri Lanka Telecom. A sample of 50
workplace. It helps to enhance the skills of existing workers
officers was selected from the Call Centers. This sample
and for new employees it helps to learn and gain knowledge.
consisted of 10 from the Managerial grade and the 40 from the
Officers grade. The performance was measured with the
REFERENCES
dimensions of employees productivity, Absenteeism and the
Job Satisfaction. A structured questionnaire was administered [1]. Ms. Prasadini N. Gamage and Mr. Lionel Imbulana (2013)
TRAINING AND DEVELOPMENT AND PERFORMANCE
to gather information. The statistical analysis of the study
OF EMPLOYEES: EVIDENCE FROM SRI LANKA
revealed that that there is a significant positive relationship TELECOM
between training & development and the employee [2]. Ms. Pallavi P. Kulkarni (2013) TRAINING & DEVELOPMENT
productivity, a significance negative relationship between AND QUALITY OF WORK LIFE
[3]. Henry Ongori and Jennifer Chisamiso Nzonzo (2011)
training & development and the employee absenteeism and
TRAINING AND DEVELOPMENT PRACTICES IN AN
also positive relationship between training & development and ORGANISATION: AN INTERVENTION TO ENHANCE
employee job satisfaction. The suggestion was made that this ORGANISATIONAL EFFECTIVENESS
study could further extend with wider dimensions considering [4]. Herman Aguinis and Kurt Kraiger in the year (2009) BENEFITS
OF TRAINING AND DEVELOPMENT FOR INDIVIDUALS
the impact of technological changes, funding and finding
TEAMS, ORGANIZATIONS, AND SOCIETY
knowledgeable resource personal for T & D and the employee [5]. Chidambaram Vijayabanu and Ramachandran Amudha in the year
retention under the competitive turbulent environment. (2012) A STUDY ON EFFICACY OF EMPLOYEE
TRAINING.
[6]. H.O. Falola, A.O. Osibanjo, S.I.Ojo in the year (2014)
III. CONCLUSION EFFECTIVENESS OF TRAINING AND DEVELOPMENT OF
Training and Development plays an important role in the EMPLOYEES PERFORMANCE AND ORGANISATION
COMPETETIVENESS IN THE NIGERIAN BANKING
overall development of the employees. It helps in enhancing INDUSTRY.

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