Anda di halaman 1dari 4

Advances In Management Vol.

7(1) January (2014)

General Article:
The Importance of Training in an Organization
Govil S. K.* and Kumar Usha
Govt. M. L. B. Post Graduate College, Indore (M.P.) INDIA

This paper is an attempt to study the importance of Objectives of Training
training in an organization. A very good training Training is a learning experience that is planned and carried
program is vital to the success of any business but out by the organization to enable more skilled task
surprisingly it is most often overlooked. Training is behaviour by the training. It imparts the ability to detect
and correct errors. Furthermore it provides skills and
very important for organizational development and
abilities that may be called upon in the future to satisfy the
success. It is fruitful for the employers as well as the organizations human resource needs.
employees in an organization. If employee is trained
well, he will become more efficient and productive. Training enables the employees to deal with the
changing jobs and roles.
Keywords: Training, Importance, Development,
Organization. Training develops knowledge, skill and attitude for
handling jobs most efficiently.
An organization is a social unit of people that is structured Training bridges the gap between the current level of
and managed to meet a need or they come together to employee KSA (Knowledge, Skill, Attitudes) and the
pursue collective goals. All the organizations have a required level of KSA to handle the job efficiently.
management that defines the relations between functions
and positions and subdivide and assign roles, Training is job related and need based.
responsibilities and authorities to perform defined tasks. An
organization is defined by the element that is a part of it, its
Training can be seen as a part of total organizational
communication, its autonomy and its rules of action
commitment. Training needs can be recognised on the basis
compared to outside events. By coordination and planned
of analysis of environmental demands, processes of internal
cooperation of the elements, the organization is able to
change, analysis of the work problems and analysis of
solve tasks that lie beyond the abilities of the single
manpower competencies of an organization. Training need
occurs whenever an identifiable change takes place in the
environment of procedures, processes and methods of
Training can be defined as the acquisition of knowledge
work. Management of change would require orienting and
and competencies as a result of learning that relate to
training the people to the new demands, techniques, skills
specific useful competencies. It has specific goals of
and adjustment to situations that would be required.
improving one’s capacity, capability, productivity and
performance. Training is also needed to maintain, upgrade
The training needs caused by such changes can be put as
and update skills throughout the working life. In an
technological changes, environmental changes, legislative
organization, once the selection of employees is done,
changes and manpower composition changes. Accordingly
training them for the specific tasks they have been assigned
there could be three types of training needs: Organizational,
is of great importance. In fact, training is an important
Professional and Individual.
activity in many organizations.
Determination of Training Needs involves the collection of
In today’s dynamic business environment, job knowledge
data on both the current situation within the organization
and skills to handle the continuously changing job contents
and its actual requirements. A number of methods and
need continuous upgradation and training has to be
techniques can be used for this purpose like analysis of
imparted continuously. It also becomes imperative to
primary source, interviews, structured questionnaires,
handle diverse situations and to deal with varied clients,
direct observations. Training needs can be of a large variety
customers, vendors, suppliers, colleagues, business
depending on the nature of the job to be done and the
partners. Training deals with developing attitudes which
people who have to perform the jobs. There are three inputs
help the individuals to deal with different situation and
which play an important role in identifying training needs.
people according to one’s advantage.
These are:
In the light of these diverse factors, training has become
Job analysis,
extremely important for organizations in maintaining its
human resources at their peak performance levels. Job description

Advances In Management Vol. 7(1) January (2014)

Job specification. knowledge and skills of its employees for performing a

particular job. Training is mainly job oriented; it aims
Job analysis is generally used to find out the work at maintaining and improving current job performance.
performed by a specific employee or group. Job description
is a statement of responsibilities, tasks and purposes which Newly recruited employees undergo structured training
are necessary to constitute a particular job. Job so as to learn and perform their tasks efficiently. The
specification describes the skills and qualities required for nature of training they receive determines their
doing the job. competencies in handling the job assigned to them.

Short term and long term objectives of Training Imparting need based training is must to existing
The training is a useful method for reconciling and employees to groom them to handle their current jobs
tapping conflict. The training skills have to be better and to prepare them to handle higher level jobs.
consistent with the organizational goals. As such the
objectives are divided under the short term and long Existing employees require refresher training to keep
term ones. them abreast of the latest development concerning job
related operations. This is absolutely necessary due to
The short term objectives would number results such as rapid technological changes.
those training/learning activities which are directed
towards rise in profits, productivity and present job Training is necessary for job rotation i.e. when a
effectiveness etc. It could also attempt to cover person gets transferred from one job to another or job
knowledge, skills and attitudes of the employees to the enlargement i.e. enhancement in the job domain.
desired level. Translating training activities into on-
the-job performance would also be covered under the Training makes employees mobile and versatile. They
short term goals. can be placed on various jobs depending on
organizational needs.
Long term goals are problems of growth diversification
and the sort of investment made in people as a long Training improves overall job productivity/employee
term preparation for change. Long term training shows productivity.
the stability of the organization and a faith in its future.
Training also helps in succession planning when
Training in an organizational setting proactively and selectively imparted.
Organizations opt for training in order to increase the

Benefits of Training

S. N. Benefits to Organization Benefits to the Employees

1. Trained employees can deliver products and services On the personal front, the trained employee stand to gain
of a higher quality and enhance the organizational tremendously as his profile and market value improves.
productivity. Corresponding gain accrues to the organization.
2. Training develops necessary skills with consequent The employees productivity improves with consequent
productivity improvement which means optimum use increase in their incentives, perks etc.
of equipment, time and raw materials.
3. Upgraded skills of employees ensure better upkeep of Promotion improves as the HR department can develop
tools, fewer accidents and lesser supervision with appropriate career charts.
consequent saving to the organization
4. Better trained employees are assets to the organization The employee's confidence level and smartness improves.
as they can be used at different places and on different
assignments as per organizational need.
5. Proper training enables the employees to be promoted Employee morale and on-the-job satisfaction improves.
to take care of higher level jobs which lead to
employee motivation.
6. Overall climate and culture of the organization Lesser on the job mistakes and fewer accidents occur.
7. Employee turnover is reduced thereby reducing the More aware employee is capable of handling changing work
cost to the company. scenario, earning better praise for himself and his
department bringing laurels for the company.

Advances In Management Vol. 7(1) January (2014)

Conclusion References
Many companies including multi-nationals are not meeting 1. Waggoner Jaqueline, http: // /html
the employee demands with reference to training and /waggoner.pdf
development and ultimately the gaps found in the required
skills vis-a-vis attained skills have become so wide that 2. Alpern M., Critical workplace competencies: Essential?
Generic? Core? Employability? Non-Technical? What’s in a
inter-relationships of training and performance are badly
name? Canadian Vocational Journal, 32(4), 6-16 (1977)
disturbed. A study of training needs and practices shows
that a variety of training courses and policies are introduced 3. Lussier R. N., Human relations in an organization – A Skill
to help the people grow. The training programs should be building approach, Irwin (1990)
designed according to the specific needs of the
organization. Therefore, training and development cannot 4. Rogers C. R., On becoming a person, Boston, Houghton
be disconnected from the business activities of the Mufflin (1961)
organizations; on the contrary, this is the area that clearly
illustrates positive relationships between training activities 5. Ignjatovic M. and Svetlik I., European HRM Clusters (2003)
and the organizational performance.
6. Jackson T., The Management of People Across Cultures (2002)

(Received 27th October 2013, accepted 30th November


Reproduced with permission of the copyright owner. Further reproduction prohibited without