...Journals Inc. (USA) Print ISSN: 0975-5853 Impact of Training and Development on Organizational Performance By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam Khan University of Lahore, Islamabad Pakistan Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results are strongly based on the literature review. Keywords : Training and Development, On the Job Training, Training Design, Delivery style, Organizational Performance. GJMBR-A...
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...importance of training and development in hospitality industry: Maldives Resorts BSc (Hons) International Tourism and Hospitality Management Contents 1.0 Introduction …………………………………………………………….. 3 – 4 2.0 Literature Review 2.1 Aims & objectives of training and development ……………………. 2.2 Reasons for employee training and development …………………… 2.3 The importance of training and development ……………………….. 2.4 General benefits from training and development …………………… 5 5 5–7 8 3.0 Training and development in the Maldives hospitality industry……….... 9 – 12 4.0 Conclusion and recommendations ………………………………………. 13 – 14 5.0 References ……………………………………………………………….. 15 Page 2 of 15 1.0 Introduction First of all let’s check out what is training and development? According to Wikipedia, training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. In other words training is specialised instruction or practice that assists in changing an individual’s behaviour so that their performance will become more proficient. Furthermore, (Dunk, 2003) stated that training is the process which is used for the development of knowledge and skills needed to perform the jobs, duties and tasks in an organization. As per (Hinkin, 2006) training is a four-stage process which consists of assessment, development, implementation and evaluation. Whereas, development focuses upon...
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...employee training and development program in Jiangnan Group Limited is not functioning good enough to help achieve the company goals. The major areas of weakness require further investigation and remedial action by management are company too rely on manpower, traditional training programs can be too costly and often too time-consuming, continually increase manufacturing cost by China’s current Five-Year-Plan (2011-15) of minimum wage and the rising value of the RMB raise the production cost and made the goods more costly to ship. To resolve the problems the following recommendations are proposed: * Review existing T&D programs to ensure they address MCO Competency Gaps and Leadership Talent Pool needs. * Revise/upgrade existing T&D programs to improve competencies and/or add ‘new’ ones * Develop new T&D Programs to identify necessary or additional resources (outside vendors, partnering arrangement with other agencies, budget/resources needs and availability, etc.) * By using E-training system, Jiangnan Group Limited is able to train employees stationed remotely, without having to regard geographic or language barriers. * Establishing a new manufacturing facility in South Africa to benefit from the growth in South Africa and its surrounding countries. * Also save cost from establishing a new manufacturing facility in South Africa * Using robots to replace manpower * Adopt E-training for management & marketing training * develop...
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...Training and Development of Employees Training and Development of Employees An organization is always looking for individuals who can keep and sustain competiveness of the organization. The human resources and the managers play a specific role in identifying the appropriate people that can carry all the challenges with confidence. Ask yourself one question, “How do these individuals develop such skills and knowledge to stay competitive within the organization”? The answer is Training and Development of the employees. In our culture we highly value learning. This topic provides a range of information about training and development, including what type of money an organization puts out for training and development, the benefits for both employee and the organization, and different methods used for training and development. Training and development is one of the most important aspects of our lives and our work. Even though we may have attending many years of schooling in our field of study, many of us have no idea how to approach training and development. Some of us think we know all there is to know in our field of study and think there is no need for trainings. Unfortunately, in any career field, there is always room for improvement. Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including...
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...Training and Development- IndianOil _______________________________________________________________________ _ TRAINING AND DEVELOPMENT Introduction Every organization needs to have well trained and experienced people to perform the activities that have to be done. Training is a process of learning a sequence of programmed behaviour. It is application of knowledge. It gives people an awareness of the rules and procedures their current job and prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance, but also which bring about the growth of the personality; their potential capabilities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip person to earn promotions and hold greater responsibility. to guide their behaviour. It attempts to improve their performance on Training a person for a bigger and higher job is development. And this may well include not only imparting specific skills and knowledge but also inculcating certain personality and mental attitudes. As the jobs become more complex, the importance of employee development also increases. In a rapidly changing society, employee training and development are not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable work force. © A 1 help individuals in the progress towards...
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...TRAINING MEANING OF Training Training is the act of increasing the knowledge and skills of an employee for doing a particular job. Training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. Importance of Training The importance of training and development to a larger extent depends on human resource development. Training is most important technique of human resource development. Training develops human skills and efficiency. Trained employees would be a valuable asset to an organization. Organizational efficiency, productivity, progress and development to a greater extent depend on training. Organizational objectives like viability, stability and growth can also be achieved through training. Human potential represents the greatest asset of any organization. Human potential, however, can only be considered an asset if it is consistently developed. Training and development are vital functions for any organization. The purpose of training is to impart knowledge and skills necessary to effectively fulfil the everyday operations of the organization. The purpose of development, on the other hand, is to enhance the use of the organization’s untapped, human potential. Increased productivity is directly related to the development of the organization’s untapped, human potential. Many organizations unwittingly spend a lot of money on training while ignoring development;...
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...PROPOSAL TOPIC: THE EFFECTS OF TRAINING AND DEVELOPMENT ON THE PERFORMANCE OF KOFORIDUA POLYTECHNIC STAFF GEORGE ASANTE EDUAH (SB/DHR/13/0020) MBA HUMAN RESOURCE MANAGEMENT 1.1 Background of the Study The Workers or Employees working in or for an organization are now being considered as ‘human assets’ even though different terms like ‘staff’, ‘manpower’, ‘personnel’, etc. are still in currency. The emerging trend is to treat them as ‘human assets’ or ‘human resources’. The success of any organization depends on appropriate use of human assets available in the organization. All other assets could only be supplementary to human assets. Towards augmenting the human resources and to cope with changes – both internal and external, the organization has to concentrate necessarily on developing the ability, wisdom and skills of its workforce. Again employees are said to be the most valuable assets in an organization, and that an organization is only as good as its people. Only through them can organizations achieve their objectives. It is therefore important that employees possess the necessary skills, knowledge and abilities (SKAs) in order that organizations achieve their goals and remain competitive and successful. A formal approach for organizations to update employees’ acquisition of job-related SKAs is by training. From a human capital theory perspective, training is investment rather than consumption. Research claimed that training is an important factor that could...
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...Training and Development Paper Michelle Andrews HCS/341 3/17/14 Instructor: Joanne Kronstedt Training and Development A good worker has the necessary tools to perform their job well. Employers have to provide training and development to ensure employees are working to their best potential. This paper will discuss the difference between training and development. It will explore why training and education are important in health care and the importance of measuring competencies. At last, it will describe the process for evaluating and tracking training effectiveness. Training and development are ways to increase the potential of employees but have two different meanings. Our text states training "provides employees with specific skills or helping them correct deficiencies in their performance" (Gómez-Mejía, 2010, p. 246). Employee training helps develop areas of incompetence or to teach them a skill needed to perform their job. For instance, an environmental service employee may receive CPR training to help in case there is an emergency. This does not mean the employee is going to become a nurse. On the other hand, development is "an effort to provide employees with the abilities the organization will need in the future" (Gómez-Mejía, 2010, p. 246). Development prepares an employee to accept a future position or promotion. Training and development can provide employees with the necessary tools they need to flourish in today's society, in which it is important to have...
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...TRAINING TRAINING NEEDS ANALYSIS PLANNING THE TRAINING DEVELOPMENT AND DELIVERY EVALUATION OF TRAINING Definition Training is the use of systematic and planned instruction activities to promote learning. Training has a complementary role to play in accelerating learning. ‘It should be reserved for situations that justify a more directed, expert-led approach rather than viewing it as a comprehensive and all-pervasive people development solution’. (Reynolds 2004) Why training? • Introduce a new process or new equipment • Improve the efficiency of the workforce • Provide training for the unskilled workers • Decrease the supervision needed • Improve the opportunity for internal promotion • Decrease the chances of accidents • Increased job satisfaction and morale among employees • Increases employee motivation • Increases efficiencies in processes • Reduced employees turnover • Enhanced company image Justification for training Training can be justified when: • The work requires skills that are best developed by formal instruction • Different skills are required by a number of people • The tasks to be carried out are so specialized or complex that people are unlikely to master them on their own initiative at a reasonable speed • Critical information must be imparted to employees to ensure they meet their responsibilities ...
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...Davison HCS/ 341 Instructor: Mike Sawyer Training and Development Paper The most crucial aspect for the accomplishment of an association is the capacity of the people it recruits. In today’s world where huge technological, political, social, and economical shifts transpire, associations have to be able to deal with these shifts efficiently. The altering strength of competition, both domestic and global, forces companies to innovate and utilize their assets in the most competent way achievable in order to stay competitive. This new condition does not only compel associations but also their people to transform. Existing and prospective workers have to be conscious of the new technological and socio-economical standing in order to be proficient to perform well. The best way that associations can make sure this awareness is by utilizing schooling and development. “Development and training are vital to associations because they offer the expertise both now and in the upcoming. Jointly, retraining and training guarantee the expertise and staff dedication required for high quality products and services and therefore, competitiveness and endurance”. An association’s central aim is maximization of earnings, which is always attained by increasing productivity. Schooling and development are appropriate means of making workers more fruitful. A major goal of training and development is to eliminate performance deficits, whether these...
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...organization. Moreover, the continuing prosperity of a firm is likely to be enhanced by employees who hold attitudes, value and expectations that are closely aligned with the corporate vision. HRM policies and practices can be strategically designed and installed to promote desirable employee outcomes, which include the enhancement of the in role and extra role behaviors of employees. Every organization is made up of people. Acquiring their services, developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. 1.2 Objectives of the study: (a) Broad Objective: To evaluate the training & development activities of steel industry and to identify the need and implementation of performance appraisal. Finding the ways of creating more effective appraisal and T & D system for KSRM is another objective. (b) Specific Objective: v How T& D is done in a big steel company like KSRM v How performance appraisal is done in KSRM v To identify the importance of T & D and appraisal in a company like KSRM v Identifying the problems that occurs during T & D and performance appraisal v To put forward some recommendation 1.3 Methodology: Data Collection For preparing this report data have been collected from both primary and secondary sources. Knowledge regarding different T&D operations and performance appraisal has been...
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...Introduction ……………………………………………… P. 3 What are training and development .………………...…P. 4-5 Benefits of training and development ………….…………P. 6 Problems in training ………………………….……………P. 7 Managing the training process .………………………..P. 8-11 Conclusion…………………………………………………P. 12 Reference………………………..…………………………P. 13 Introduction Within the competitive world markets, today’s managers face greater challenges than ever before to maintain their position among the top economic powers. From a strategic prospective, employee training will become increasingly important during the 1990s because of the pressure to reduce costs and increase productivity. Many companies are finding that they can’t compete in the global market unless they boost productivity and invest in a better- trained and skilled workforce. Employee training is a key factor in improving levels of organization productivity. Therefore, it is important that the organization enable employees to upgrade their skills and knowledge to meet these changing conditions. Nowadays, any organization should adopt a systemic approach to training and development. Systemic training is that which is specifically designed to meet defined needs, followed by deciding what training is required to satisfy the needs. The next step is to find experience trainers to plan and implementing the program. Of course, follow up and evaluation is a must to ensure that it is effective. However, training programs can easily be irrelevant, out-dated...
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...are; Training and Development Organizational development Career development. Training and Development Training is the process of improving the knowledge, skills and attitudes of employees for the short term, particular to a specific job or a task e.g. Employee orientation Skills and technical training Coaching Counseling Development is preparing for future job responsibilities, while increasing the capacity to perform at a current job. e.g. Management training Supervisory development In the field of HRM, Training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational setting, it has been known by several names including; employee development, leaning and development etc. Training and development encompasses three main activities. They are; Training, Education and Development. The principal objective of training and development divisions in to ensure the availability of a skilled and willing work force to an organization ensures that randomness is reduced and learning or behavioral change take place in structured format. Training and development offers competitive advantage to a firm by removing performance deficiencies, making employees stay long, minimized accidents and meeting future employee needs. 2.2 Training and HRD...
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...Figure 1. Concerns of Managers & Trainers in TNA Upper Level Managers Organizational Analysis Middle Level Managers Trainers Do I have the budget to buy training services? Will managers support training? Is training important Do I want to spend to achieve our money on training? business objectives? How much? How does training support our business strategy? Person Analysis What functions or business units need training? Does the organization have the people with the knowledge, skills, and ability need to compete? Who should be trained? Managers? Professionals? Core employees? For what jobs can training make the biggest difference in product quality or customer service? How will I identify which employees need training? What tasks should be trained? What knowledge, skills, ability, or other characteristics are necessary? Task Analysis TRAINING INITIATIVES AT GODREJ Phase 1: NEED FOR CHANGE • • • • • Entire distribution of Godrej transferred to P&G 1995-Break-up of the joint venture between Godrej & P&G Rebuilding exercise 1995-TQM workshop Switch from a family-run business to a professionally managed company • Changed the earlier model of management hierarchy • Adopted a participative management model – team spirit – employee improvement programmers. Phase 2: Design (Instructional Objectives) ● Total Quality Management (TQM) workshop: for all its 5000 employees to help them connect to their job. 2)Parivartan: to train new as well as...
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...School of Psychology 2013 Paper Outline Faculty of Arts and Social Sciences PSYC573-13A (HAM) Personnel Training & Development Lecture times/rooms: Thursdays, 09:00am – 10:50am. Room I1.08. Lecturer/Convenor: Donald Cable, Room K1.01. Extn: 8296. Email: dcable@waikato.ac.nz Student consultation hours: Thursdays 14:00-15:00. Other times by appointment. Paper Description The aim of this paper is for you to develop an understanding of the theory, research, and practice relating to training and development (including career development) in organizations. Upon successfully completing this course, you should be able to: understand, and apply personnel training and development psychology theory and research, and bridge the gap between this and the practice, conduct training needs analyses and evaluate training and development (including career and professional development) initiatives, identify or develop training programs which incorporate sound principles of learning and training transfer, identify and develop the competencies that will support you in pursuing a career as an organizational psychology (or HR) practitioner with a focus on the training and development of individuals in organizations. Blending the exploratory learning aspect of Active Learning with proceduralized instruction, and creating a learning environment within which students are actively encouraged to construct knowledge, this paper includes lectures with associated readings, student seminars...
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