Impact Of Training And Development Programmes On The Employees

According to Dhar (2015), human resource is a back bone of an organization and also it is important to manage things in organization. Generally, most of the organizations invest large amount of human resource capital. At the same time, the companies have to organize many aspects like external factors as well as internal factors. Employee’s performance also comes under internal factors so every organization needs to organize training and development programs to its employees. In general, it can be described as a concept through which companies aim to improve the job performance of employees.

Similarly, Cummings and Worley (2014) mentioned clearly that the organizational goal cannot be achieved simply by focusing on external factors, but also focusing on the internal factors like employee’s performance. Moreover, Phillips and Phillips (2016) stated that training and development program plays a distinctive role to achieve organizational goal through adding organization’s interest and workforce.  The training and development program mainly aims to improve employee’s performance in the organization. According to Chaudhry et al. (2017), these training and development programs are more beneficial for employees of organizations.

Generally, many employees and their performance differ to a large extent because the roles and responsibilities provided to employee do not match with employee skill and knowledge.  In respect to this, Boulmetis and Dutwin (2014) elaborated that by conducting training and development programs in organizations for employees, skill gap can be overcome. On the other hand, organizations also achieve desired employee’s performance level by help of these programs. In respect to this, Cascio (2018) stated that proper training and development programs increase job related knowledge about techniques and skills which make employee’s performance effective in their jobs. The employee’s morale and motivation is also increased by the help of these programs.

On the other side, organizations have to wear additional cost while replacing current employees or hiring new employees due to lack of skills and efficiency. Appropriate training and development programs help organizations to reduce cost of human resource. Such, programs improve employee’s skills and abilities and make them suitable and more satisfy for job role. Moreover, due to training and development programs, employees feel more valued for the organization and the strong emotional connection is developed between employee and organization (Dhar, 2015). They also feel that the organization is more interested to increase their professional and technical abilities and skills by investing in training and development programs. This helps to retain employee for long time.

In the research study Al Mamun, and Hasan (2017), it is mentioned that training and development programs have positive impact on employee’s leadership skills as more responsibilities are given to employees through these programs. Training and development programs are milestones to enhance employee’s loyalty and motivation. On the other hand, these studies revealed that advancement of skills and knowledge are an improvement in one of the main resource of the organization. Training and development programs are not only for employee’s present position but also helpful for future positions inside the organization (Phillips and Phillips, 2016). While providing chance to employee for development, these programs help the organizations to remain employee’s performance. This research study discloses the significance of training and development programs.

At the same time, Hirshleifer et al. (2016) illustrated that training and development programs enhance the satisfaction of internal customers. It is also increases the employees satisfaction which help to retain employee within the organization for long time. This is another positive impact over the organizational performance as there is no need to organization to invest as much in hiring new employees. Moreover, Training and development programs are also provided the opportunities for employee to enhance their skills and knowledge within their field or another field. This is highly beneficial for employees to improve their present performance as well as future performance.

Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, pp.419-430.

Cummings, T.G. and Worley, C.G., 2014. Organization development and change. USA:Cengage learning.

Phillips, J.J. and Phillips, P.P., 2016. Handbook of training evaluation and measurement methods. UK:Routledge.

Chaudhry, N.I., Jariko, M.A., Mushtaque, T., Mahesar, H.A. and Ghani, Z., 2017. IMPACT OF WORKING ENVIRONMENT AND TRAINING & DEVELOPMENT ON ORGANIZATION PERFORMANCE THROUGH MEDIATING ROLE OF EMPLOYEE ENGAGEMENT AND JOB SATISFACTION. European Journal of Training and Development Studies, 4(2), pp.33-48.

Al Mamun, C.A. and Hasan, M.N., 2017. Factors affecting employee turnover and sound retention strategies in business organization: a conceptual view. Management (open-access), 15(1), pp.63-71.

Boulmetis, J. and Dutwin, P., 2014. The ABCs of evaluation: Timeless techniques for program and project managers (Vol. 56). USA:John Wiley & Sons.

Cascio, W., 2018. Managing human resources. McGraw-Hill Education.

Hirshleifer, S., McKenzie, D., Almeida, R. and Ridao‐Cano, C., 2016. The impact of vocational training for the unemployed: experimental evidence from Turkey. The Economic Journal, 126(597), pp.2115-2146.