Contribution of Learning, Training & Development towards the Employees personal Career Developments
Employees Learning, Training & Development
Cheng
and Ho (2001) indicate that adequate training produces marked improvements in
employee communication and proficiency of performances as well as extending
retention time (Cited in Truitt, 2011).
“The
Success or failure of modern business organizations depends on the quality of
their human resources. Well trained and highly developed employees are
considered as the cornerstone for such success” (Salah, 2016, p.36).
Hence
the world is becoming more competitive and unstable than ever before, the
industries are seeking to reach the targeted profit level by ensuring massive
employee performance at all cost through appropriate training and development
of employees. Because training is focused on individuals and more present-day
oriented, enhancing those specific skills and abilities to immediately perform the
tasks while development enhances behaviors, attitudes and improves employee
performance in an organization (Akter, 2016).
According
to Nda and Fard (2013) Training enhances employees initiative and quality of
work, thereby assisting them to be more committed to achieving the
organizational goals and objectives.
Below
given are some examples of employees in recognized organizations on how the
learning, training & development program has helped the employees to
develop & go up the ladder together by gaining the Knowledge, Skills &
Abilities.
Video 1 Duration (3:10) Features:
Ashok
Leyland Employee S. Praveen (Manager Process Excellence) testimony.
How
S. Praveen became the youngest six sigma black belt and journey from a fresh
Graduate to Manager just 5 years down the line.
Praveen
States “Ashok Leyland trusted me and invested in me so that I can give back to
the Organization”.
Source:
(Ashok Leyland, 2018).
Video 2 Duration (1:59) Features:
The video features some of the Dialog (A leading Telecommunication service provider
in Srilanka) staff experiences about the Company and the work environment.
Below
is the statement of Shyam Thahir (Employee attached to Dialog’s Learning &
Development department).
“The
biggest motivation that gets me to come to work every day is the absolutely energetic team that I work with the countless learning opportunities, the
dynamic work environment and the open culture that we can express our views as
an when we can want, it’s just awesome.”
Source: (Great Place To Work Sri Lanka, 2018).
Video 3 Duration (1:08) Features:
This
video Features how the MT- Management Trainee Program of the Company helped
Wishanth Wijesinha (Assistant Vice
President John Keells Group and Head of John Keells X) climbed up the
corporate ladder of John Keells holdings (One of Sri Lanka’s premier
diversified company).
Source: (JohnKeellsHoldings, 2019).
Reference
Akter,
N. (2016) Employee Training and Employee Development Is the Predictors of
Employee Performance; A Study on Garments Manufacturing Sector in Bangladesh. IOSR Journal of Business and Management,18(11)
48-57. [Online] Available from https://journals.sagepub.com/doi/10.1177/2158244011433338
[Assessed on 2 May 2021].
Ashok
Leyland (2018) Ashok Leyland Employee
Testimonial - Praveen S [online video] Available from https://www.youtube.com/watch?v=5RTZ5Tvt1ok
[Accessed 3 May 2021].
Great
Place To Work Sri Lanka (2018) Dialog Sri
Lanka We Love Our Work Place 2018 [online video] Available from https://www.youtube.com/watch?v=wvkiEFCvzX4
[Accessed 3 May 2021].
JohnKeellsHoldings
(2019) John Keells Group Management
Trainee Programme 2019! #JKHMT2019 [online video] Available from https://www.youtube.com/watch?v=K9ahVFogtAU [Accessed 3 May 2021].
Nda, M. M. & Fard, R. Y. (2013) THE IMPACT OF EMPLOYEE
TRAINING AND DEVELOPMENT ON EMPLOYEE PRODUCTIVITY. Global Institute for
Research & Education, 2(6) 91-93.
Salah,
M. R. A. (2016) The Impact of Training and Development on Employees Performance
and Productivity. International Journal
of Management Sciences and Business Research, 5(7) 36-70.
Truitt,
D. L. (2011) The Effect of Training and Development on Employee Attitude as it
Relates to Training and Work Proficiency. SAGE
Open journals, 1(3) 1-9. [Online] Available from http://www.iosrjournals.org/iosr-jbm/papers/Vol18-issue11/Version-1/H1811014857.pdf
[Assessed on 2 May 2021].
Agreed Aazath , Learning is a continuous process that not only enhances existing capabilities but also leads to the development of the skills, knowledge and attitudes that prepare people for enlarged or higher-level responsibilities in the future (Williams,1998).
ReplyDeleteVery correct Azath, Training and development has a positive impact on the employees to carry out their work more effectively, increasing their interpersonal and technical abilities, team work, job confidence and work motivation (Nda & Fard, 2013).
ReplyDeleteCorrectly said Azath, your view has been proven further by the statement said by Mulhall(2014). Skills and aptitude can be developed through a continuous coaching and the theories can be applied in organizational life cycle as well as personal life cycle(Mulhall,2014).
ReplyDeleteAgree Aazath,Employee training is a learning experiance,that's learn to develop skills,knowladge,attitudes & behavior using modern techniques(Milhem & Abushamsieh & Arostegui,2014).
ReplyDeleteInformative post Aazath, In addition to that, career development or promotions refers to getting the additional rights apart from employee’s current rights which can be material or non-material, for example the increase in personal revenue, improved facilities, social status, pride and so on (Saranani, 2015). According to Sloman (2005, p.2), learning can be described as ‘a self-directed, work-based process leading to increased adaptive capacity’. Whereas the training refers to the enhancement of technical capabilities, theoretical skills, conceptual skills and morale of an organization’s human capital (Hasibuan, 2004).
ReplyDeleteAgree witht he opinion. Training and development are indispensable strategic tools for effective
ReplyDeleteindividual and organisation performance, thus, organisation are spending money on it with confidence that it will earn them a competitive advantage in the world of business (Falola, H.O.,
Osibanjo,A.O. and Ojo, S.I., 2014)
Agreed with you and like to add The effectiveness of T&D depends on designing and delivery of the training activities effectively and also on the methods of T&D (RAG Khan et,al, 2011).
ReplyDeleteI agree with you. Employee fulfillment depends on various conditions such as job satisfaction, career aspirations, education, and superintendence. However, there is a close association between training and performance. This proves that employee performance is required for the company's achievement, and training and development are needed to improve the employee's performance (Raja et al, 2011).
ReplyDeleteCertainly, also a recent study by Younas et al. (2018) reveals development leads to better employee performance, training and development both increase employee performance also training and development are the processes of investing in people so that they are equipped to perform.
DeleteVariety of techniques like teaching technique, schedule, and helping learning environment lead to improve skills of employees (Gerbamn, 2000).
ReplyDeleteAgree, Employee development is almost universally recognized as a strategic tool for an organization's continuing growth, productivity and ability to retain valuable employees. If organizations neglect certain challenges, then the employee development process will be cumbersome for the organization, frustrating for employees and of uncertain value for both (SHRM, 2021).
ReplyDelete