Impact of Training and Development on Employee Efficiency in Organization

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Training  and Development

Training and Development is an important function of Human Resource management. It aims to improve employees’ skills by making them learn new techniques of doing work. It helps, updating their knowledge of doing work which results in increasing their efficiency and hence, results in increasing productivity of an organisation. Since Human resource is the most important asset of an organisation so, making best use of them is possible with the help of training which leads to their as well as organisation’s development.

In the modern workplace, these efforts have taken on a broad range of applications from instruction in highly specific job skills to long term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies.

More and more companies of all sizes have embraced "continual learning" and other aspects of training and development as a means of promoting employee growth and acquiring a highly skilled work force. In fact, the quality of employees and the continual improvement of their skills and productivity through training, are now widely recognized as vital factors in ensuring the long term success and profitability of small businesses. 

"Create a corporate culture that supports continual learning," counseled Charlene Marmer Solomon in Workforce. "Employees today must have access to continual training of all types just to keep up'¦. If Organization doesn't actively stride against the momentum of skills deficiency, Organization lose ground. If organization workers stand still, firm will lose the competency race."

For the most part, the terms "training" and "development" are used together to describe the overall improvement and education of an organization's employees. However, while closely related, there are important differences between the terms that center around the scope of the application. In general, training programs have very specific and quantifiable goals, 

• Like operating a particular piece of machinery, 
• Understanding a specific process 
• Performing certain procedures with great precision 
• Developmental programs
• Concentrate on broader skills that are applicable to a wider variety of situations( such as decision making, leadership skills, and goal setting)

The need for Training and Development

Before we say that technology is responsible for increased need of training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organization apart from just money. We also require training update employees of the market trends, the change in the employment policies and other things.

The following are the two biggest factors that contribute to the increased need to training and development in organizations,

1.     Change: The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. 

   Change leads to the need for training and development and training and development leads to individual and organizational change, and the cycle goes on and on. More specifically it is the technology that is driving the need, changing the way how businesses function, compete and deliver.

2.     Development: It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organizations seek more than just employment out of their work, they look at holistic development of self. Spirituality and self awareness for example are gaining momentum world over. 

     People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enroll himself / herself in a course on ‘self awareness’, which apparently seems inconsequential to ones performance at work but contributes to the spiritual well being of an individual which is all the more important.

The critical question however remains the implications and the contribution of training and development to the bottom line of organizations performance. To assume a leadership position in the market space, an organization will need to emphasize on the kind of programs they use to improvise performance and productivity and not just how much they simply spend on learning.

Reference

• Inc.com. (2018). Training and Development - Encyclopedia - Business Terms. [online] Available at: https://www.inc.com/encyclopedia/training-and-development.html [Accessed 28 May 2018].

• Managementstudyguide.com. (2018). Training and Development - Meaning, its Need and Importance. [online] Available at: https://www.managementstudyguide.com/training-and-development.htm [Accessed 28 May 2018].