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Factors Influencing Training and Development

 


Introduction

Training is the process of increasing the knowledge and skills of an employee for doing a particular job. It involves the development of skills that are usually necessary to perform a specific job. Its purpose is to bring about positive changes in – (i) knowledge, (ii) skills, and (iii) attitudes of the employees. Development is concerned with the growth of employees in all respects (Campbell, 2020).


Organizational Change

This is one aspect of training and development that influences and is influenced by it. The primary goal of training and development is to anticipate and respond to change in a proactive manner. Individuals, groups, and the entire organization are all affected by change, which entails transitioning from one state to another (Mohamed, et al., 2018).


Top Management Support

The most basic necessity for training and development is top management support. Even the most expertly crafted training program can fail if the senior executives do not actively support it. Top management's support for training must go beyond a policy statement. It must incorporate their active engagement and involvement in the development process (Campbell, 2020).


Commitment for Managers from All Levels

Senior executives should never believe that training programs are just for their direct junior management. Rather, everyone from the top manager to the first-line supervisor should be included. In fact, top management should be trained first to set an example of their dedication to the ongoing growth of all employees in the firm (Rossi, 2015).


Technological Advanced

Technological advancements, particularly the computer and the internet, are having a significant impact on how individuals perform their jobs. For increased flexibility of education, computer-based training makes advantage of the computer's speed, memory, and data manipulation capabilities (Campbell, 2020).


Organizational Complexity

Because of the weakened traditional chain of command and the rapid changes in technology, products, systems, and techniques, the degree of complexity in modern businesses has increased. This has had an impact on corporate training and development programs. Individual and group activities have expanded and enhanced in modern firms, and employees are now executing more complex jobs than before (Campbell, 2020).


Conclusion

This implies that a variety of elements influence training success, including motivation, attitude, management and peer support, training style and setting, trainer openness, job-related characteristics, self-efficacy, and basic ability, among others.

 

References

Campbell, S., 2020. New role of HR professionals. [Online]
Available at: https://www.trainingjournal.com/articles/features/six-ways-role-hr-professionals-will-adjust-post-pandemic
[Accessed 02 May 2022].

Mohamed, A. F., Nasir, A. Q. & Rahman, E. A., 2018. Military Training OR Education for Future Officers at Tertiary Level, Kuala Lumpur: National Defence University of Malaysia.

Rossi, B., 2015. Man vs machine: productivity, creativity and job creation. [Online]
Available at: http://www.information-age.com/it-management/skills-training-andleadership/123459242/man-vs-machine-productivity-creativity-and-job-creation
[Accessed 02 May 2022].

 

 

Comments

  1. Pavani Damsara SamarasingheMay 6, 2022 at 2:29 AM

    Hey Janani, I agree with your blog. Training and development is an essential strategic tool for improving employee performance, and companies continue to increase their training budgets year after year in the hopes of gaining a competitive advantage. The primary goal of this research is to determine the impact of training and development on employee performance and competitive advantage. The findings reveal a clear link between training and development, employee performance, and competitive advantage. The results show that there is a substantial link between the tested dependent variable and the independent construct. Bank management, on the other hand, should not give up on training their employees to produce fresh ideas that will continue to improve and maintain employee performance. (Sudhakar, R. and Basariya, S.R., 2017)

    ReplyDelete
  2. Ashanthi RajapakseMay 6, 2022 at 12:28 PM

    Hi Janani. To further add to your post, employees would benefit from training and development since it would allow them to advance their careers and advance their positions within the company. Organizational efficiency would improve as a result (Kumar et al, 2017). Employees are motivated to work harder if they believe their bosses are concerned about their well-being. As a result, providing training and development is one technique to make employees feel special and valued by their employers.

    ReplyDelete
    Replies
    1. Janani GunarathneMay 8, 2022 at 3:40 AM

      Hi Ashanthi, Totally agree with your comment. People are the essential to any successful corporate operation, according to numerous organizational adages. Because it is becoming evident that no human organization can succeed without highly trained and competent human resource development experts(Goldstein & Ford, 2002).

      Delete
  3. Maheshani Priyankara Weerarathne (Maheshi)May 7, 2022 at 12:36 AM

    Hi Janani Agreed with you , Trainees may be assigned duties that differ from those for which they were taught, or they may return to work and discover that they do not have enough time to apply what they have learned (Lee & Sabatino, 1998).

    ReplyDelete

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