Human resources are significant in establishing and sustaining competitive advantage for the enhancement of organizational effectiveness since both are priceless, unique and irreplaceable resources. The definitions of human resource can be categorized under two broad strands which are generalist and distinctive.(Machado, 2015)
Based on the generalist perspective, human resources refer to a group of human capital controlled in a straightforward manner through employment by the organization which constitutes a source of competitive advantage (Machado, 2015). Meanwhile, the distinctive approach emphasize on employee skills, knowledge, abilities, attitudes, experience and wisdom.
Training and development falls
under the distinctive approach. It focuses on improving the skills, knowledge and
attitudes of an individual in order to do a particular job more accurately. In
other words it can be called as a structured and planned process which helps to
improve the performance and reduce the accident and wastage of resources Obeidat et al., (2014).
Quote: “Training and development focuses on identifying, assuring and helping develop skills through planned learning and focuses on the key competencies that enable individuals to perform the current or future jobs”. Patricia McLagan
In todays context the term ‘Training and development’ has been replaced by ‘learning and development’ (L&D) for practitioners. observed that: The term training and development retains its popularity among academics but it has never been attractive to practitioners. They tend to dislike it because they see its reference to people as a ‘resource’ to be demeaning. Putting people on par with money, materials and equipment creates the impression of ‘development’ as an unfeeling, manipulative activity, although the two terms are almost indistinguishable Rosemary Harrison (2009: 5).
The learning technology landscape has exploded with myriad new tools, applications, and platforms designed to improve the learner experience. At the same time, organizations are looking to L&D to guide them through their digital transformations, ensuring the workforce has the skills and knowledge required to survive and succeed David Wentworth, (2019).
Apart from that it helps the
employees grow and build their attitudes resulting in the growth of their self
by bringing a positive impact to the job role played Gephart, M A (1995).
Since businesses are changing
rapidly most companies focus on training and development in-order to have a
better output Cartwright R (1988). Training helps to mold the
attitudes of the employees and prepare them to face the future obstacles more
successfully Cartwright R (1988).
For companies to keep
improving and have a better recognition it has to conduct continuous training
and development programs for their employees so they will be motivated and
ready to face any competition more successfully and adopt to changes more
positively Andrew Mayo (1998).
References
:
Andrew Mayo (1998) Creating a Training and Development Strategy
Cartwright R ( 1998) Implementing a Training and Development
Strategy
David Wentworth, (2019) Article on learning and development
Gephart, M A (1995) The road to high
performance: steps to create a high performance workplace, Training and
Development, June, p 29
Harrison, R (2009) Learning and Development,
5th edn, London, CIPD
Lynton, R.P and Pareek, U (2011) Training for development
Machado, C. (2015). International Human Resources Management: Challenges and Changes. Springer, Retrieved March 23, 2015 from Bekele, A. Z., Shigutu, A. D., & Tensay, A. T. (2014). The Effect of Employees’ Perception of Performance Appraisal on Their Work Outcomes. International Journal of Management and Commerce Innovations, 2(1), 136-173.
McLagan, Patricia A. "Models for HRD practice." Training & Development Journal, vol. 43, no. 9, Sept.
1989, pp. 49+. Gale Academic OneFile, link.gale.com/apps/doc/A7695572/AONE?u=anon~9296f963&sid=googleScholar&xid=1caead91.
Accessed 27 Oct. 2022.
Obeidat, B. Y., Masa’deh, R., & Abdallah,
A. B. (2014). The Relationships among Human Resource Management Practices,
Organizational Commitment, and Knowledge Management Processes: A Structural
Equation Modeling Approach. International Journal of Business and Management, 9(3),
9-26. http://dx.doi.org/10.5539/ijbm.v9n3p9
Hi Zameera Thaha, Agreed with the shared points. Apart from that, given the significance of What is the difference between training and development ?
ReplyDeleteAccording to Gerry Johnson and Kevan Scholes (1984), The significance of training and development is Training is ‘context sensitive.’ It is a pre planned method of coaching, mentoring and more formal education and development is basically the results of the effective training. In simple terms training is a very short term process where development is a continuous process.
DeleteGreat beginning Zameera, I would like to add more about employee training. According to Khawaja & Nadeem (2013) Training is the organized way in which organizations provide development and enhance quality of new and existing employees. Training is viewed as a systematic approach of learning and development that improve individual, group and organization
ReplyDeleteYes Chathuri thanks for your input. According to Wood (1996),organizations focus of training people because talent is very scarce, so they want to maximize the output with the limited resources they have.
DeleteGreat start Zameera, Training and development has surfaced as a major educational enterprise over the once three decades, this increase is associated with a demand in the plant for Employee at all situations to enhance performance in their present and future jobs to acquire skills and knowledge to do jobs, and to continue their career progress in a changing world (Somasundaram & Egan, 2004).
ReplyDeleteThanks for your input Zacky. Yes i agree with your comment according to Wood (1996),organizations focus of training people because talent is very scares, so they want to maximize the output with the limited resources they have.
DeleteGood Intro Zameera, would like share some thoughts, employees are the most valuable asset of the organization as they take responsibility for enhanced customer satisfaction and quality of products and services. Without proper training and development opportunities, they would not be able to accomplish their tasks at their full potential (Elnaga & Imran, 2013).
ReplyDeleteThanks for your input Mushadiq, I agree with your comment. That is why learning organizations are increasingly being funded on the basis of the business value they generate as they have identified the importance of training and development.
DeleteHi Zameera, Agreed. Further to adding, Training is a specific activity that imparts new knowledge or abilities, frequently given to freshly hired or promoted staff, both are crucial responsibilities of company human resources professionals, who are normally in charge of organizing and carrying out these initiatives (Maryville University, 2021).
ReplyDeleteYes Ann, Since training and development programs take time and cost money, everyone benefits when they are planned and managed in a way that maximizes the likelihood of success (Robison, 2008)
DeleteHi Zameera, Good topic and agree on your content. Further, 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 effect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. Delivery style is a very important part of Training and Development (Carlos A. Primo Braga, 1995). Employees are very conscious about the delivery style (Michael Armstrong, 2000). If someone is not delivering the training in an impressive style and he is not capturing the attention of the audience it is means he is wasting the time (Mark A. Griffin, 2000). It is very necessary for a trainer to engage its audience during the training session (Phillip seamen, 2005). Delivery style means so much in the Training and Development.
ReplyDeleteThanks for the Input Derrick. Training and development programs are commonly used to promote organizational learning. Such programs seek to increase the knowledge capital. Most training and development programs focus on ensuring that employees have the most up-to-date, explicit knowledge
Deletein their respective areas of specialization. Because explicit knowledge is well known, programs for its dissemination can be easily imitated. Although it is necessary to maintain competitive parity, explicit knowledge usually cannot serve as the basis for a sustainable competitive advantage (Susan J., Angelo D., Michael H, 2003)
Hi Zam,
ReplyDeleteThe key aspect of Training and Development department is to make sure the availability of a skilled and positive workforce to an organization. Training and development is a continuous process as the skills, knowledge and quality of work needs constant improvement. Since businesses are changing rapidly, it is critical that companies focus on training their employees after constantly monitoring them & developing their overall personality (Steven and David, 2012)
Thanks for your input Iyangaraj i agree with your comment. To add on i would say, ‘The biggest challenge will be to maintain [our] competitive advantage and to do that we need to maintain and continue to attract very high caliber people'. The key differentiator on anything any company does is fundamentally the people, and I think that people tend to forget that they are the most important asset of the company. Money is easy to get hold of, good people are not. Thus all we do in terms of training and development is Manpower planning which is directly linked to business improvement’ Gephart, M A (1995)
DeleteAgreed with your article. According to (Debra L.Truitt, 2011)article Any institution of higher learning or business whose goals are to survive and prosper in this present day diverse and regressed economy has found it imperative to invest in ongoing training and development to improve proficiencies in production as .
ReplyDeleteThanks for your input Pushpa. Since talent is very scares organizations focus on training people inorder to maximize their output with the limited resources they have, Wood (1996).
DeleteGreat Introduction Zameera, However, Various companies throughout the world offer training and development programs to their employees in order to improve their skills and talents. Sears Credit launched a major restructuring in the early 1990s and responded with career-development initiatives. This program was designed for employees to align their abilities with shifting professions while also ensuring that the training added value to the growth of their firm. Companies also believe that they are not providing career possibilities to individuals who have the necessary contacts and competencies (O'Herron and Simonsen 1995).
ReplyDeleteThanks for your input Christeena. yes since talent is very scares organizations focus on training people inorder to maximize their output with the limited resources they have, Wood (1996).
DeleteAgreed on the content Zameera. Further, an effective staff training program is built on the employees' operational skills, managerial abilities, and orientation (Mel Kleiman (2000). Compared to new hires for the company, older employees have greater experience, however, if any new technology or work is offered to the staff, then training will be required and employee effectiveness for the company increases as they learn more (Jehanzeb, 2012)
ReplyDeleteHi Romeda, thanks for your input. Yes if the trainer doesn't identify his audience and cater them accordingly its a waste of time to both parties. Since training and development programs take time and cost money, everyone benefits when they are planned and managed in a way that maximizes the likelihood of success (Robison, 2008)
DeleteAgreed on the content Zameera. Further, The growth of the workforce is one of the most crucial organizational processes. It serves as the turning point for how an organization manages its survival. One of the most common ways to increase individual productivity and inform staff of organizational goals is through the training process (Ekaterini, 2009).
ReplyDeleteThanks for your input Manob, I agree with your comment. That is why learning organizations are increasingly being funded on the basis of the business value they generate as they have identified the importance of training and development (Cartwright R 1998).
DeleteAgreed and in another way Training and development are processes that invest in people so that they are prepared to perform well. They are part of an overall human resource management approach that, ideally, results in people being motivated to perform (McDowall & Saunders 2010) (Oluwaseun, 2018)
ReplyDeleteAgreed, thanks for the input Farhan. In Armstrong's Handbook of Management Practice it is defined as the process of ensuring that the organization has the knowledgeable, Skilled and engaged workforce it needed. Further, it is encouraged everyone in the organization are given the opportunity to learn-to develop their knowledge and skill to the maximum of their capacity.(Taylor, M.A -2014)
DeleteA great introduction Zameera In addition the transfer of skills and abilities takes place among the employees, so that they
ReplyDeleteare not only able to render their job performance in an appropriate manner, but also
contribute towards their operative growth and development (Falola, Osibanjo, & Ojo, 2014
Thanks for the Input. Indeed, Puthra, Michael Armstrong Defines learning and development as business led strategies that are established to have positive role in helping to ensure that the business attains it s goals. (Michael A. 2006)
DeleteAgreed with you zameera. According to Armstrong, M (2001). A reasonably common definition of training is "the systematic development of the knowledge, skills, and attitudes necessary for an individual to do a certain activity or job satisfactorily"
ReplyDeleteThank You Dehara for the Input. Further to your comment, Training is mechanism to ensure the employees have the most up to date, explicit knowledge on there respective job specializations. (Susan E. Jackson, Angelo D, Michael H, 2003)
DeleteGreat post Zameera. I would like to add in the following. As training and development trend, workforce cross training is not new. According to Mann (2010), “businesses yo‐yo back and forth with the idea of cross training”. A number of internal and external conditions, such as shifts in job descriptions and business needs, the added competition of a global economy, rapid technological growth and difficult economic times, among others, may trigger the re‐emergence of the cross training development approach.
ReplyDeleteThanks Vidura for bringing in a different aspect. Cross training is an instructional strategy that can be used by the organizations to train team members on each others duties and responsibilities. Cross training is also instrumental in building team communication and coordination. (Michelle A Marks,Shawn B,Stephen J, mark J - 2002)
DeleteGood content Zameera. Furthermore, training & development starts with the Induction program. It is commonly used to help new employees understand their job within the organization (Hendricks & Louw-Potgieter ,2012) . Rozner (2013) states induction training as a planned introduction of new employees to their jobs, co-workers, and culture of the organization It helps in gaining knowledge, confidence, and motivation towards work. Researchers has found that employee performance depends on the knowledge obtained through induction programs & that it encourages employees to work as a team (Mchete & Shayo, 2020).
ReplyDeleteYes Indeed, Layanjalie. Induction Programs can be the starting point of training & Development for any organization. This in other words can be simply put as receiving and Welcoming new employees on the first day. According to (Armstrong M, Stephen, 2014) the aim of Induction Program is to Smooth the preliminary stages, establish a favorable attitude towards the organization, obtain effective output from new comers, reduce employee turnovers.
DeleteGreat article Zameera, Integrating the training function with employee selection, performance management, rewards, and other human resource management practices is a significant challenge for training practitioners.(Aguinis
ReplyDelete2009, Aguinis & Pierce 2008, Cascio & Aguinis
2005).
Thanks for your input Safiya. Lessem (1990) says training is mechanical and development is humanistic as training may be accomplished in a relatively short time frame while development is linked as it is to intellectual growth and takes much longer.
DeleteIntegrating the training function with employee selection, performance management, rewards, and other human resource management practices is a significant challenge for training practitioners (Aguinis
ReplyDelete2009, Aguinis & Pierce 2008, Cascio & Aguinis
2005)..
Thanks for your input Safiya. Lessem (1990) says training is mechanical and development is humanistic as training may be accomplished in a relatively short time frame while development is linked as it is to intellectual growth and takes much longer.
DeleteGood Post zameera, Employee training and development is a vital component of Human Resources planning activities, because it not only maximizes the returns of individuals, but it may also attract better talent to the organization (Bapna, Langer, Mehra, Gopal, & Gupta, 2013)
ReplyDeleteAgree with your comment Shazlin , that is why Armstrong M, Stephen, 2014, explains the importance of induction programs in order to smooth the preliminary stages of the new entrees while establishing a favorable attitude towards the organization, obtain effective output from new comers, reduce employee turnovers.
DeleteGood content. Using employee evaluations on a consistent basis helps employees see their growth, so that they can feel good about making progress over time. It also helps them set new goals, keeping the energy in the office high (Muduli & Trivedi, 2020). Rewarding high-performing employees often motivates these employees to exceed their efforts from what it was during the previous period. It's one thing to have effective employees doing a great job; it's better to cultivate that strength so that it grows into something bigger and that benefits the entire department or company. Watching employees grow shows the potential they have for advancement and leadership (Lievens & Chapman, 2019).
ReplyDeleteThanks for your input Naushad; Tanner (2017) states that understanding and motivating employees is the key to increasing self-worth in the workplace and it also can help employees understand how their work fits into their company’s structure, mission and goals. Employees often become more motivated when they understand how their work matters.
DeleteValuable content Zameera and furthermore,Training and development are regarded as imperative areas in the case of human resource management. In every organization, they are given utmost significance. They are connected to the business objectives and performance, they are an essential part of the organization, they are focused on setting tangible objectives for the employees and they are an integral part of the organization policy. The main focus of these aspects is to improve the knowledge and skills of the employees that is necessary in the achievement of organizational goals as well as personal goals.(Yawson, F. (2009).
ReplyDeleteThanks for your input Nimesha, Buchanan 2004, says an emotional commitment, arises when workers value, enjoy and believe in what they do and has four times the power to affect performance as its more pragmatic counterpart.
Delete