Training and Development in an Organization - introduction
Training and development is a vital and a very
responsible division in organizations, attached to human resources department.
Training and development helps and assists new employees as well as existing
employees in an organization to gain new skills and knowledge in order to
execute tasks or duties assign to them. Training is defined as, “the systematic
acquisition of skills, rules, concepts, or attitudes that result in improved
performance in another environment” (Goldstein, 1986).
The initial stage of methodical learning of a
human is the school environment. The typical system is designed to teach or
train children to read, write and acquire knowledge. Simultaneously as the
system becomes more advance, gradually the students are aligned to do “on-the
job training” while they are engaged in studies. These are effective training
methods systematically designed to be more productive and efficient in the
actual working environment (Goldstein, 1986).
Armstrong (2011) describes the key elements of
training and development as follows,
·
Learning – is the process by which a person acquires and develops
new knowledge, skills, capabilities, behavior and attitudes.
·
Training – is the planned and systematic modification of behavior
through learning events, programs and instructions that enables individuals to
achieve the level of knowledge, skills and competence needed to carry out their
work effectively.
·
Development – is the growth or realization of a person’s ability
and potential through the provision of learning and educational experience.
Organization learning strategy can be describe
as; “the capacity or process within an organization to maintain or improve
performance, based on experience” (DiBella and Nevis, 1998). In order to maintain the learning and
development strategy, a learning culture is necessary to be formed in the
organization. (Reynolds, 2004 cited in Armstrong 2011) describes the steps in
order to create the learning culture such as;
·
Develop and share the vision- belief in a desired and emerging
future
·
Empower employees- provide ‘supported autonomy’; freedom for
employees to manage their work within certain boundaries but with support
available as required
·
Provide employees with a supportive learning environment where
learning capabilities can be discovered and applied
·
Use coaching techniques to draw out the talents of others by
encouraging employees to identify options and seek their own solutions to
problem.
·
Guide employees through their work challenges and provide them
with time, resources and crucially, feedback.
·
Recognize the importance of managers acting as role models.
·
Encourage networks- communities of practice.
·
Align systems to vision-get rid of bureaucratic systems that
produce problems rather than facilitate work.
Advanced technology and globalization is a vital
factor for organizations in every category of business. Businesses will have to
compete in a smart manner in order to sustain in the present market. Therefore
the workforce should be able to contribute in every aspect to generate revenue.
To execute and achieve the common goals, employer constantly train and develop
its employees to be current with the present competition. The employers develop
organizational learning strategies constantly. The importance and benefits of
training and development for organizations will be discussed in following
posts.
References
Armstrong, M. (2011).Armstrong’s handbook of strategic human resource management.05th
ed.New Delhi, Koganpage [Online]. Available at < https://archive.org/stream/armstrongshandbo0000arms#mode/2up>. [Accessed on 09th
May 2020].
DiBella, A.J and Nevis, E.C. (1998).How organizations learn, and integrated
strategy for building learning capabilities. San Francisco, Jossey-Bass
[Online].Available at <https://archive.org/stream/howorganizations00dibe#mode/2up>. [Accessed on 10th May 2020].
Goldstein, IL. (1986).Training in organizations. Needs assessment, development, and evaluation.2nd
ed.California, Brooks/Cole [Online].Available at <https://archive.org/stream/traininginorgani0000gold_c4f6#mode/2up >. [Accessed on 09th
May 2020].
Goldstein, IL. (1986).Training in organizations. Needs assessment, development, and evaluation.2nd
ed.California, Brooks/Cole [Online].Available at <https://archive.org/stream/traininginorgani0000gold_c4f6#mode/2up >. [Accessed on 09th
May 2020].
Armstrong, M. (2011).Armstrong’s handbook of strategic human resource management.05th
ed.New Delhi, Koganpage [Online]. Available at < https://archive.org/stream/armstrongshandbo0000arms#mode/2up>. [Accessed on 09th
May 2020].
Agree to your views. Training & development refer to educational activities within a company created to enhance the knowledge & skills of employees while providing information & instruction on how to better perform specific tasks. From training & development, company can achieve more benefits as they can improve employee performance, address employees' weaknesses, increase innovation in new strategies and reduce employee turnover as well (Thompson, 2019).
ReplyDeleteGreat introduction to the topic. According to the CIPD (2015) Alignment is lower in organizations where learning and development is part of generalist HR activities. It is higher where all learning activities are separate from the HR function with different reporting lines to the executive-level managers.
ReplyDeleteYes Shihan, according to the four methods of how an organization can uplift the company employees which discussed by Armstrong & Taylor (2014), learning is a process which uses experience to modify and develop knowledge and skills, create the correct attitude towards achieving the common goal and have a behavioral development, whereas development is making aware of the employee’s ability and competence through learning.
ReplyDeleteAccording to Armstrong (2010) learning and development is the process of acquiring and developing knowledge, skills capabilities, behaviors and attitudes through experience, events and programmers provided by the organization, guidance and coaching provided by line managers and others, and self-directed or self-managed learning activities. It is concerned with ensuring that the organization has the knowledgeable, skilled and engaged workforce it needs.
ReplyDelete