How Training and Development Impact on Employee Engagement.
An organization shall not only recruit the right person for the job. They have to keep them attracted and retain them in the organization. Therefore it is a responsibility of the organization to create such environment. Effective training and development enhance employee’s attitude and capabilities. The employee will positively contribute and engaged more in order to achieve the organization’s objectives while developing the personal knowledge (Leea, Leeb and Wu, 2010).
A research conducted by Manuel (2014) indicates the relationship between training and development and employee engagement is strong. The employees feel valued and how important they are to the organization, when the individual is being trained. As a result the employees engage more with the organization (Manuel, 2014).
It is important to understand about employee engagement. “Engagement happens when people are committed to their work and the organization and are motivated to achieve high levels of performance” (Armstrong, 2011). Engagement is being characterized by the employees who will commit to the organization and ready to go beyond the expectation to deliver an outstanding service behalf the organization. It is more a psychological contract than a physical one (Cook, 2008). According to Armstrong (2011), The importance of employee engagement can be shown as;
· Perform a higher productivity and performance.
· A lower staff turnover.
· Increase of the number of attendance in the staff.
· Improved safety.
Effective training provided by the employer, enhance the employee performance. Employee’s performance will have a direct impact on employee engagement. In a study done by Siddiqui and Sahar (2019) explains, “Training and development is an important factor which should be considered in the process of employees’ engagement. Training improves the service accuracy which influence service performance and engagement of employee s at work place” (Siddiqui and Sahar 2019).
(Jain and Khurana, 2017) explains there are six important areas when focused on enhancing employee engagement with training and development. There are;
· Encouraging innovation by creating an environment of learning and innovation among employees.
· Ensuring continuous improvement through training and development.
· Managing employee engagement as an integral business process.
· Focus on individual training and development plans.
· Creating a culture of holistic thinking about employee development and engagement.
· Intensify on accelerating employee engagement and satisfaction through training and development plans rather than barely on business benefits.
The organization I am working is a leading airline in the country. As it is a safety oriented organization, continues training is conducted in emerging trends. Also as a responsible organization, employee engagement is treated as an essential aspect. Individual learning and group activities are often organized to enhance the engagement of the employee and the organization. The organization identifies each employee’s special talents and offers many training. They are not limited to emotional intelligence training, personality development workshops, foreign language proficiency courses. These trainings elevate the individual’s personal and professional development which makes more encouraged and trust in the organization. Through training, it creates a bond between the organization and employee where the productivity will increase as well.
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 31st 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 01st June 2020].
Cook, S. (2008). The essential guide to employee engagement: Better business performance through staff satisfaction. London, Koganpage. [Online]. Available at < https://archive.org/stream/essentialguideto0000cook?ref=ol#mode/2up?ref=ol>. [Accessed on 01st June 2020].
Jain, S. and Khurana, N. (2017). Enhancing Employee engagement through training and development. Asian J.Management.8 (1), pp1-5[Online]. Available at< https://www.researchgate.net/publication/314511076_Enhancing_employee_engagement_through_training_and_development>. [Accessed on 01st June 2020].
Lee, F.H., Lee, T.Z., and Wu, W.Y. (2010).The relationship between human resource management practices, business strategy and firm performance: evidence from steel industry in Taiwan. The international journal of human resource management, 21(9), pp.1351-54[Online]. Available at<https://www.researchgate.net/publication/254300718_The_relationship_between_human_resource_management_practices_business_strategy_and_firm_performance_Evidence_from_steel_industry_in_Taiwan>. [Accessed on 31st May 2020].
Manuel, F.D., (2014). The effect of training & development and employee engagement on perceived business performance. [Online]. MBA Thesis. University of Pretoria. Available at <https://repository.up.ac.za/bitstream/handle/2263/44214/Manuel_Effet_2014.pdf;jsessionid=F0786EF6840BB66139AB65EAB31F78E2?sequence=1>. [Accessed on 31st May 2020].
Siddiqui, D.A. and Sahar, N.U. (2019). The impact of training & development and communication on employee engagement- A study of banking sector. Business management and strategy, 10(1), pp.23-36 [Online]. Available at < https://www.researchgate.net/publication/332526740_The_Impact_of_Training_Development_and_Communication_on_Employee_Engagement_-_A_Study_of_Banking_Sector>. [Accessed on 01st June 2020].
Agree on your views Shihan. Tahir et al., (2014) suggested that, employee training and development is a systemic process of capacity building of human capital in any organization to improve staff performance in order to achieve organizational objectives. Organization use training and development as a tool of employee stimulation to improve work engagement expecting enhanced results (Sendawula, 2018).
ReplyDeleteAgreed with you Shihan. A research Huang and Su (2016) concluded, Training and development of employee work as a platform for providing a sense of success and progress in employees and also work as a powerful tool to shape the attitude and motivation of employees towards work hence improving employee engagement level in process.
ReplyDeleteAgreed with your view, in current labor market, employees are not only focusing the wages whereas they expect more training and development to gain knowledge and skills which help both employees and employer hence training and development is fundamental factor of an organizations and also helps to increase employee engagement (Jain and Khurana, 2017).
ReplyDeleteEngagement at work was first conceptualised by Kahn (1990) as the “harnessing of organizational members’ selves to their work roles”. He stress that in an engagement “people employ and express themselves physically, cognitively, and emotionally during role performances”.Employee engagement is defined in general as the level of commitment and involvement an employee has towards their organisation and its values. When an employee is engaged, he is aware of his responsibility in the business goals and motivates his colleagues alongside, for the success of the organisational goals (Anitha, 2013).
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ReplyDeleteHighlighted points are interesting Shihan. By the way, carrying out a training and development program to employee creates a sense of community and opportunities for employees to be stimulated, hold each other with responsible and also willing to take risks to increase their contribution and satisfaction (Siddiqui & Sahar, 2019).
ReplyDeleteAgreed with your views. One of research proposed that the facility of training and development program is likely taken consent by employee that their organizations need to enter a social exchange with them. This social exchange agreement produces a durable psychological bond between employee and organization (Garrow 2004).
ReplyDeleteAgree with your view. To make or maintain their companies’ profitability, leaders of companies must work hard to engage employees (Kortmann et al., 2014). However, leaders may sometimes struggle to adapt their organization in response to change if they limit their focus to existing products and processes (Hill & Birkinshaw, 2012). Understanding how to manage the balance between employee relations, adopting innovation, and maximizing short-term profits is critical to business leaders ensuring a viable future for their corporations (Hill & Birkinshaw, 2012).
ReplyDeleteAgree with you. apart form that Training and development is another way in which organizations invest in maintaining the cultural processes within an organization. It provides a common set of reference points (norms) to which people can relate their own work and priorities, and a common language with which to communicate with other parts of the organization (Johnson, Scholes & Whittington 2005).
ReplyDeleteInteresting Shihan. Employee’s engagement directly combined with their skills and competencies. Hence The Organization must get equipped their employees with proper knowledge and working skills to achieve those needs and desires. The Training and development plan has the power of increasing employee productivity and as well as organization profits (Walters & Rodriguez, 2017).
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