Training
is a systematic process of development of the competencies required by an
individual to perform job effectively (Armstrong, 2001). Training is a
continuous process in order to improve the competencies of the employees to
perform the given job effectively. Training helps in updating old talents and
developing new ones (Aswathappa, 2000). Training helps to reconcile the gap
between actual performance and expected
performance (Supangco, 2011). Training is key factor to change some positive
events which eventually help to increase productivity and improvement of performance (Kay, 2007).
IMPORTANCE
OF TRAINING AND DEVELOPMENT
Global
is facing dramatic challenge to attract and retain talents. Due to the
globalization and fast-growing technology (Allen, 2010). also increased
competition (Qayyum, et.al, 2012; Kumpikaite & Sakalas, 2011). Employer
should be provided the continuous learning environment to drive the employees
towards the organizational Mission, Vision and values (Spender, 2001).
Employees must increase diverse skills and knowledge in terms of personal and
professional traits’. performance is the ultimate goal of any business’s
efforts that leads towards the achievement of market leadership and capturing
of unbeatable talent. These two are crucial for the organizations and are part
of the organizational strategic mission (Mwita, 2000: Abbas & Yaqoob,
2009). People are the life blood of every organization and it is the foremost
resource of the organization. therefore, organizations invest enormous amount
on the people development because the performance of human resource will
eventually increase the performance of the organization.
TRAINING
METHODS
There
are several training and development methods available. It is important to
conduct a training needs analysis to identify the training needs and to select
the appropriate training method. Beardwell & Holden (2013) pinpoint that a
careful use of training methods can be very cost-effective investment in the
sense of using appropriate methods. Broadly, training programs are classified
into: on-the-job training and off-the-job
training. On-the-job training has been
used to develop employees and typically includes verbal and written
instructions, demonstrations and observations and hands on practice imitation.
(Ruthwell et al.,2005). Off-the-job training methods are organized outside the
job environment. this enables the trainees to study theoretical information or
be exposed to new and innovative ideas. Different organizations use different
training and development techniques according to the needs of their employees
and the objectives of the organization. It then depends on the organization’s
philosophy that whether to outsource training or develop its own trainers and
training initiatives (Dessler,2005; Dessler & Varkkey ,2010).
EFFECTIVE
TRAINING DESIGNING
It
is paramount important for the organizations to design the training very
carefully and should be executed effectively (Armstrong, 2000). Training
designing should be aligned with the employee needs (Ginsberg, 1997).
organizations which develop an effective training design according to the need
of the trainees as well as to the organization always produce best results
(Partlow, 1996; Tihanyi et al., 2000; Boudreau et al., 2001). It shows that
effective training design plays a vital role in the employee as well as
organizational performance. a bad training design is a loss of time and money
(Tsaur and Lin, 2004). Different writers have written varies approaches for
training and development of employees. The number of steps differs but the
principle remains the same.
Systematic
training process for effective training and development
Figure:1
Source: Armstrong (2009)
Training
should be systematic in that it is specifically designed, planned and
implemented to meet defined needs. The above stated training and development
process is being implemented in ATL PLC as given below.
1. Identify
training needs
Sales
representatives training needs are identified through Sales Performance Gap
Analysis: ATL training and development department does sales performance gap
analysis by comparing the current and desired performance of sales
representatives. The difference between the desired performance and the actual
performance is known as a performance gap. based on the analysis results the
programs being designed.
2. Plan
Training Program
In
this phase, the focus is on learning objectives, content, subject matter
analysis, exercise, lesson planning, assessment instruments used and media
selection.
ATL
Training department provides comprehensive practical three days professional
selling skills classroom training program to enhance knowledge, skills and
attitude of the sales representatives to excel in designing solutions.
- Techniques Used: Lecture, Demonstration, Small Group Activity, Case Study and Role Play. ATL Training department uses the above-mentioned techniques to deliver the effective training program.
- Facilities: Fully equipped air-conditioned training rooms with library, white-boards, projectors, Lighting is in accordance with normal lighting required in training rooms. ATL has provided adequate training facilities where sales representatives can learn and practice on similar tools and equipment that they’ll use at their jobs.
- Location: ATL Training Centers in each region
- Trainers: Internal trainers and external trainers.
3. Implement
Training: ATL Training department is responsible for the
delivery of training using both the internal and external trainers depends on
the content. in this phase trainers and participants actively contribute to the
effective execution of the training program.
4. Evaluate
Training: Observation, Questionnaires, Focus Groups Activities,
Case studies and Role Plays have been given to evaluate the effectiveness of
the training program. Throughout the evaluation phase the ATL training department
determine whether the desired objectives are met or should be improved.
LIMITATION
OF EXECUTING EFFECTIVE TRAINING
Fast
growing technology affect all types of traditional training methods. Frequent
changes in technology and job design of the workforce and the morale of the
employees; moreover, there are multiple generations of workers day in day out
work together to achieve organizational goals and objectives. Each generation
has unique characteristics; therefore, training should be delivered according
to the audience type in order to achieve the objectives (Tyler, 2007). Absence
of managerial support could restrain the impact of creative training (Birdi,
2005). Poor training atmosphere affects training effectiveness. Effective
training depends on the way training has been executed by the trainer and its
content (Driskell 2011). Ultimate goals of several employee training and
development programs are to deliver the mission of the organization and assist
employees to learn the culture of the organization (Gerbman 2000).
BENEFITS
OF EXECUTING EFFECTIVE TRAINING
There
are so many benefits associated with training. Cole (2001) summarizes these
benefits as below:
- High morale – employees who receive training have increased confidence and motivations
- Lower cost of production – trained personnel are able to make better and economic use of material and equipment thereby reducing and avoiding waste
- Lower turnover – training brings a sense of security at the workplace which in turn reduces labor turnover and absenteeism is avoided
- Change management – training helps to manage change by increasing the understanding and involvement of employees in the change process and also provides the skills and abilities needed to adjust to new situations
- Provide recognition, enhanced responsibility and the possibility of increased pay and promotion
CONCLUSION
& RECOMMENDATION
Excellence
employee training and development programs increase the quality of the employee
performance; this statement agrees with Bandura’s social learning theory. The
significance Bandura’s social learning theory, on the impact that quality
employee training and development has on service delivery, is highlighted by
Cropazano and Mitchell (2005), as quoted in Nel et al (2008), who contend that
when organizations train and develop their employees they invest in their
employees and, in return, employees tend to reciprocate in positive ways.
Employees
required on the jobs and off the jobs training to perform their duties
effectively (Aswathappa, 2000). Effective training program lead to effective
performance of the trainees and it will ultimately enhance the organization
performance. competent trainers designing and executing employee training and
development programs in order to contribute to enhance performance. This is
noted in the findings of Naris and Ukpere (2009) that highlight that effective
staff development and training programs will improve staff performance. The
relationship between the quality of employee training and development programs,
and service delivery, is supported by Heeter’s (2006) findings, which suggest
that as we push forward into the 21st century, organizations are realizing the
very real value of having high quality and focused training available to their
employees. It has been evidenced that training the workforce is inevitable for
all the organizations keeping aside their size, scope, and geographical
boundaries (Imran and Tanveer, 2015).
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