This document discusses employee training and development in Ghanaian universities. It begins by defining training and development, noting that training focuses on acquiring specific skills for a job, while development focuses on future career growth. The document then outlines some benefits of training and development, including improved employee performance, productivity and efficiency, higher staff retention which reduces costs, and internal promotion opportunities. It concludes by recommending that Ghanaian university management make training and development continuous to maintain and improve employee skills and motivate professional growth.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
The impact of employee training and development on employeemissnurin
This document discusses the impact of employee training and development on employee productivity. It first defines training and development, noting that training is meant to systematically improve skills while development allows employees to acquire new skills and knowledge. The document then reviews literature showing that training and development can positively impact employee productivity, commitment, and retention. When done effectively, training and development programs can boost both individual employee performance as well as overall organizational productivity and competitiveness.
Training and development play a critical role in improving employee performance and motivation. The document discusses several key aspects of effective training programs, including:
1. Training helps employees gain the necessary knowledge and skills to meet changing job demands and technological innovations. It allows organizations to develop their workforce as a valuable asset or "human capital".
2. Studies show training positively impacts business results when implemented as part of a combined human resources strategy. However, few studies isolate the specific effects of training programs.
3. Effective training considers both technical/task-related skills as well as soft skills development. Trainers must understand trainees' backgrounds and organizational culture to facilitate knowledge transfer back to the workplace.
Human recourse development and performance appraisal in melsta regal finance ltdDanushka Abeyratne
Managing human resources in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Our research project deals with “Human Resources development and Performance Appraisal as carried out at Melsta Regal Finance Ltd”. In this report, we have studied & evaluated the human recourse development and performance appraisal process as it is carried out in the company.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
This study examines the relationship between training and development programs and employee performance at a highway construction company in Klang Valley, Malaysia. The study aims to identify common training programs, investigate their impact on employee performance, determine if involvement in training relates to performance, and suggest best practices. It argues that training is important for adapting to changes, competing, innovating, and achieving goals. However, limited research exists on training's effects in developing countries. The study seeks to address this gap and add to the understanding of human resource development issues.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
This document summarizes a study on talent management practices in major South African hotel groups. The study found that while the hotel groups applied many talent management principles, some problems remained. Talent management is important for the hospitality industry as it is people-focused. The success of organizations depends on employee commitment and contribution. Effective talent management involves sourcing, selecting, onboarding, retaining, developing, deploying, and renewing employees. It requires formal processes and strong leadership to translate into value-based behavior.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
The impact of employee training and development on employeemissnurin
This document discusses the impact of employee training and development on employee productivity. It first defines training and development, noting that training is meant to systematically improve skills while development allows employees to acquire new skills and knowledge. The document then reviews literature showing that training and development can positively impact employee productivity, commitment, and retention. When done effectively, training and development programs can boost both individual employee performance as well as overall organizational productivity and competitiveness.
Training and development play a critical role in improving employee performance and motivation. The document discusses several key aspects of effective training programs, including:
1. Training helps employees gain the necessary knowledge and skills to meet changing job demands and technological innovations. It allows organizations to develop their workforce as a valuable asset or "human capital".
2. Studies show training positively impacts business results when implemented as part of a combined human resources strategy. However, few studies isolate the specific effects of training programs.
3. Effective training considers both technical/task-related skills as well as soft skills development. Trainers must understand trainees' backgrounds and organizational culture to facilitate knowledge transfer back to the workplace.
Human recourse development and performance appraisal in melsta regal finance ltdDanushka Abeyratne
Managing human resources in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Our research project deals with “Human Resources development and Performance Appraisal as carried out at Melsta Regal Finance Ltd”. In this report, we have studied & evaluated the human recourse development and performance appraisal process as it is carried out in the company.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
This study examines the relationship between training and development programs and employee performance at a highway construction company in Klang Valley, Malaysia. The study aims to identify common training programs, investigate their impact on employee performance, determine if involvement in training relates to performance, and suggest best practices. It argues that training is important for adapting to changes, competing, innovating, and achieving goals. However, limited research exists on training's effects in developing countries. The study seeks to address this gap and add to the understanding of human resource development issues.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
This document summarizes a study on talent management practices in major South African hotel groups. The study found that while the hotel groups applied many talent management principles, some problems remained. Talent management is important for the hospitality industry as it is people-focused. The success of organizations depends on employee commitment and contribution. Effective talent management involves sourcing, selecting, onboarding, retaining, developing, deploying, and renewing employees. It requires formal processes and strong leadership to translate into value-based behavior.
The document discusses the importance and objectives of training and development programs in organizations. It states that training ensures structured learning and behavioral changes to improve organizational efficiency and effectiveness. As technologies and markets change rapidly, companies must invest more in training employees to develop new skills. The objectives of training are to enhance employee skills, adapt to changes, and improve performance. Training is necessary to update knowledge, encourage growth, and maximize resource utilization for organizations and individuals.
Training and development programs aimed at improving employee performance can bridge the gap between current and desired performance. Training methods like coaching, mentoring, and peer participation enable employees to actively participate and improve both individual and organizational performance.
Previous studies show a strong positive relationship between training and development programs and employee performance. Training improves employee knowledge, skills, and abilities, leading to better job performance and overall organizational performance. A 2011 study found a positive correlation between training and employee performance.
Proper training is necessary to develop employees and improve performance through increased motivation, job satisfaction, and organizational commitment. Training should be planned to increase commitment and support career development. Human resource practices like training opportunities positively impact employee performance.
This document summarizes a research paper that examines training and development practices in public and private banks in Kenya and India. The paper aims to analyze problems in training and development and suggest improvements. It reviews literature on training and development and establishes the need for the study. The objectives are to examine the role of training in empowering employees, compare policies for human resource development, study training methods, and understand employee attitudes toward training. Hypotheses are that employee characteristics are unrelated to training empowerment and sectors differ in human resource policies. The research design is an exploratory survey comparing managers and employees in both countries' banking industries. Data collection methods include questionnaires, interviews, and documents. Statistical analysis includes measures of central tendency, t-tests
This document discusses the Kirkpatrick model for evaluating the effectiveness of training and development programs. It describes the four levels of the Kirkpatrick model: reaction, learning, behavior, and results. At each level, different methods are used to measure the impact of training. The reaction level measures participant satisfaction. The learning level assesses knowledge gained through pre- and post-tests. Behavior is evaluated by observing changes in on-the-job performance after training. Finally, results determine if training impacted overall business goals. The document also reviews other models and emphasizes the importance of evaluating all levels to improve training design and ensure a return on investment.
1. Human resource development (HRD) plays an important role in improving individual and organizational effectiveness through training, learning, career development, and organizational development.
2. HRD practices in the Malaysian manufacturing sector are still developing, with many companies focusing primarily on training and lacking dedicated HRD sections.
3. Due to the global economic downturn, electronics companies and training groups in the US have cut training budgets, staffing, and hours while shifting programs toward mandatory, job-specific skills training and greater use of e-learning and social networking tools.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Employee’s training and development for optimum productivityAlexander Decker
This document discusses a study on the contributions of the Industrial Training Fund (ITF) in Nigeria to employee training and development. The study found that since its inception, ITF has contributed significantly to workforce development in Nigeria through various programs, including direct training for public and private sector employees, reimbursement and grant schemes, student industrial work experience programs, and research and consultancy services. The document recommends that more funding be provided to ITF to expand its programs and that special training be organized through ITF to develop skills and raise entrepreneurs among the unemployed.
- The document discusses a study on the impact of training on worker motivation and job involvement in banks in Pakistan. It analyzes data collected through questionnaires from bank employees in Multan.
- Statistical analysis found a positive relationship between training and both motivation and job involvement. Training explained 28.4% of the variation in motivation and 6.7% of the variation in job involvement.
- The study concludes that training programs help inspire workers and improve their ability to achieve goals in the banking sector. Regular training is important for both employees and organizational performance.
Self Efficacy and Achievement Motivation as Correlates of Job Performance amo...ijtsrd
Arik Air as an airline organisation, knows that the quality of sound service and service delivery are almost entirely dependent on the quality of the staff. However, in the last four years, to cope with the challenges of government policies that negatively impact overseas training, Arik Air management adopted the strategy of inviting acquitted foreign professional resource persons and trainers from ICAO and others such bodies as well as reach cooperation arrangements with reputable foreign training institutions to come to Nigeria and conduct training sessions for the organisation’s staff. However, not all employees have undergone there various training programme so far. Based on this, the study investigated the role of self efficacy and achievement motivation in job performance among employees of Arik Air.Cross sectional survey research design was adopted and data was gathered using standardized scales of measurements. Frequency distribution revealed that more of the respondents 127 50.4 were males, while the other 125 49.6 were females.Findings revealed that there exists significant and positive relationship between job performance and self efficacy r = .48 P .01 . Also, there exists significant and positive relationship between job performance and achievement motivation r = .30 P .01 . When combined, self efficacy and achievement motivation contributed about 40 variance in job performance F 2, 249 = 56.092 P .01 . only self efficacy ß = .25 t = 4.239 P .01 had independent influence on job performance among employees in Arik Air.From the findings, it was recommended that management of Arik Air endeavour to send their employees on training which will boost the employees efficacy and subsequent increase in job performance. Also, it was was therefore recommended that employees should be pushed to develop self drive in carrying out daily activities and subsequent increase in job performance. Ojo Adeshina A | Adeleke Tajudeen Debowale | Bambi Titilayo Adebisi | Mosope Akinkunmi Agbebi "Self-Efficacy and Achievement Motivation as Correlates of Job Performance among Employees of Arik Air" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd31895.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/31895/selfefficacy-and-achievement-motivation-as-correlates-of-job-performance-among-employees-of-arik-air/ojo-adeshina-a
A project report on training and developmentProjects Kart
This document discusses training and development in organizations. It begins by defining training and development as processes for imparting skills, knowledge, and abilities to employees. It distinguishes between training, education, and development. Training refers to specific skills, education is theoretical classroom learning, and development provides general knowledge and attitudes to help employees grow into higher positions. The document outlines the objectives of training as developing competencies, helping employees grow within the organization, and reducing learning times for new roles. It discusses various inputs that should be included in training, such as skills, education, development, ethics, and decision-making skills. Finally, it outlines the benefits of training and development for both organizations and individuals.
A Study on Training and Development at Bharathi AssociatesProjects Kart
Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth. Training refers to the teaching/learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job.
Effect of On-The-Job Training on Employee Performance in Kenya: Case of Mumia...paperpublications3
This document summarizes a study on the effect of on-the-job training on employee performance at Mumias Sugar Company in Kenya. It provides background on the importance of training employees and discusses previous research showing a relationship between training and improved performance. The objectives of the current study were to examine how on-the-job training affects employee performance, task requirements, and job satisfaction at Mumias Sugar Company. A descriptive research design was used involving questionnaires distributed to employees. The findings suggested that on-the-job training enhances employee capabilities and improves performance.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
This report discusses the importance of training and development in the workplace. It outlines how training helps tackle employee shortcomings, improves performance, increases employee satisfaction, and creates a learning culture. The report also examines best practices for global training, such as intercultural competence training. It notes that automation is changing the future of training and that skills will need to be frequently updated. The report recommends approaches for training in the future, like virtual reality simulations, micro-learning, mobile learning apps, learning management systems, and adaptive learning programs.
The document discusses the future possibilities of human resource development (HRD) in Malaysia's electronics sector. It summarizes the current state of HRD in Malaysian manufacturing firms, trends in US training budgets and programs due to economic downturn, and future possibilities for HRD including training delivery methods, organization development, and career development. It advocates expanding HRD departments' roles, developing learning cultures, and the Malaysian government supporting HRD through organizations like PSMB.
Training and development in retail marketSean Dindar
An important part of human resource practices is Training and development of employees. Growing competition in market and globalisation make large and medium companies invest heavily in this this field to obtain future benefits. In this essay I try to discuss different attitudes of employees which ensure reduced turnover rate among them.
This document summarizes a research paper on the impact of training and development on organizational performance. The paper reviews literature on how training and development, on-the-job training, training design, and delivery style can positively impact organizational performance. The study uses secondary data from a comprehensive literature review to develop hypotheses about the relationship between these independent variables and overall organizational performance. The literature review found that training and development, on-the-job training, training design, and delivery style all significantly affect organizational performance by increasing employee performance and effectiveness.
This document lists and describes 9 artworks created by Konstantinos Papamichalopoulos between 2006 and 2012. The artworks use techniques like drypoint, egg tempera, ink and gold leaf on panels or paper. They range in size from 13.5 x 23 cm to 150 x 100 cm and include titles like "Fish at Sea," "Istanbul," and "Saint Augustine."
The document proposes a partnership between SaaSPlex, a global VAS supplier, and a service provider to address the VAS and SaaS market opportunity for SMB customers. SaaSPlex would provide a service delivery platform and marketplace to allow the service provider to offer third-party VAS using a simple interface integrated with their systems. The SaaSPlex platform enables unified service delivery, administration and support, and reduces time to market for new services.
The document discusses the importance and objectives of training and development programs in organizations. It states that training ensures structured learning and behavioral changes to improve organizational efficiency and effectiveness. As technologies and markets change rapidly, companies must invest more in training employees to develop new skills. The objectives of training are to enhance employee skills, adapt to changes, and improve performance. Training is necessary to update knowledge, encourage growth, and maximize resource utilization for organizations and individuals.
Training and development programs aimed at improving employee performance can bridge the gap between current and desired performance. Training methods like coaching, mentoring, and peer participation enable employees to actively participate and improve both individual and organizational performance.
Previous studies show a strong positive relationship between training and development programs and employee performance. Training improves employee knowledge, skills, and abilities, leading to better job performance and overall organizational performance. A 2011 study found a positive correlation between training and employee performance.
Proper training is necessary to develop employees and improve performance through increased motivation, job satisfaction, and organizational commitment. Training should be planned to increase commitment and support career development. Human resource practices like training opportunities positively impact employee performance.
This document summarizes a research paper that examines training and development practices in public and private banks in Kenya and India. The paper aims to analyze problems in training and development and suggest improvements. It reviews literature on training and development and establishes the need for the study. The objectives are to examine the role of training in empowering employees, compare policies for human resource development, study training methods, and understand employee attitudes toward training. Hypotheses are that employee characteristics are unrelated to training empowerment and sectors differ in human resource policies. The research design is an exploratory survey comparing managers and employees in both countries' banking industries. Data collection methods include questionnaires, interviews, and documents. Statistical analysis includes measures of central tendency, t-tests
This document discusses the Kirkpatrick model for evaluating the effectiveness of training and development programs. It describes the four levels of the Kirkpatrick model: reaction, learning, behavior, and results. At each level, different methods are used to measure the impact of training. The reaction level measures participant satisfaction. The learning level assesses knowledge gained through pre- and post-tests. Behavior is evaluated by observing changes in on-the-job performance after training. Finally, results determine if training impacted overall business goals. The document also reviews other models and emphasizes the importance of evaluating all levels to improve training design and ensure a return on investment.
1. Human resource development (HRD) plays an important role in improving individual and organizational effectiveness through training, learning, career development, and organizational development.
2. HRD practices in the Malaysian manufacturing sector are still developing, with many companies focusing primarily on training and lacking dedicated HRD sections.
3. Due to the global economic downturn, electronics companies and training groups in the US have cut training budgets, staffing, and hours while shifting programs toward mandatory, job-specific skills training and greater use of e-learning and social networking tools.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Employee’s training and development for optimum productivityAlexander Decker
This document discusses a study on the contributions of the Industrial Training Fund (ITF) in Nigeria to employee training and development. The study found that since its inception, ITF has contributed significantly to workforce development in Nigeria through various programs, including direct training for public and private sector employees, reimbursement and grant schemes, student industrial work experience programs, and research and consultancy services. The document recommends that more funding be provided to ITF to expand its programs and that special training be organized through ITF to develop skills and raise entrepreneurs among the unemployed.
- The document discusses a study on the impact of training on worker motivation and job involvement in banks in Pakistan. It analyzes data collected through questionnaires from bank employees in Multan.
- Statistical analysis found a positive relationship between training and both motivation and job involvement. Training explained 28.4% of the variation in motivation and 6.7% of the variation in job involvement.
- The study concludes that training programs help inspire workers and improve their ability to achieve goals in the banking sector. Regular training is important for both employees and organizational performance.
Self Efficacy and Achievement Motivation as Correlates of Job Performance amo...ijtsrd
Arik Air as an airline organisation, knows that the quality of sound service and service delivery are almost entirely dependent on the quality of the staff. However, in the last four years, to cope with the challenges of government policies that negatively impact overseas training, Arik Air management adopted the strategy of inviting acquitted foreign professional resource persons and trainers from ICAO and others such bodies as well as reach cooperation arrangements with reputable foreign training institutions to come to Nigeria and conduct training sessions for the organisation’s staff. However, not all employees have undergone there various training programme so far. Based on this, the study investigated the role of self efficacy and achievement motivation in job performance among employees of Arik Air.Cross sectional survey research design was adopted and data was gathered using standardized scales of measurements. Frequency distribution revealed that more of the respondents 127 50.4 were males, while the other 125 49.6 were females.Findings revealed that there exists significant and positive relationship between job performance and self efficacy r = .48 P .01 . Also, there exists significant and positive relationship between job performance and achievement motivation r = .30 P .01 . When combined, self efficacy and achievement motivation contributed about 40 variance in job performance F 2, 249 = 56.092 P .01 . only self efficacy ß = .25 t = 4.239 P .01 had independent influence on job performance among employees in Arik Air.From the findings, it was recommended that management of Arik Air endeavour to send their employees on training which will boost the employees efficacy and subsequent increase in job performance. Also, it was was therefore recommended that employees should be pushed to develop self drive in carrying out daily activities and subsequent increase in job performance. Ojo Adeshina A | Adeleke Tajudeen Debowale | Bambi Titilayo Adebisi | Mosope Akinkunmi Agbebi "Self-Efficacy and Achievement Motivation as Correlates of Job Performance among Employees of Arik Air" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd31895.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/31895/selfefficacy-and-achievement-motivation-as-correlates-of-job-performance-among-employees-of-arik-air/ojo-adeshina-a
A project report on training and developmentProjects Kart
This document discusses training and development in organizations. It begins by defining training and development as processes for imparting skills, knowledge, and abilities to employees. It distinguishes between training, education, and development. Training refers to specific skills, education is theoretical classroom learning, and development provides general knowledge and attitudes to help employees grow into higher positions. The document outlines the objectives of training as developing competencies, helping employees grow within the organization, and reducing learning times for new roles. It discusses various inputs that should be included in training, such as skills, education, development, ethics, and decision-making skills. Finally, it outlines the benefits of training and development for both organizations and individuals.
A Study on Training and Development at Bharathi AssociatesProjects Kart
Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth. Training refers to the teaching/learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job.
Effect of On-The-Job Training on Employee Performance in Kenya: Case of Mumia...paperpublications3
This document summarizes a study on the effect of on-the-job training on employee performance at Mumias Sugar Company in Kenya. It provides background on the importance of training employees and discusses previous research showing a relationship between training and improved performance. The objectives of the current study were to examine how on-the-job training affects employee performance, task requirements, and job satisfaction at Mumias Sugar Company. A descriptive research design was used involving questionnaires distributed to employees. The findings suggested that on-the-job training enhances employee capabilities and improves performance.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
This report discusses the importance of training and development in the workplace. It outlines how training helps tackle employee shortcomings, improves performance, increases employee satisfaction, and creates a learning culture. The report also examines best practices for global training, such as intercultural competence training. It notes that automation is changing the future of training and that skills will need to be frequently updated. The report recommends approaches for training in the future, like virtual reality simulations, micro-learning, mobile learning apps, learning management systems, and adaptive learning programs.
The document discusses the future possibilities of human resource development (HRD) in Malaysia's electronics sector. It summarizes the current state of HRD in Malaysian manufacturing firms, trends in US training budgets and programs due to economic downturn, and future possibilities for HRD including training delivery methods, organization development, and career development. It advocates expanding HRD departments' roles, developing learning cultures, and the Malaysian government supporting HRD through organizations like PSMB.
Training and development in retail marketSean Dindar
An important part of human resource practices is Training and development of employees. Growing competition in market and globalisation make large and medium companies invest heavily in this this field to obtain future benefits. In this essay I try to discuss different attitudes of employees which ensure reduced turnover rate among them.
This document summarizes a research paper on the impact of training and development on organizational performance. The paper reviews literature on how training and development, on-the-job training, training design, and delivery style can positively impact organizational performance. The study uses secondary data from a comprehensive literature review to develop hypotheses about the relationship between these independent variables and overall organizational performance. The literature review found that training and development, on-the-job training, training design, and delivery style all significantly affect organizational performance by increasing employee performance and effectiveness.
This document lists and describes 9 artworks created by Konstantinos Papamichalopoulos between 2006 and 2012. The artworks use techniques like drypoint, egg tempera, ink and gold leaf on panels or paper. They range in size from 13.5 x 23 cm to 150 x 100 cm and include titles like "Fish at Sea," "Istanbul," and "Saint Augustine."
The document proposes a partnership between SaaSPlex, a global VAS supplier, and a service provider to address the VAS and SaaS market opportunity for SMB customers. SaaSPlex would provide a service delivery platform and marketplace to allow the service provider to offer third-party VAS using a simple interface integrated with their systems. The SaaSPlex platform enables unified service delivery, administration and support, and reduces time to market for new services.
CEM (Customer Experience Management) will be another new revenue generator for the Telco Operator, since the price competition have been coming in to saturated and unprofititable phase.
Booz Allen’s TalentInSight experts have a rich history in serving our clients as an essential partner to innovate around unique challenges, and promote sustainable growth. That’s why we know organizations are not protected by technology alone. A strong cyber workforce is critical to effectively mitigating and responding to the next threat.
This document provides tips for successfully defending a thesis. It outlines steps to take before, during, and after the defense. Key points include:
- Prepare thoroughly by scheduling the defense, distributing your thesis to panelists in advance, and practicing your presentation. Consider possible questions.
- On the day of the defense, dress professionally, be confident but not arrogant in your delivery, and limit your presentation to 45 minutes.
- During the defense, justify your methodology and study decisions, demonstrate full knowledge of the topic, and cite experts to support your views. Record panelist feedback.
- After the defense, thank your panelists, incorporate their feedback into your thesis, and meet deadlines for final submission
How to Defend your Thesis Proposal like a ProfessionalMiriam College
The document provides tips for successfully defending a thesis proposal. It recommends that students plan their presentation as a team, thoroughly prepare the content and delivery, and anticipate questions from the panel. On the day of the defense, it advises dressing professionally, being on time, praying for confidence but not arrogance, engaging the audience, and avoiding verbal tics or defensiveness. It also notes students should record feedback and thank the panelists after the successful defense.
This study investigated training and development strategies on career growth of employees in
commercial banks in Nigeria via survey research design. Specifically, the units of analyses are employees of
four (4) commercial banks in four cities in Delta State. The instrument of data collection was questionnaire
which was administered to one hundred and nine (109) respondents, out of which one hundred and three (103)
were fully retrieved. T
The document discusses the role of training on employee performance and organizational effectiveness. It analyzes data collected through questionnaires from 223 employees of public sector organizations in Ethiopia. The results show that:
1) Training design and delivery styles have an effect on employee performance. However, needs assessments and designing training based on job requirements are lacking.
2) Training design positively impacts overall organizational performance, but emphasis is given to on-the-job rather than off-the-job training.
3) Major challenges to training programs are lack of training materials, budgets, and needs assessments. Improving needs assessments and designing training based on job needs could increase individual and organizational performance.
Impact of Training and Development, training design and on the job training ...inventionjournals
This document summarizes a research study that examined the impact of training and development, training design, and on-the-job training on employee commitment in the banking sector of Pakistan. The study found a positive relationship between the independent variables of training and development, training design, and on-the-job training, and the dependent variable of employee commitment. However, the strength of the relationships was not very high, indicating there are other factors that influence employee commitment beyond these training variables alone. The study was conducted using a questionnaire distributed to employees at two banks in Pakistan.
1. The document discusses the importance of training and development for organizations and employees. It states that training is crucial for developing employee skills and knowledge, improving performance, and gaining a competitive advantage.
2. It also emphasizes that the success of any organization depends on effective use of its human resources. Training is an investment in human capital that yields both immediate and long-term returns through more productive, motivated employees.
3. Measuring the effectiveness of training programs is important to ensure the intended objectives are achieved and improvements can be made. Training must address skills gaps and lead to measurable changes in employee attitudes, skills and performance.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Overview of the Effect of Employee Training on Organizational Perf.docxgerardkortney
Overview of the Effect of Employee Training on Organizational Performance .There has been a general resistance to investment in training in organizations until recently because of the presumption that employees hired under a merit system are qualified and trained for their jobs (Okotoni and Erero, 2005). It was further assumed that if that was not the case then it means that initial selection of personnel was faulty (Stahl, 1956). This assumption no longer holds as the need for training became evident in all sectors (Okotoni and Erero, 2005). Training offers a way of “developing skills, enhancing productivity and quality of work, and building worker loyalty to the firm” (http://www.bls.gov/oco/ocos021.htm).
Training has become the Holy Grail to some organizations, an evidence of how much the management truly cares about its workforce (Hamid, 2011). Hamid (2011) went further to say that the effectiveness with which organizations manage, develop, motivate, involve and engage the willing contribution of those who work in them is a key determinant of how well these organizations perform.
The importance of training has become more obvious given the growing complexity of the work environment, the rapid change in organizations and technological advancement which further necessitates the need for training and development of employees to meet the challenges. Training helps to ensure that organizational members possess the knowledge and skills they need to perform their jobs effectively, take on new responsibilities, and adapt to changing conditions (Jones, George and Hill, 2000). Similarly, training helps improve quality, customer satisfaction, productivity, morale, management succession, business development, profitability and organizational performance.
Usually, before training programmes are organized efforts are made through individuals and organization’s appraisals to identify the training needs (Olaniyan & Ojo, 2008:327). After the training programmes, an evaluation is carried out to ascertain the effectiveness of the programme in line with the need, which had been identified (Olaniyan & Ojo, 2008). The essence of evaluation is to know the extent to which the training has positively affected the employee’s productivity. Organization’s development follows the development of individual who form the organization. It therefore follows that no organization becomes effective and efficient until the employee has acquired and applied the required skills and knowledge.
Conceptual Framework
Training has been defined differently by different authors. It is “a systematic acquisition and development of the knowledge, skills, and attitudes required by employees to adequately perform a task or job or to improve performance in the job environment” (Tharenou, Saks and Moore, 2007:252). Another concept opines that training primarily focuses on teaching organizational members on how to perform their current jobs and helping them acquire the knowledge and skills .
This document discusses the effect of training on employee performance. It begins by stating that employees are a company's most valuable asset and that proper training is necessary for employees to have the skills and knowledge to do their jobs well. The document then reviews literature that shows a positive relationship between effective training programs and improved employee and organizational performance. Specifically, training leads to higher employee retention, motivation, and productivity. The purpose of the paper is to further investigate this relationship between training and performance and provide suggestions for companies on how to design effective training programs to boost employee performance.
Training and development are essential for all levels of an organization to adapt to rapid technological changes. Effective training helps reduce errors, increase productivity and quality, and improves employee retention. Regular needs assessments ensure training addresses gaps in skills and knowledge. Training methods should be tailored to individual roles and include both technical and conceptual learning. Organizations that invest in standardized vocational training see benefits like motivating employees and developing a pool of promotable talent.
Study on effectiveness of training and developmentAnoop Voyager
The document discusses the effectiveness of training and development programs at SV ltd. It begins by introducing the topic and defining key terms like training and development. It then states the research problem as analyzing and evaluating the effectiveness of training programs at Srivirad Systems and Services in Chennai. The objectives of the study are then outlined. The methodology, concepts, need for the study, and chapter outline are also summarized.
This document discusses various training methods and how to select the appropriate methods for a training program. It describes how training can improve performance by increasing an individual's aerobic ceiling and making their muscles more tolerant to stress. The key factors discussed are training intensity, duration, and frequency. It explains that most people see optimal results from training 3 times per week. A variety of training methods are described, including aerobic, anaerobic, weight/resistance, plyometric, circuit and interval training, and that an effective program usually includes a balance of aerobic and anaerobic exercises tailored to the demands of the individual's sport.
The document is a study that analyzes training practices and their impact on employee productivity at Life Insurance Corporation (LIC) in India. It reviews literature on training and development. LIC provides various training programs for employees, including standard programs, role orientation courses, and sales training. The study aims to examine differences in employee perceptions of training based on gender, designation, and education level. A questionnaire was administered to 250 LIC employees, and statistical analysis was used to analyze the data. The results show that employee training at LIC is average and perceptions do not differ significantly based on demographics. Recommendations include ensuring all employees receive necessary training and properly analyzing training's contribution to organizational effectiveness.
This document discusses training and development in human resources. It notes that training and development is becoming increasingly important due to technological advancements, globalization, and changing worker needs. Factors like change, development, and addressing weaknesses are driving increased needs for training. Training can improve employee performance, consistency, and satisfaction. Different types of training are discussed like induction training, on-the-job training, and refresher training. Methods of training include succession training, off-site training, and supervisor contact.
The study assessed human resource management strategies for enhancing employees’ motivation in Edo State. The study was guided by four research questions with a population of 182 business educators in universities in Edo and Delta States. The study employed descriptive survey. Three experts validated the questionnaire with a reliability of. 0.71 obtained using Pearson’s Product Moment Correlation. Descriptive statistics of Mean was used to answer the research questions. From the analysis, it was revealed that employers empowered their employees to very low extent; employers rewarded their employees to high extent; employers redesigned employees’ jobs to low extent, and employers created flexible jobs for their employees to low extent respectively. Consequently, it was recommended that workers should be sufficiently empowered to enhance higher performance and more productive. This will also go a long way to reduce attrition rate, the use of verbal praise, allowing workers’ personal development should be given priority attention by management to enhance higher productivity, and management should redesign tasks/jobs from time to time so as to enhance motivation, job satisfaction, commitment to reduce absenteeism and turnover, among others.
Employee development and its affect on employee performancemissnurin
This document discusses employee development and its impact on employee performance. It presents a conceptual framework and identifies key variables related to employee development and performance. The paper analyzes past studies on the relationship between employee learning, skill growth, self-directed learning, employee attitudes, and employee performance. It proposes a model showing how employee development activities like coaching, training, empowerment, participation, and delegation can improve employee performance and ultimately organizational effectiveness.
Job Satisfaction and Training of Employeesdeshwal852
Human resource is very important and the backbone of every organization. Organizations invest huge amount on the human resource capital because the performance of human resource will ultimately increase the performance of the organization. Training helps the employees to update their knowledge,
enhance their skills and ultimately improves their performance and productivity which leads to job satisfaction. The purpose of the present study was to compare the job satisfaction of employees before and after the training programmes. A sample of fifty employees working in private organizations in
Delhi was selected randomly for the study. The data was interpreted with the help of mean, standard deviation and ‘t’ test. The result of the study showed that there was significant difference between job satisfaction before and after training programmes. Employees have high degree of job satisfaction after training.
Effect of education and training to performance mediated career development i...theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The document discusses training and development programs and their impact on employee performance and productivity. It begins by defining training and development and their objectives for both employees and organizations. It then outlines the research methodology used in a study, which included questionnaires distributed to 25 employees. The analysis found that most employees are actively involved in training and feel it helps boost skills, morale, and achieve goals. Training sessions typically last 1-3 hours and include both on-the-job and off-the-job components. The document concludes that regular training leads to improved employee performance and productivity.
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Making employee training and development a tool for efficiency and effectiveness in ghanaian universities
1. Journal of Education and Practice
ISSN 2222-1735 (Paper) ISSN 2222-288X (Online)
Vol.4, No.24, 2013
www.iiste.org
Making Employee Training and Development a Tool for
Efficiency and Effectiveness in Ghanaian Universities
1.
2.
3.
Kweku Esia-Donkoh1, Hagar Bampoh-Addo2*, Deborah Afful3
Department of Basic Education, University of Education, Winneba, P. O. Box 25, Winneba, Ghana
Faculty of Languages Education, University of Education, Winneba, P. O. Box 25, Winneba,
Ghana
Division of Human Resource, University of Education, Winneba, P. O. Box 25, Winneba, Ghana
*E-mail of the Corresponding Author: hagarbampohaddo@yahoo.com
Abstract
Employee training and development are considered critical when it comes to employee efficiency, effectiveness
and productivity. The proposition of this paper was that employee training and development could ensure
efficiency and effectiveness in university administration. The paper focused on the benefits of training and
development, and training methods. It also buttressed some training and development programmes in Ghanaian
universities. The paper concluded that the success of every organization, including universities, depends heavily
on quality human resources. It therefore follows that there is the need for universities in Ghana to ensure that
programmes designed for training and development are holistic in nature to equip employees with the requisite
knowledge, attitude, skills and experience for job effectiveness. It is thus recommended that management of
universities, especially those in Ghana should make training and development programmes a continuous activity
to maintain and appraise employees’ skill levels, and motivate them to grow and improve professionally.
Keywords: training, development, efficiency, effectiveness
1. Introduction
Various factors such as capital, equipment, human resource etc. contribute to the success of any organization
(including educational institutions), and the significance of these factors cannot be overemphasized. However,
the most important of these factors is the human factor since it is the people in the organizations that put the
other resources to work. As a result, management needs to pay attention to the human resource in order to
achieve the goals and objectives of the organizations. Amewudah (2002) supports this by indicating that human
resource is perhaps, the most important and dynamic of all of an organization’s resources; and one of the key
strategies for human resource development is employee training and development. To him, most organizations
see employee training and development as a tool for employees to improve upon their performance and also,
help the organization to grow.
Training and development are very crucial to the employees, the organization and their effectiveness (Devi &
Shaik 2012). Training, according to Cole (2002), is the preparation for an occupation or for specific skills which
is job or task oriented rather than personal. Training could also be seen as a learning process that seeks a
relatively permanent change in an individual that will improve his or her ability to perform on the job.
According to Onasanya (2006) training is a form of specialized education aimed at giving the trainee a particular
or specialized knowledge, skill and attitude which he must possess to effectively perform in a given position
(Aroge 2012). Training therefore involves the acquisition and changing of specific skills, knowledge, attitudes
and social behaviour for the purposes of an occupation or work.
Development on the other hand is seen by Owens (2000) as a process of employee improvement through
approaches that emphasis self-realization, self-growth and self-development. This development includes those
activities aimed at improvement and growth of abilities, attitudes, skills and knowledge of employees in an
organization. To Owens (2000), development involves promoting employee acquisition of skills, information,
attitudes, and behaviour patterns needed within the organization’s work units. For Onasanya (2006)
development is concerned with specific programmes specifically designed to prepare and groom employees with
particular education and training for higher responsibilities (Aroge 2012). Development may therefore be seen
as a learning activity directed towards future needs rather than present needs. It is concerned more with career
growth than immediate performance. The focus of development is thus basically on an organizations future
human resource requirements, and secondly, on the growth needs of individual employees at the workplace.
It is acknowledged worldwide that employee training and development contribute to organizational effectiveness
and efficiency. However, not every top management is committed to employee training and development.
Probably, the reason could be that such top management who are not committed to the training and development
of employees do not see the relationship between productivity and human resource development (Amewudah
2002). Safo (2006) is of the view that any leader who compromises the training of his or her personnel is only
walking on a landmine and it certainly would not be long for the obituary of that organization to be read. This
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2. Journal of Education and Practice
ISSN 2222-1735 (Paper) ISSN 2222-288X (Online)
Vol.4, No.24, 2013
www.iiste.org
perhaps, shows the need for top management to make reasonable investments in the training and development of
their employees. Hamid (2011) maintains that organizations that have policies which are more progressively
people-oriented have excelled, leaving the competition behind. The main reason is that when organizations
invest in people, in their training and development, they obtain higher skill and greater competence that helps
improve morale and productivity (Devi & Shaik 2012).
According to Sarvadi (2005) many top managers of organizations seem to view employee training and
development as more optional than essential, a viewpoint that can be costly to both short-term benefits and long
term progress. In the view of Sarvadi (2005) the primary reason employee training and development is
considered optional by so many managers and leaders of organizations is because it is seen as an expense than an
investment. The truth however is that employees, who undergo training and development programmes are
exposed, have higher knowledge and skills and perform better. It is thus a paradox to see some top managers set
monies aside to purchase and maintain expensive equipment, vehicles and renovating but not the training of the
people who oversee the equipment and the use of other resources.
2. Objectives
The paper seeks to achieve the following objectives:
• To find out the nature of employee training and development in Ghanaian universities
• To determine appropriate employee training and development methods
• To contribute to existing body of knowledge on employee training and development in educational
institutions.
3. Benefits of Employee Training and Development
Regardless of the size or type of an organization, training and development can have a measurable impact on
performance. In the view of Smith (2001) training that meets the needs of both the employees and employer can
increase the quality and flexibility of the organization’s services by fostering accuracy and efficiency, good work
safety practices, and better customer service. To him, productivity increases as training takes place. In the
opinion of Smith (2001) staffs who receive formal training can be more productive than untrained colleagues
who are working in the same role. High labour productivity, thus, increases organizations output and can open a
greater share of the market or expand it by improving products, services and reputations. Alao (2010), In the
development of organizations, training and development play a crucial role, and improves performance,
increases productivity, and eventually put organizations in the pole position to face competition and stay at the
top. This implies that a significant difference exists between the organizations that train their employees and
organizations that do not. Training generates benefits for the employee as well as for the organization by
positively influencing employee performance through the development of employee knowledge, skills, ability,
competencies and behavior (Sultana, Irum, Ahmed & Mehmood 2012).
Smith (2001) intimates that training and development increase staff retention which is significantly cost saving.
Organizations with effective employee training and development programmes do not experience high turnover
rate because the trained employee feels he has a future with the company. He believes he is valued and
respected. Smith (2001) posits that the loss of one complete employee can be the equivalent of one year’s pay
and benefits. According to Smith (2001) training programmes in some organizations have reduced employee
turnover by 70%. Safo (2006) postulates that it is only those employees who have nowhere to go that will
remain with an organization that does not train its people. It must be noted that today’s employee is always
looking for an environment that promotes personal growth and to such people, training is just as important as
their salary. In line with this, Safo (2006) indicates that as the news of how progressive you are as an
organization goes round, job seekers would flock to you.
Smith (2001) intimates that the benefits of employee training and development in one area can flow through to
all levels of an organization. With time, training reduces costs by decreasing wasted time and materials,
maintenance cost of machinery and equipment, workplace accidents which leads to lower insurance premiums,
recruitment costs through the internal promotion of skilled staff, and absenteeism. He argues further that
organizations must continually change their work practices and infrastructure to stay competitive in a global
market. Training and development programmes could help employees to manage the implementation of new
technology, work practices and business strategies. Such training can also serve as a benchmark for future
recruitment and quality assurance practices (Gross Esq 2006a).
In the opinion of Smith (2001), continuous employee training and development promotes development of new
competencies and skills and help to meet the changing technologies of the world. Jobs such as nursing, teaching,
and computer programming require further training. Also, individuals who develop their knowledge and skills
through training and development report high motivation, morale and job satisfaction. Hutchings, Zhua,
Coopera, Zhangb & Shao (2009) contend that training and development practices had a positive impact on
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www.iiste.org
preparing them to be more effective in their work, increasing their technical abilities, interpersonal abilities,
teamwork, job confidence and work motivation (Devi & Shaik 2012). Training and development programmes
do not only teach employees how to do their jobs better, but it also helps them to work more independently and
develop a can do attitude. Smith (2001) is also of the view that employee training and development, apart from
impacting on an organization’s profit margins, can improve staff morale and satisfaction, soft skills such as interstaff communication and leadership, time management, and customer satisfaction.
4. Employee Training Methods
According to Cole (2002) and Smith (2001), training methods refer to the means by which information, ideas,
skills, attitudes and feelings are communicated to employees at a workplace. The most popular training methods
are classified as either on-the-job or off-the-job. On-the-job training is the most widely method used by
organizations and it is a situation where employees are placed in an actual working situation and makes them
appear to be immediately productive. It is learning by doing where the person is put in a real situation to enable
him learn more about the job in the practical sense. They are of the view that on-the job training is simple to
operate, cost effective, places the employees in actual work situations, provides immediate feedback to trainees
on their performance, and it is a flexible method because the equipment or job change, modifications are easily
made in the training. Despite these advantages that could be derived from on-the-job training, one cannot lose
sight of the fact that it may have some setbacks such as low productivity while the employees develop their skills
in the actual work situation. Again, trainees could make errors as they develop their skills. Some of these errors
could be disastrous to the organization. Forms of on-the-job training methods include job instruction training,
job rotation and secondment.
Off-the-job training on the other hand is a method of employee training conducted away from the worksite. It
could be provided by external providers like private consulting firms, colleges or universities. It could also be
provided by internal providers, that is, the permanent employees. The use of external providers is however more
popular these days (Cole 2002; Smith 2001). The advantages that could be derived from off-the-job training
include enabling participants learn to think on their feet, explore interpersonal relations and share feelings,
develop analytical and problem solving skills, stimulate new ideas and creative suggestions and provide the
opportunity to share ideas on real day to day problems. These merits not withstanding, participants may be
bored when resource persons are not professionals or are not effective. It also ignores the comprehension levels
of the participants. Lectures, conferences, workshops, as well as simulation exercises and brainstorming are
forms of off-the-job training methods (Cole, 2002; Smith, 2001; Gross Esq 2006b).
5. Training and Development Programmes in Ghanaian Universities
The success of every organization greatly depends on how well its employees are trained and developed. The
most successful and productive employees are those who have received extensive training and development
programmes. Such well trained employees are seen as the cream of the crop, often with the strongest stake in the
future of the organization. In an ideal world, an organization would be able to hire people who already possess
the exact skills needed by the organization. However in today’s competitive labour market, demand for skilled
workers far exceeds supply. That is where training and development come in. Training and development do not
only arm employees with the needed professional or technical skills, but it also shows that the organization has
invested in them and interested in bringing them into the future of the organization. This helps keep employees
motivated and involved.
Universities in Ghana, as tertiary educational institutions, employ workers with varied qualifications, knowledge,
skills and experience to help the Universities grow to achieve their vision and mission. In so doing, each
university has in place a policy on employee training and development which seeks to upgrade the knowledge,
skills, and experience of workers at all levels (senior members, senior staff and junior staff) to enhance
efficiency, effectiveness and productivity. Such training and development of workers are seen in scholarships
for employees to pursue higher degrees and other professional courses, sponsoring employees to participate in
workshops, seminars and conferences. Job rotation is also a training method employed by Universities to enable
employees have a greater understanding of different functional areas for them to be generalist.
6. Conclusion
Generally, every organization succeeds when it has quality human resource to work to see to it that the goals and
objectives of the organization including universities are effectively achieved. For any manager, irrespective of
the size of the organization by which he is employed or its range of activities, a capable, loyal team of staff is of
great importance if his organization is to operate smoothly and efficiently. No matter how automated the
organization or part of it may be, the output of the organization would ultimately be achieved through the efforts
of the people. This makes the human resource in an organization the most important and complex resource who
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ISSN 2222-1735 (Paper) ISSN 2222-288X (Online)
Vol.4, No.24, 2013
www.iiste.org
must be handled with care and treated with the necessary care. Most organizations therefore device means of
training and developing their human resource so that effectiveness, efficiency, increased productivity and loyalty
among others could be achieved by the organization.
It must be made clear that in today’s economy, an organization that does not learn has the tendency of being
overtaken by events. Employees are the ones that produce, refine products, deliver and manage products or
services everyday, year in year out. With the rapid pace and international reach of the 21st century market place,
continual learning is very critical to an organizations continued success. Creating a learning environment that
enables staff to grow and reach personal goals, in partnership with achieving organizational goals, will help staff
to remain focused, goal-oriented and loyal to organizations. An educated workforce could be easier to manage
and will welcome new techniques, equipment and materials into the organization. The commitment shown to
the well-being of employees by creating a learning culture, will make them more marketable, and increase their
loyalty and commitment to one’s organization. For employees and organizations to reach their full potential, they
must be trained, developed and retained.
6. Recommendations
For management of Ghanaian universities to successfully implement and improve its policy on employee
training and development, and reap the benefits from it, the following recommendations are made:
• Management should stress training and development of employees as an investment. The reason
training is often considered optional in many organizations is because it is taught of as an expense
rather than an investment. Even though employee training and development can be costly upfront, it is
a long term investment in the growth and development of an organization’s human resource.
• Management should determine the training and development needs. A training need is any shortfall in
terms of employee knowledge understanding, skill and attitude against what is required by the job, or
the demands of organizational change. In determining the needs, the strengths and weaknesses in the
university should be considered. Thus, deficiencies that when corrected, represent a potential for upside
gain in the university should be identified. Needs analysis could be done under three levels-individual,
group and system. Individual needs include matters that relate to position effectiveness, position
transition, personal and professional development and position security. Group needs could be
illustrated by analysis that indicates serious gaps between instructional objectives and instructional
programmes. Organizational needs are those involving the total system such as the creation of
opportunity for further study or adherence to policy governing minimum employee competency
requirements. It could be deduced that considerations for employee training and development should
look at the total development needs of the organization, the needed improvements in the specific
knowledge and skills of individual employees and the potential of employees for growth and
development. As the management of Ghanaian universities may probably not have unlimited time or
funds to execute an employee training programme, it would be prudent for management to decide early
on the focus that employee training should be. Management must determine the skills that are pertinent
to address current or future needs of the university or that which would provide the biggest payback.
The question Ghanaian university management should ask is “how will the training and development
programmes eventually prove beneficial to the university?”
• Management should promote a culture of learning. A learning culture is a set of attitudes, values and
practices that support the process of continuous learning within an organization. Promoting a learning
culture would enhance superior performance, better quality of service, better customer satisfaction,
committed and result-focused workforce and greater ability to deal with change. In today’s fast-paced
economy, if an organization is not learning, it will definitely fall behind. An organization learns as its
workforce learns. Management should therefore communicate their expectations that all employees
should take the necessary steps to hone their skills and stay on top of their professions or fields of work.
Management should also ensure that resources needed to accomplish this goal are provided. In
situations where employees pay their own training expenses, it would be much appreciated if university
management refund some or all of the cost incurred by the employees, so long as the training acquired
is useful to the university.
• Management should be on board. Once a prioritized list of training objectives and topics that address
key needs within the university have been developed, management should be convinced enough to rally
behind the initiative. Management should be sincerely committed to training and development
programmes and must ensure that the right people are selected for the right training. Training
programmes should not be treated as a reward or favour extended by top management. According to
Safo (2006) it is on record that some people attend courses at exorbitant costs to organizations, only to
sleep because they do not understand the issues being discussed or they are senior officers attending
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•
•
•
•
www.iiste.org
courses designed for junior officers. Thus, before employees are sent on training progrmames, the
knowledge and skills needed by the employees should be determined in line with corporate goals.
Management should also provide the needed support for the employees to use their new knowledge and
skills and closely monitor their progress. When this is done, management would not be sponsoring
employees who would only go and sleep to add to the university’s costs.
Management should choose quality instructors and materials. It must be noted that whoever is selected
to conduct the training will make a major difference in the success of the efforts of the university
management, whether it is a professional educator or simply a knowledgeable staff member. Again,
management should endeavour to have the right training materials. This is important because after the
training is over, these materials become valuable resources for trainees.
Management should clarify connections. Some employees may feel that the training they are receiving
is not relevant to their job. It is therefore important for such employees to be helped to understand the
connection easily so that they do not view the training sessions as a waste of valuable time. Employees
should be made to see training as an important addition to their professional portfolios. This implies
that training programmes should award employees with completion certificates at the end of the
programmes.
Management should make training and development programmes an ongoing activity. Training
programmes should not be limited solely to new employees. Organized, ongoing training programmes
will maintain all employees’ skill levels, and continually motivate them to grow and improve
professionally.
Management should measure results. Without measurable results, it would be impossible to view
training and development as anything but an expense. Measuring results forms part of the control
process of training and development programmes. It gives feedback about the results or outputs of
training, and to use this feedback to assess the value of the training, with a view to improvement, where
necessary. Management should decide on how to obtain an acceptable rate of return on the training
investment. It would also be easier for management to budget funds for future training and
development if concrete results could be demonstrated. A perception based approach is appropriate and
effective when training programmes are to be measured or evaluated, and it seeks to ask participants to
rate the persons conducting the programmes, the content of the programme, the organization of the
programme, the place and time when the programme was presented. When a training programme
centers on skill or technique acquisition it is appropriate to conduct a follow up evaluation after the
participants have had the opportunity to implement the techniques or use their new skills. These are
used as feedback in future design and provide data to improve the whole staff development programmes.
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editorial team promises to the review and publish all the qualified submissions in a
fast manner. All the journals articles are available online to the readers all over the
world without financial, legal, or technical barriers other than those inseparable from
gaining access to the internet itself. Printed version of the journals is also available
upon request of readers and authors.
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