Impact of Training and Development on Employee Performance

The assignment explores the significance of training and development in enhancing employee performance and productivity. It emphasizes the need for organizations to invest in training and development programs to improve employee engagement, motivation, and retention. The impact of training and development on organizational effectiveness is also discussed, with a focus on its role in reducing employee turnover rates.

Running head: IMPORTANCE OF TRAINING AND DEVELOPMENT
IMPORTANCE OF TRAINING AND DEVELOPMENT
Name of the University
Name of the Student
Author Note

1IMPORTANCE OF TRAINING AND DEVELOPMENT
Executive Summary
Training and development of an employee is very crucial in the recent times to attract and
retain talents in the organization. The report throws light on the importance and effectiveness of
attracting and maintaining the employees in the organization. Through employee engagement
and motivation, the workers can be properly managed or controlled. The strategies for employee
retention include adequate training and development of the employee. Interactive training,
mentoring programs, e-learning and computer based training are few of the employee
motivational techniques.

2IMPORTANCE OF TRAINING AND DEVELOPMENT
Table of Contents
Introduction:....................................................................................................................................3
Attraction and Retention of Employees:..........................................................................................3
Strategies for Retaining Employees:...............................................................................................4
Importance of employee engagement:.............................................................................................5
Employee Retention Project Plan:...................................................................................................6
Conclusion:......................................................................................................................................8
References:....................................................................................................................................10

3IMPORTANCE OF TRAINING AND DEVELOPMENT
Introduction:
In the current scenario, recruiting and talented employees is becoming quite difficult
within the organization. Attracting and retaining positive and motivated employee is crucial for
an organizational success (Sung & Choi, 2014). High employee turnover in the recent times
leads to creating negative impact on the organization’s morale as well as increasing expenses.
Training and development within the organization has its own strategic positioning to achieve
success.
Attraction and Retention of Employees:
Training and development directly leads to the attainment of organizational goals and
objectives. There is a direct link between the organizational performance and various training
and development practices. Attracting and retaining the potential employees is highly significant
in the recent times. Training is imparted to the employees by using new technologies and
adapting varied innovative methods and encouraging them in gaining the employee’s trust. .
According to Howard, Turban and Hurley, (2016) Increase in talent shortages in variety of
advanced countries as the employees nowadays are more concerned about the employability
instead of employment. There is a major shift from the traditional relationship of employer and
employee. On the other hand, Ayeleke et al., (2016) argued that that this may also occurred due
to current retirement strategies and practices than the issues associated with the increasing labor
or skill shortage.
Long-term enhancement of the firm’s resources is obtained by strategically linking the
skill development of the employees through progression, training and development. Asfaw,

4IMPORTANCE OF TRAINING AND DEVELOPMENT
Argaw and Bayissa, (2015) mentioned that major focus of the organization is on retaining and
developing its human resources so that it become valuable, rare, difficult to imitate and also
leads to enhancing the competitive advantage of the organization. Successful employee
engagement leads to transparency and alignment of the organizational workforce with the
management policies to gain efficient culture and objective. An employee resigns from the
organization for various reasons (Tahir et al., 2014). It is the duty of the top-level management to
implement efficient retention strategies so that the employees feel more valued and satisfied with
their job.
Strategies for Retaining Employees:
It is vital to think of retention measures as well as re-recruiting the organizational work-
force. It is significant to identify what attracts the particular individual for the right job.
Recruiting each time new staff is very expensive, time-consuming and very stressful. Salary is
essential a vital factor for retaining the potential employees within the organization (Sheehan
2014). In the workplace, the employers are currently looking for a better career package. This
includes comfortable and best company culture, diversity of responsibilities, career path and
work-life balance.
Training the employees is a major part to reinforce the employee’s sense of value.
Training helps the employees to achieve the organization mission and vision and also ensures
them to have a solid understanding for their job requirement. Positive culture should be
established to improve the corporate culture and increase in honesty, teamwork and respect for
the employees (Obi-Anike & Ekwe, 2014). Positive corporate culture helps in attracting and
retaining the good employees.

5IMPORTANCE OF TRAINING AND DEVELOPMENT
Mentoring program is related with the goal-oriented feedback system that facilitates
structured mechanism and through goal-oriented feedback system as suggested by Srivastava
and Dhar, (2015). This leads to creating strong relationship within the firm and also proves to be
a solid foundation for employee’s growth and retention program. With the help of mentoring
programs, organization can apply tactics like pairing an experienced employee in a particular
discipline with someone less inexperienced in a given area. The major goal is the generate
employee specific competencies, designing individualized career and providing feedback for
performances (Sung & Choi, 2014).
Employee motivation is another important factor to make the employees feel valued and
responsible towards their job. It is important to reward the employees to motivate them for
higher and better performances. Application of cash pay-outs can be used as on-spot recognition.
These rewards have various significant motivational powers especially given after any major
achievements (Obi-Anike & Ekwe, 2014). Meetings and surveys should be conducted to make
the employers more committed towards their organization and stay maximum satisfied with their
jobs.
Importance of employee engagement:
Employee engagement leads to the reduction in the employee turnover. This also reduces
the costs related to recruitment and training, therefore encourages stability. This further provides
in developing establishing a better working environment (Deery & Jago, 2015). This would
instantly lead to developing proper benefits within a team and help in spreading employee’s
values and team loyalties.

6IMPORTANCE OF TRAINING AND DEVELOPMENT
Employee engagement through recruitment is also fundamental in attracting the and best
employee. It is one of the best techniques applied by the firm to attract and retain employee. It is
beneficial for the organization to have a consistent and strong branded recruitment process
(Abugre & Adebola, 2015). It should be done to online with adequate feedback so that the
outcome obtained is more useful. As per Deery and Jago, (2015) technology help in integrating
and regulating human resource practices. It is important for the employees to put more emphasis
on the people rather than the process. This would prove to be helpful in retaining employees.
Employee Retention Project Plan:
Activity Days(March-April)
1
-8th
Marc
h
1
0-15th
Marc
h
1
6-18th
Marc
h
1
9-
22nd
Marc
h
2
3-26th
Marc
h
2
7th
March
- 04th
April
5
- 8th
Apri
l
Mentoring Program
Employee Motivation
Employee Engagement
E-learning

7IMPORTANCE OF TRAINING AND DEVELOPMENT
Computer based
training
Interactive training
techniques
It is highly essential that all the employees within the organization are well-equipped
with the required skills as well as knowledge so that the productivity of the organization can be
increased. Employees are the most valuable assets of the organization responsible for its
consistent growth. Mentoring program usually would require to two weeks time to train and
develop the employees.
There are several techniques through which the employees can be attracted and retained
within the organization. The retaining and developing strategies helps them to perform more
successfully for their jobs, which allows them to attain ore profit from the business (Howard,
Turban & Hurley, 2016). Employee motivation would require two to three weeks. Encouraging
participation and building self esteem helps in raising the motivation level of the employees.
Employee engagement is related with the various interactive techniques used to retain
employees. Employee’s engagement generally would require 3 weeks time that is further linked
through the interactive process done in last three weeks of the training plan.
Interactive training techniques keeps the employees engaged as they are more receptive
to the new information. The techniques include a group discussion that is a most appropriate way
to pass the skills of talented employees to the new employees. Demonstrations are also one of the
most powerful tools for interactive training of the employees (Cloutier et al., 2015). Other

8IMPORTANCE OF TRAINING AND DEVELOPMENT
interactive techniques constitutes are the applications of quizzes, active summaries, case studies,
role playing. Participant control and questions and answer sessions.
E-learning or online based training is another effective technique to attract and retain
employees in the current era of digitalization. This method is becoming more significant due to
the increasing use of internet (Asfaw, Argaw & Bayissa, 2015). The engagement and guiding
platform provides direct and immediate training for the employees in the need of the moment.
Moreover, it is vital to keep the employees that is engaged or involved so that they are
encouraged to retain new and valid information. For more effective results attractive learning
methods with the use of humor should be practiced. Such kind of methods helps in creating a
winning situation or environment by developing the confidence of the employees as well as
making the training more interesting (Terera & Ngirande, 2014).
In the current scenario, there is a rapid increase in the technology. This gives rise to
computer based training of the employees and the technological solutions are also effective in
enhancing the training procedure of the employees. . The programs are also highly cost-effective.
This training involves application of Text-only, CD-ROMs and multimedia training materials,
which provides video, audio, stimulated animations or graphics, interactive training and three-
dimensional programs (Howard, Turban & Hurley, 2016). The training programs are highly
reliable and effective as the trainees learn according to their pace.
Conclusion:
It is highly significant in the recent times to acknowledge the value of employee
retention. Effective training methods are conducted to provide maximum benefits to the
organization or business. The skills when used effectively by the employees could lead to the

9IMPORTANCE OF TRAINING AND DEVELOPMENT
consistent growth of the organization or the business. The organization provides adequate
feedback to maintain cordial relation with the employees. Therefore, it can be concluded that
employee are the most valuable assets of a company. Effective communication, employee
motivation and employees engagement result in decreasing the employee’s turnover rate. In the
current business environment, it is very important to retain the employees and fulfill their needs.
Moreover in the recent times attributions can be highly reduced by continuous check-ins with the
employees. Strategic planning of the organizational workforce is the vital element in ascertaining
the potential talents within the entity. Similarly the retention plans are developed as per the
methodology of the organizational training and development plan.

10IMPORTANCE OF TRAINING AND DEVELOPMENT
References:
Abugre, J. B., & Adebola, K. (2015). An examination of training and development of middle
level managers in emerging economies: Evidence from financial institutions in
Ghana. International Journal of Organizational Analysis, 23(4), 545-563.
Asfaw, A. M., Argaw, M. D., & Bayissa, L. (2015). The impact of training and development on
employee performance and effectiveness: A case study of District Five Administration
Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and
Sustainability Studies, 3(04), 188.
Ayeleke, R. O., North, N., Wallis, K. A., Liang, Z., & Dunham, A. (2016). Outcomes and impact
of training and development in health management and leadership in relation to
competence in role: a mixed-methods systematic review protocol. International journal
of health policy and management, 5(12), 715.
Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The importance of
developing strategies for employee retention. Journal of Leadership, Accountability and
Ethics, 12(2), 119.
Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-
472.
Howard, L. W., Turban, D. B., & Hurley, S. K. (2016). Cooperating teams and competing
reward strategies: Incentives for team performance and firm productivity. Journal of
Behavioral and Applied Management, 3(3).

11IMPORTANCE OF TRAINING AND DEVELOPMENT
Obi-Anike, H. O., & Ekwe, M. C. (2014). Impact of Training and Development on
Organizational Effectiveness: Evidence from Selected Public Sector Organizations in
Nigeria. European Journal of Business and Management, 6(29), 66-75.
Sheehan, M. (2014). Investment in training and development in times of uncertainty. Advances
in Developing Human Resources, 16(1), 13-33.
Srivastava, A. P., & Dhar, R. L. (2015). Training comprehensiveness: construct development and
relation with role behaviour. European Journal of Training and Development, 39(7), 641-
662.
Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in
organizations. Journal of organizational behavior, 35(3), 393-412.
Tahir, N., Yousafzai, I. K., Jan, S., & Hashim, M. (2014). The Impact of Training and
Development on Employees Performance and Productivity A case study of United Bank
Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in
Business and Social Sciences, 4(4), 86.
Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and employee
retention. Mediterranean Journal of Social Sciences, 5(1), 481.