Impact of Training and Development on Employees and Enterprises

The assignment discusses the significance of training and development in improving employee skills, knowledge, and attitude. It also examines how these programs can positively affect enterprise performance, including enhancing business growth and return on investment. However, it notes that some employees might avoid training due to time constraints. The conclusion emphasizes the importance of developing leadership skills among training managers to effectively implement these programs.

Running head: TRAINING AND DEVELOPMENT ENVIRONMENT
TRAINING AND DEVELOPMENT ENVIRONMENT
Name of the Student
Name of the University
Author’s Note

1TRAINING AND DEVELOPMENT ENVIRONMENT
Table of Contents
Introduction......................................................................................................................................2
Ten forces that might influence working and learning....................................................................2
Environmental forces affecting the Australian enterprises and their strategic training responses. .4
One of the above ten forces that is considered to be important in my current workplace...............4
Specific area that the enterprise must focus on for the development of a training program...........4
Plan for evaluation of the training design procedure.......................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

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Introduction
The present report elucidates on the importance of training and development in the
organization. Training and development has been considered as indispensable function in the fast
paced and ever changing corporate world. Enterprises invests huge amount in training and
development because of some specific reasons that involves – new hire orientation, improving
employees performance, increasing productivity and tackling shortcomings (Nda & Fard, 2013).
The present study highlights on the ten forces that might impact on the learning process of the
enterprise. The environmental forces impacting the Australian firms and their adoption of
strategic training responses are also analyzed in this report. The study also reflects on the specific
environmental force that is considered to be important in my current workplace. The particular
area that the organization must focus on for the training development program is also discussed
in this paper. The last part of this study focuses on the plan for evaluation of training process.
Ten forces that might influence working and learning
Training and development refers to systematic restructuring of employee’s attitude, skills and
behavior through instruction and learning-education. The cardinal objective of training and
development is to assists the enterprise achieve their short as well as long term target by
enhancing value to their human capital. Ford (2014) opines that training is considered as one of
the vital tools for the enterprise to operate in the challenging and competitive corporate world.
Noe & Winkler (2012) has found out that there are near about ten environmental forces that
might impact on the working as well as learning procedure of the enterprise. These forces are
explained below:
Globalization-This relates to offshoring which means the procedure of job movement
from one nation to another across the globe. Although it benefits the enterprise by
reducing labor cost, this adversely affects the organization since few workers lack
necessary skills to perform their job.
Consumer service and emphasis on quality-This involves six sigma procedure and the
total quality management (TQM) involving workers receiving training in quality

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(Goetsch & Davis 2014). These processes however impacts on learning procedure of
enterprise.
Sustainability- This refers to green business that highlights on the enterprise that has less
affect on the global society. Sustainability impacts the learning process of employees
since the enterprise take part in certain environment friendly activities for attaining higher
profitability.
Attraction and retention of talent- As competition for the workers increases, attraction
and retention of talent becomes a huge challenge to enterprise. Since the enterprise tries
to adopt various methods for retaining their employees, this influences their learning
process.
Advancement of technology-This force influences working and learning process in
workplace as it increases flexibility of time, provides higher accessibility and creates
learning environment.
Changing demographics and diversity of workforce-The enterprise provides training
to managers as well as workers for managing workforce diversity. This influences their
learning procedure of allowing workers to be creative and responding to differences in
generation (Jehanzeb & Bashir, 2013).
Changes in economy- Political as well as social changes in the economy affect the
investment of enterprise in learning process.
High performance framework of work system- The enterprise adopting this model
involves cross- training, team work and virtual teamwork, which in turn influences the
learning of the enterprise.
Increased value kept on intangible assets and human capital- Intangible assets
involves social, customer and intellectual capital while human capital refers to workers
knowledge, inventiveness and attributes (Kapp, 2012). The enterprises place huge value
on both intangible assets as well as human capital since these have huge effect on
workers engagement in work and implementation of innovative idea.
Focusing on organization strategy- The strategy implemented by the organization also
influences their learning and working process. However, the enterprise should link their
strategy to training needed for current job, extent of training customization and design of
training program.

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Environmental forces affecting the Australian enterprises and their strategic training
responses
Environmental forces influence the Australian enterprise both positively by enhancing
sales and negatively by enhancing the product cost or business overhead. There are some
environmental forces that are outside the Australian enterprise control, but still it succeeds if
potential effects of these forces are identified and planned has been put into place. These forces
are basically the policies adopted by the Australian government that includes- taxes, sanctions,
public service provision and subsidies. The Australian enterprise adopts strategic training for
mitigating with these forces and enhancing productivity. The strategic training procedure
includes in-basket training, interships, e- learning, virtual reality etc. Moreover, the strategic
training responses are generally placed by the Australian firms at various business process stages
based on their workplace needs.
One of the above ten forces that is considered to be important in my current workplace
At my current workplace, one of the above ten forces that is considered to be extremely
important is advancement of technology. Implementation of new technology has facilitated our
enterprise to position applications of training as practical instrument for addressing the huge
demand. At present, high –end technology adopted by my enterprise also offers with larger
bandwidth, which indicates that these programs transmits more information as well as immerse
our trainees in fidelity training worlds. Furthermore, advancement in communication media also
creates higher opportunity for the trainees in our workplace, which thereby opens the door to tea-
based learning. However, our enterprise increasingly uses new technology- based training for
responding to their workers development requirements. This in turn enhances their efficiency
level and also improves their performance (Tabassi, Ramli & Bakar, 2012). In addition, it also
enhances the total productivity and improves the workplace environment of our enterprise.
Specific area that the enterprise must focus on for the development of a training program
The particular area that every enterprise should focus on for training development
program is development of leadership skills. It has been opined by Baron & Parent (2015) that,
development of leadership skills is extremely important for the training development program
since the training managers are the ones who administer the training program. Each company

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should concentrate in this section as it facilitates the training managers to develop skills and
knowledge and also make the workplace attractive mainly for high achieving employees.
According to Ladyshewsky & Flavell, (2012), leadership development skills also aids the
training managers to improve their ability to inspire and encourage their employees to participate
in the training program. In addition, focusing on this area will also help the managers engage
their workers more in their job and tackle conflicts arising during the training procedure. Apart
from this, this will also help the mangers make good strategic decisions relating to the
development programs of training.
Plan for evaluation of the training design procedure
Training design also known as instructional design refers to the method of innovating
blueprint basically for the training development program. The design stage of training
development involves establishment of learning purpose, planning steps for attaining these
objectives, structuring as well as sequencing steps that is to be involved and determination of
assessment procedures (Wilson, 2014). The training design method mainly includes-
Assessment conduction including analysis of task
Assuring workers readiness
Creating learning environment
Assuring transfer of training
Developing assessment plan
Assortment of training process
Monitoring training program
Project planning is mainly utilized for assessment of training programs, which is illustrated
below:
Reaction of workers facilitates the enterprise management to comprehend impact of these
training program
Acquisition of knowledge- Valid test is taken by the organization in order to assess
whether the workers acquire appropriate skills from training program (Towler, Watson &
A., 2014)

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Behavioral application- This includes evaluation of behavior, attitude and skills of
employees attaining training program
Return on training investment-This total amount of money gained from investment in
training program also facilitates the training managers to assess the training programs
Enhancement in business performance- Lastly, higher growth in business also reflects
improvement in performance of business.
Conclusion
The conclusions that can be drawn from the above study that training and development
highly influences both the enterprise as well as employees. Training and development program
bring all the workers to high level by enhancing their knowledge as well as skills. On the
contrary, these programs might negatively impact the enterprise as some workers might avoid
training due to loss of time. But still enterprises makes investment in training programs for
improving their financial performance. They should also concentrate on development of
leadership skills in order to develop the skills of the training managers so that they can tackle
these programs effectively.

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References
Baron, L., & Parent, É. (2015). Developing authentic leadership within a training context: Three
phenomena supporting the individual development process. Journal of Leadership &
Organizational Studies, 22(1), 37-53.
Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to
employee and organization: A conceptual study. European Journal of business and
management, 5(2).
Kapp, K. M. (2012). The gamification of learning and instruction: game-based methods and
strategies for training and education. John Wiley & Sons.
Ladyshewsky, R. K., & Flavell, H. (2012). Transfer of training in an academic leadership
development program for program coordinators. Educational Management Administration &
Leadership, 40(1), 127-147.
Nda, M. M., & Fard, R. Y. (2013). The impact of employee training and development on
employee productivity. Global Journal of Commerce and Management Perspective, 2(6), 91-93.
Noe, R., & Winkler, C. (2012). Training and Development: Learning for Sustainable
Management (2nd ed). North Ryde: Mc Graw Hill.
Punia, B. K., & Kant, S. (2013). A review of factors affecting training effectiveness vis-à-vis
managerial implications and future research directions. International Journal of Advanced
Research in Management and Social Sciences, 2(1), 151-164.
Tabassi, A. A., Ramli, M., & Bakar, A. H. A. (2012). Effects of training and motivation practices
on teamwork improvement and task efficiency: The case of construction firms. International
Journal of Project Management, 30(2), 213-224.

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Towler, A., Watson, A., & A. Surface, E. (2014). Signaling the importance of training. Journal
of Managerial Psychology, 29(7), 829-849.
Wilson, J. P. (2014). International human resource development: Learning, education and
training for individuals and organisations. Development and Learning in Organizations, 28(2).