Role and Impact of Training and Development in Corporate Success

Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1. Definition of training and development..........................................................................2
2.2. Role of training and development planning and implementation in corporate success..3
2.3. Impact of applying relevant training and development techniques on company
performance...........................................................................................................................4
2.4. Relationship between training and development and organisational culture..................6
2.5. Our experience of training influencing organisational culture.......................................8
3. Conclusion.............................................................................................................................9
References................................................................................................................................10

1. Introduction
In an organization, training and development are necessary for the improvement of
the employee performance and it includes a variety of educational plan and practices. Most of
the companies adopt “continual learning” and different means of training and development to
promote employee growth.
Training and development have an important role in the growth and success of a
business if employees are trained with the right and needed skill, education and abilities. It
has also been shown by different studies in the past that there is a close relationship between
training and development practices and different measures of organization performance
(Aguinis & Kraiger, 2009) .
This report will explain about role of training and development planning and
implementation in corporate success, impacts of applying relevant training and development
techniques on company performance and relationship between training and development and
corporate culture.
2. Discussion
2.1. Definition of training and development
Training and development are defined as an organizational activity which aims at
improvement of individual and group job performance in organizational setting. It enhances
the performance of employees through an educational process which includes sharpening of
skills, gaining more knowledge, changing attitude. In an organization, many trainings and
development approaches are available in the form of mentoring, simulation, on- the- job
training, apprenticeship, web-based learning, case studies, self-instruction, systemic rotations
(Aguinis & Kraiger, 2009). In a simple word, training is to provide skills to new or current
employees which is necessary to perform their jobs and through the development they are

ready to occupy their positions in firm and help them to get future jobs. For the achievement
of good level of performance and progress of organization, it is a basic standard and it is
highly significant for the growth of the organizational culture within the employee.
2.2. Role of training and development planning and implementation in corporate
success
Training and development help to transmit knowledge, skills and abilities necessary to
carry out specific task so that the training and development are strategic in nature for both
employee and employer. Expanding individual, group and organizational effectiveness, it
also pays particular attention to employee’s career development. To achieve organizational
goal and to invent competitive advantage, a comprehensive training and development assists
in deliberating knowledge, skills and attitudes essential (Noe et al., 2006). Training and
development play significant role for growth and success of business to ensure that
employees are prepared with right kind of knowledge they need, skills and abilities to
perform their task. By selecting the right type of training and providing employees with it, it
should be constantly updated to meet current and future business demand.
To run any organisation, no matter how big or small its operations are, the
organisation needs to be staffed with the efficient and effective personnel. Workplace
demands specific job skills, abilities and competence that might not be taught in the colleges
or universities. Hence, most of the employees would need proper training to bring the best
out of them to contribute towards company’s success. Each new personnel must be
extensively trained not only to hone their skills but also to establish them as a critical aspect
of the organisation. A proper training will have all sort of positive impacts in organisation
success. It helps in the recruitment of personnel and makes sure the quality of the applicant is
not compromised ( Noe & Peacock, 2002). It acts as a motivating factor and promotes the
staff moral and loyalty. Moreover, it eliminates the risk factor as the trained employees will

make effective use of the resources such as materials and equipment which leads to the
reduction of waste that ultimately leads to improved efficiency and productivity.
For example. Commonwealth bank has established itself as the pioneer in providing
its employees with continuous learning and development opportunities. Its programmes
include on the job coaching, performance reviews, new vacancy listings, tips and traps,
mentoring opportunities, talent reviews, tertiary study assistance and professional
memberships. Such programs ensure that employees are trained in a way that they feel
motivated and value the organisation.
Similarly, the impact of training on various personalities should be considered while
describing the personality types. According to the big factor theory, extraverted people are
more likely to undertake training activities as they are eager to engage in social activities and
demand interaction with the people. Agreeableness are also ok with the training programmes
as it involves good cooperation with people. Neuroticism is accompanied by poor and
negative strategies, hence may not be favourable for goal realisation ( Lynton & Pareek,
1990).
2.3. Impact of applying relevant training and development techniques on company
performance
One of the crucial strategic planning of any organization is devoted in its investment
in human capital. It is not only the highest source of expenditure but also one of the avenues
which decides the success or failure of an organization. Skilled and experienced manpower is
the strong foundation of a successful company because unlike other resources, skills and
expertise can’t be replicated and can only be passed on. Thus, it is very important to have
proper planning for professional development and team training for the long-term benefit of
the company.