Training and development on organizational growth PDF

Training and development on organizational growth
Introduction:
In the early 1970s, organization selected young employees having great talent and
devoted them training and development towards their career. Organizations set long term
goals, make plans to achieve future targets and provide training and development to their
new employees to get prominent positions in business (Moses, 1999). Employees made
customary promises with organization that they will give his services with full potential
to the organization after getting training programs. This commitment can be explain as
employees offered agreement of loyalty with organization on the other side, organizations
also provide guarantees to the employees of healthy work environment, career
development programs, and training programs (Feldman, 2000).
Today every organization is investing a lot of funds to make training and developments
program for their employees in order to get sustainable development and have
competitive advantage. Employees training and development programs are growing
rapidly and organization are using this tool to remain competitive in the market.
According to the scholars and professionals discussion training and development has
huge impacts on organizational goals. There are some scholars which consider training
programs in financial benefits whereas the other scholars believe that training and
development opportunity link with employees’ retention (Colarelli and Montei 1996;
Becker 1993). According to the Goldstein and Ford learning and development would
increase through organized training system which brings effectiveness in organization,
individual task and team intentions (Goldstein and Ford 2002).
Literature Review:
In order to improve employees skills and abilities organizations are offering different
training and development programs globally. In the early 90s Sear Credit started a career
development program for employees in which they arranged skills for job specialization
and this program created value for the company (O’Herron and Simonsen 1995). A
countrywide departmental store JC Penny, initiated a virtual university to provide specific
skills and abilities to employees to perform particular task according to the job (Garger
1999). UST University was established by U.S, Tsubaki, Illinois to facilitate
organizational improvement programs which accomplish individual need and as well as
organization need (Callahan 2000). On the basis of this same logic most of the companies
are providing number of programs for the upgrading and abilities development of their
employees.
According to the Kleiman employee orientation, management skills and operational skills
are the constructed products of the employees training programs (Mel Kleiman, 2000).
The practices of training and development programs must be include capability and
suitable structure so that organizations apply these practices in business at the corporate
level (Janet Kottke, 1999). There are some important parts of this theory such as improve
knowledge, collaboration, creative thinking and problem solving techniques (Kottke,
1999). On of the most significant objective of any training and development program is
to convert company vision and help employee to learn organization culture (Gerbman
2000).