A Report on the Effectiveness of Training and Development Programs

This report delves into the effectiveness of training and development programs within organizations. It highlights the significance of human resource management in fostering employee growth and maximizing productivity. The report emphasizes the importance of well-designed training programs in communicating organizational goals, improving employee skills, and preparing individuals for future roles. Various approaches to training, including reactive, proactive, and active learning, are discussed, along with the benefits of continuous learning in a competitive environment. The report underscores the impact of training on employee performance, productivity, and organizational success, while also addressing the reduction of employee turnover and absenteeism. It also explores the role of training in fostering team spirit, addressing employee weaknesses, and ensuring consistency in performance. The report concludes by emphasizing the vital role of effective training and development in empowering employees, enhancing service quality, and achieving organizational objectives.

Running head: EFFECTIVENESS OF TRAINING AND DEVELOPMENT
EFFECTIVENESS OF TRAINING AND DEVELOPMENT
Name of the Student
Name of the University
Authors Note

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EFFECTIVENESS OF TRAINING AND DEVELOPMENT
Human resource management generally refers to the development and management of
employees within the organization. The management is responsible for employee’s training and
development, recruitment, training and development, rewarding and performance appraisal
(Sung and Choi 2014). HR is more importantly concerned with management of individuals
within the organization and focuses on systems and policies. In the competitive environment, the
HR mangers or business owners must be active and adopt various strategies to maximize its
productivity and efficiency rate. Successful organization provides training and development
facilities to their employees for better utilization of skills.
A well designed training and development programs helps in communicating the goals
and objectives to be achieved by the employees in the organization (Zaitseva et al. 2015).
Besides being a core and major function of human resource management, training and
development is all an organization’s sub-system. Moreover, training and development both
provides both the employees and the company all such benefits that makes their time and cost a
worthwhile investment.
Training and development is the field that is concerned with the organizational activities
that aims at improving the individual’s performance as well as groups in organizational settings.
This leads to the development of “human” resources so that it remains competitive in the current
business environment (Ayeleke et al. 2016). Training provides greater opportunity for all their
employees to expand their knowledge base. It focuses on doing all such activities in the present
day to develop the employees for their current jobs.
While development helps to prepare all the employees for their future responsibilities and
roles. In order to make sure that right individual are equipped with the right abilities, skills and
knowledge, training and development program is implemented. This makes the employees

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perform their assigned task more effectively, which further plays a vital role in making the
business more successful (Tahir et al. 2014). To fulfill the present and future requirements of the
business, training and development process leads to improve the employee’s strategic roles.
Training and development of employees are vital for any organization or company that
focuses at progressing. Training and development is highly significant as it helps in addressing
all the weaknesses of the employees (Seidle, Fernandez and Perry 2016). It therefore helps in
improving the employee’s performance and provides consistency in the worker’s performance.
Training and development of the employees increases the productivity of the organization due to
improved quality of products and services. This also helps in addressing the weaknesses of the
employees and reduction of cost spent on supervision.
The major objective of the training and development is to increase employee’s
productivity. This facilitates in proper optimization of human resources and helps in developing
a better corporate image. Training and development creates a sense of team spirit, team-work and
inter-team collaboration within the employees. Moreover, training and development also helps in
improving the safety and health of the business firm and thus prevents obsolescence. There are
various approaches to training and development, which includes reactive, proactive and active
learning approach (Chakraborty and Saha 2017).
Reactive approach to training is the traditional approach that involves event orient
activity and classrooms trainings. Proactive approach aligns all the learning activities with the
business strategy and focuses on developing individual’s competencies. On the other hand, in
active learning approach trainees plays a major role in employee’s learning by exploring
situational problems and issues under the facilitator guidance. The training learn from the
programs by asking thoughts provoking questions, finding answers and evaluating different

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observations that is made during the process (Tangthong, Trimetsoontorn and Rojniruntikul
2014). This approach also has major impact on the individual’s learning as it encourage them to
find better solutions in all the challenging situations and facilitates employees long-term
retention. In the recent competitive environment, continuous learning is a must for the success of
the individuals. It is compulsory for the workers to succeed in both personal as well as
professional life (Fletcher, Alfes and Robinson 2016). The organizations need to ensure that
employees need to learn continuously to keep up with increased demands of their job. This
provides the company to maintain and gain competitive advantage. The managers of the
organization should take active part in the performance review of the employees and planning
process.
In the current scenario, successful and high performing firms are recognizing the need for
efficient and best uses of training and development practices that enhances the firm’s
competitive advantage. Investment in training and development has been connected to the
businesses bottom line (Raza et al. 2017). Training and development is also a vital element for
all the business if the potential and value of its individuals is to be developed and harnessed. It is
the duty of HR to set and implement an implement higher roadmap for effective and strategic
training and development of the organization. Through effective implementation of training and
development the organizational goals and objectives is directly impacted that enhances the
organizational performance.
It is vital for the business to focus on job trainings and continual learning. Effective
training also provides better opportunities for the firm to learn and grow. Moreover, the
employee performance is further augmented by competitive advantage. The primary or main
reason for providing training within the organization is increased productivity and adherence to

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high quality standards (Akey et al. 2017). Organization flexibility and stability is increased at a
rapid rate. This reduces the amount of direction and supervision in the organization and
resources are utilized more economically.
Better industrial relation is maintained due to the increased productivity rate and new
appraisal techniques. Furthermore rate of employee turnover and absenteeism is drastically
reduced due to effective training and development plan. The ongoing training program within the
organization helps the employee to feel more confident while delivering the services (Wingreen
and Blanton 2017). Even though the technology changes the employees actively respond to the
changes that are developed due to organizational restructuring. The employees are provided with
an ability to respond to changes that occurs due to manpower diversity.
Training and development directly affects the productivity of the employees and
improves employee’s efficiency. Workers stay up to date with the latest technology and use
present ones in a better way. Well trained employees showcases both quality and quantity
performance. This leads to minimize wastage of money, time and resources when the workers
are adequately trained (Zaitseva et al. 2015). Training improves the required skill set for the
employees and also empowers them to address tasks independently.
In an organization most of the errors generally occur as the employees lacks the precise
skills and desired knowledge needed for completing a specified job. The more trained a worker
is, less is the chance of an employee doing error for their job. Continuous training and
development therefore ensures that workers acquire adequate skill at right time. Training
improves the required skill sets of the employees, thereby empowering them to complete the
tasks more independently. Training and development within the organization creates a pool of all
cross-trained employees so that the gap is bridged when any of the employees unexpectedly

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leaves the organization (Garavan et al. 2016). The employees can be easily trained on minor
additional skills that are related to customer services, sales, operations and administration. Cross-
training helps in fostering the team spirit and workers perform their job in a more systematic and
co-ordinate way.
Many of the organizations overlooks the employee’s hidden talent but proper training and
development of the employees provides a major catalytic platform so that employees can easily
share their ideas with the management (Chowdhury 2016). From the past experiences, it has been
proved that few employees often yearn for leadership role in the business. The workers
immensely feel that they belong to the organization or the company they work for and try to give
their best services (Sung and Choi 2014). The individuals do not get an opportunity to enhance
their hidden skills as there is no leadership development program within the firm (Donate, Peña
and Sanchez de Pablo 2016). When employees are allowed to attend these programs, it helps the
firm to recognize the leaders of future within the existing workforce.
Training and development helps in making the employees more satisfied with their role
in the organization. Training the employees creates major feelings of confidence in the
employees mind. It provides them a sense of security and mutual respect within the workplace.
This leads to reducing the absenteeism and employee turnover rates. Majority of the employees
have certain weakness in their workplace and this hinders them from giving their best outputs.
Training assists the employees in eliminating all weaknesses of the employees (Ayeleke et al.
2016). It helps in strengthening the skills of the worker and also developing their inner barriers.
A systematic and well-organized program for staff‘s development helps them in gain in
analogous knowledge and skills. This facilitates them in bringing to a more advanced and

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uniform level. This showcases the reliability of the whole workforce, which proves that the
company does not have to rely on any specific employees.
A well- organized and systematic plan for employees training and development provides
the employees with constant experience and knowledge. Regular training when accessed to
employees provides them consistent knowledge of procedures and tasks to facilitate consistent
experience. This is highly relevant for the employees so that they are acquainted to the basic
company procedures and policies at a regular basis.
Training and development programs are provided to ensure that the workers consistency
rate is improved and enhanced. It ensures that every employee should have consistent knowledge
so that all the tasks are completed on time and without any problems or issues. Safety,
administrative and discrimination chores are the most vital tasks that require adequate training
(Fletcher, Alfes and Robinson 2016). This approach mostly consists of ethics and administrative
procedures during training.
Effective training and development plan can be vital factor in addressing all the
inequalities related to employee’s gender, race and disabilities. Therefore, it can be concluded
that an organization’s adequate training and development program empowers the employees.
Employees become more efficient to execute their roles to the highest standards. This further led
the organization to deliver best and high quality services to their customers. Training and
development of the employees are broadly described as that activity that focuses at raising the
employee’s standards. This further lifts the employee’s quality, organization experiences and
productivity rate.

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