Employee Training and Development's Impact at Woolworths: A Report

This report examines the impact of employee training and development on organizational performance, specifically in the context of Woolworths. It explores the benefits of both on-the-job and in-house training, highlighting how they improve employee efficiency, job-linked skills, and overall productivity. The report emphasizes the importance of evaluating training programs to ensure a positive return on investment, considering the costs associated with training. It references various studies and literature reviews to support the claim that while training and development programs require significant financial investment, the benefits, such as improved employee performance, skill development, and organizational competitiveness, often outweigh the costs. The report underscores the need for Woolworths' HR department to effectively showcase and communicate the value of training and development initiatives to management.

IMPACT OF EMPLOYEE TRAINING AND DEVELOPMENT IN RELATION TO THE
COST AND BENEFIT ON ORGANIZATION IN CONTEXT OF WOOLWORTHS
By (Student’s Name)
Professor’s Name
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Impact of Employee Training and Development In Relation To the Cost and Benefit on
Organization in Context of Woolworths
Harshit (2012) held that Training and Development (T&D) improves efficiency and
develops a systematic means of undertaking duties alongside assigned tasks. Whereas training
emphasizes on undertaking activities today for employee development for the present jobs,
development prepares employees for upcoming responsibilities and roles. Training can either be
“on the job-training or in-house training.” Employees benefit from in-house training as it help
them adjust to their respective works and endowed with relevant job-linked skills which include
practical and theoretical knowledge. According to Raja, Furqan and Muhammad (2011), on the
job-training reduces cost and saves time and hence it is cost-effective and time-saving thereby
benefiting employees by helping the acquire knowledge of their job effectively as they learn via
practical experience much better. This has a substantial positive effect on the performance of the
organization.
According to Harshit (2012), T&D impacts the disparity between employees’ current
specification and job requirement. Like any other activity of the organization, training needs
energy, time, and funds. Harshit (2012) hold that training is an organizational investment in the
productivity and retention of employees via the provision for career progression alongside
employees’ satisfaction with the job over a long period. Thus, the organization requires to know
if investment in T&D is being effectively spent. Therefore, ongoing evaluation of T&D is
essential.
T&D evaluation implies assessing the impact of training on the behavior and
performance of the trainee Harshit (2012. Organizations are increasingly asking questions
regarding the return on investment in T&D because of the rising spending on T&D Harshit

(2012. A diminishing willingness to spend funds on faith and a rising pressure exists to justify
T&D costs. It is, therefore, important for Woolworths’s HR to emphasize on T&D evaluation
and effectively showcase and communicate to its management that efforts of T&D are making
meaningful contribution.
Kumar, Singh and Kumar (2017) held that organizations have discovered that investment
in T&D for employees has a significant impact on the success of the organization and hence
stress on training to gain competitive advantage in market and keep employees on top of the job.
They established that T&D investment consumes millions of dollars to train and educate
employees on novel skills. However, the return on investment from such costs are promising
when T&D plans are set in planned and systematic manner by identifying the needs for training
of a department and organization. Organizations benefit through improved productivity and
performance of employees and possession of relevant skills.
Harshit (2012) discovered that budgets for training are rising at an unprecedented rate
since organizations utilize training for building skills, indoctrinating novel employees,
transforming culture, merging novel acquisitions into organization as well as building multiple
skills for radically altering jobs.
Pallavi (2013) held that T&D programmes play a central role in each organization. They
improve performance of employees at workplace, updates workers’ knowledge as well as
improve employees’ personal skills while helping the organization to evade managerial
obsolescence (Pallavi 2013). Training and development programs further help an organization to
evaluate the performance and subsequently take decision such as promotion, compensation,
rewards, and welfare facilities (Pallavi 2013). Training and development programs further

benefit the managers in employee retention, succession planning, and employee motivation
thereby creating effective and efficient employees in the organization (Pallavi 2013).
From the review of the literature, it is apparent that training and development programs
require huge costs but the benefits outweigh the costs.

References
Harshit, A., 2012. Evaluation of Training and Development: An Analysis of Various Models.
IOSR Journal of Business and Management, 5(2), pp.16-22.
http://iosrjournals.org/iosr-jbm/papers/Vol5-issue2/B0521622.pdf
Kumar, A., Singh, S.K. and Kumar, G., 2017. Effectiveness Of In-House Training On Technical
Employees In Biotech Industry. Journal of Technical Education and Training, 9(1), pp.113-124.
file:///C:/Users/noahh/Downloads/1452-5926-1-PB.pdf
Pallavi, P. K., 2013. A Literature Review on Training & Development and Quality of Work Life.
Journal of Arts, Science & Commerce, 4(2), pp.136-143.
http://www.researchersworld.com/vol4/issue2/Paper_20.pdf
Raja, A. G. K., Furqan, A. K. and Muhammad, A. K., 2011. Impact of Training and
Development on Organizational Performance. Global Journal of Management and Business
Research. Global Journal Inc. (USA), 11(7), pp.1-7.
https://globaljournals.org/GJMBR_Volume11/8-Impact-of-Training-and-Development-on-
Organizational-Performance.pdf