Role and Significance of Training and Development in Organizations

This essay provides a comprehensive overview of the role and significance of training and development in organizational management. It begins by defining training and development and highlighting its importance as a core element of management functions. The essay explores various approaches to training, including traditional, proactive, and active attention approaches, and discusses the different types of training methods such as on-the-job and off-the-job training. It delves into the goals of training and development within an organization, emphasizing the enhancement of employee skills, knowledge, and attitudes to achieve operational effectiveness. The study also discusses the importance of training and development, including addressing employee weaknesses, improving performance, and ensuring consistency in organizational policies and processes. The essay then examines the objectives of training and development in organizational development and concludes by summarizing the key findings and implications of training and development in the modern workplace.

RUNNING HEAD: Role and Significance of Training and Development
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Role and Significance of Training and Development

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Training and development is the important element of the management function. Several
companies see training and development as a basic element of the management plan. Training
and development ensure continuous ability advancement of representatives working in the
organization and habituates procedure for learning for creating information to work. This essay
describes the role of organizational training and development in management. The study also
explains the importance of training and development within the organization. The main aim of
preparing this essay is to evaluate the information, provides types of approaches to training and
development, goals of training and development in the organization, the hypothesis for training
and findings of the discussion.
According to Armstrong & Taylor (2014), training and development is the creation which is
concerned with company movement which main focus is to enhance the employee’s execution in
the organization. Training and development include learning and instructing the employee to
accomplish a remark in things being done any other way. Manager clarifies that training is a
procedure which is considered to motivate the employees in order to achieve the stated
objectives and this process enables the employees to perform in an effective way in the
organization. Training is conducted for employees to improve their performance level and to
make the representatives strategically unique, and also improve their aptitudes, learning, and
attitudes anticipated that would accomplish operational effectiveness. Training and advancement
demonstrate an essential chance to expand the information base of all employees, however,
various organizations discover the opportunity expensive. In spite of the potential drawbacks,
training and development provide both the company as a complete and the people with favorable
conditions that make cost and time an advantageous speculation.
According to Beier & Kanfer (2010), the major points which show the importance of
organizational training and development is explained as follows is addressing weakness which
states that the majority of representatives consist weakness in their office capabilities. A training
program permits the organization to encourage individual capabilities which every representative
must to develop. An advancement program passes on all employees to a greater amount so they
all have same capacities and learning. This decreases weak connections inside the company who
depend strongly on others to complete basic work assignments. Giving the basic training makes a
general proficient staff with operators who can acknowledge control for each unique as required,

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work on teams or work independently without reliable help and supervision from others (Brown
& Harvey, 2011).
According to Burke & Noumair (2015), the second factor which shows the importance of
training and development is improved employee performance which means that a representative
who perceives the essential training is more capable to execute his or her job. He or she should
know about the safety exercises and a suitable process for the genuine job. Training may
establish the representative’s self-confidence because he or she has the capability to understand
their roles and responsibilities in the organization. This help may enforce employee to perform in
a desirable manner and implement new ideas or plans in the organization. Providing training
continuously to the employee also enable the business to perform well for the development of the
industry. An employee of the organization who is capable and has the ability to take the business
on the top of industry principles and also maintain the position as a pioneer and powerful rival in
the business is only possible by giving proper training and development to employees in the
organization. The third point of importance is persistency which refers that a prepared training
and development program affirms that employees will have enough involvement and learning to
manage the issues occurs within the organization. According to Niazi (2011), the consistency is
specifically relevant for the organization’s fundamental policies and process. Each representative
should be known about the prospects and process within the company. This involves security,
gender inequality, and management duties. Putting all representatives through continuous
training and development in these parts confirms that all employees at least have revelation to
the information.
According to Owoyemi et al. (2011), there are some approaches to training and development that
enables the employees to perform well and in an effective manner. A first approach is a
traditional approach which is also known as reactionary, driven by strategic conveyance of
specialized aptitudes in blocks, classrooms preparing and where training is ignored as an
occasion situated exercise. The second way to deal with training and advancement is a proactive
approach. Proactive approach in the learning organizations adjusts every learning exercise to the
corporate business methodology, and is focused is on making skills. The third way to deal with
training and improvement is an active attention approach which assumes a significant part in
learning by developing issues and situational problems under the heading of their facilitator. The

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trainees learn by asking provocative request, looking for answers, and translating distinctive
recognitions made during the methodology. The dynamic learning approach has its persevering
impact on learning since it helps in long term support and findings reliable learning is
fundamental to advance. Individuals need to make sense of how to win in life and at work.
Company need to ensure their employees continue adapting, so they can remain mindful of
extended business requests in this way the organization can maintain competitive benefits.
According to Saks et al. (2010), various practices are used in diverse organizations and in
different industries. Thus, a requirement of training and development programs is depend upon
the demand of the job description. However, it consists several kinds of methods used by the
organization in the training and development. Kinds of training and development provided to
employees are on-the-job training and off-the-job training methods. The points include in on the
job and off the job training is as follows:
Job description Classroom Lectures
Coaching Case Study Method
Job rotation Audio-visual method
Panel Assignment Vestibule training
Entry level position Computer Modeling
Preparing through well ordered
Worker Development Programs are planned to cater particular goals, that add to mutually agents
and also, authoritative viability. There are a couple of stages in the process of management
improvement. These incorporate investigating organization objectives, surveying the affiliation's
On-the-job training Off-the-job Training

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available administration assets, deciding individual needs, arranging and executing advancement
plans and examining the suitability of these activities and evaluating the effects of getting ready
on individuals nature of work environment.. The discussion of the significance of training and
development states three major factors (Salas et al., 2012). The first factor states that training and
development enable theorganization to identify the training and development requirements.
Directors are relied upon to examine training and improvement need with each of their staff at
any rate yearly as a component of the Performance Review and Planning process. The second
factor is the internal training and improvement sessions which arranges training for staff on all
campuses sites and can set up particular sessions to address distinguished issues for a division or
segment gathering of offices or occupational group. Registering Services also directs a
continuous program of courses for staff and other association segments and offices offer
instructional meetings for staff as necessities emerge. The third factor is outer preparing and
advancement supported staff going to outside courses every once in a while the association may
choose to send staff to particular outside courses. Contingent on the idea of the course and the
time periods, selections might be looked for by the Director Training and Development from
fitting administrators.
According to Zwikael & Unger-Aviram (2010), training and development objectives in an
organizational development gives a sorts of training and development objectives recognized will
depend upon the individual and hierarchical objectives perceived through the strategic planning
process and the agreed examination procedure. In any event, the objectives may, as a base
standard, assess the accompanying, for example, mission, values, key objectives, rise to
circumstance arrangements, and expert development in the association. The speculation of the
training and advancement in a hierarchical advancement help the company from various
perspectives, for example, it enhances profitability, adequacy, and productivity of the taxpayer
driven organization by improvement and enhances aptitudes, abilities, and capability of agents. It
also empowers the workers to build up their learning’s, abilities, and aptitudes with the goal that
they may become more qualified by remembering the business goals and objectives and to
perform errands of their present employment and progress to more capable positions. Training
and development give for the development of supervisors able for executing and making feasible

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administration frameworks for the accomplishment of each State office's objectives and
destinations.
According to Phillips & Phillips (2016), the examination of training and development research
reveals that human resource part is to develop and execute an abnormal state structure for vital
training and improvement. The planned strategy of training and development specifically
advertise organizational objectives and points in order to expanding company execution. The
findings emerged as an outcome because of the review are talking about as organizations should
focus on consistently learning and occupation training, the manager must be involved with
approach decisions for training and advancement, great training should offer opportunities for
employees to develop and worker execution is increased through competitive advantage.
From the above essay, it has been concluded that training and development play an important
part in the management functions of a business. This essay explains the role and importance of
organizational training and development. The study explains the several points of training and
development which includes types of approaches, different types of training in the company,
goals of training and development in an organizational development and the outcomes of the
training and development analysis.

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References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beier, M. E., & Kanfer, R. (2010). Motivation in training and development: A phase
perspective. Learning, training, and development in organizations, 65-97.
Beier, M. E., & Kanfer, R. (2010). Motivation in training and development: A phase
perspective. Learning, training, and development in organizations, 65-97.
Brown, D. R., & Harvey, D. F. (2011). An experiential approach to organization development.
Burke, W. W., & Noumair, D. A. (2015). Organization development: A process of learning and
changing. FT Press.
Niazi, B. R. A. S. (2011). Training and development strategy and its role in organizational
performance. Journal of public Administration and Governance, 1(2), 42-57.
Owoyemi, O. A., Oyelere, M., Elegbede, T., & Gbajumo-Sheriff, M. (2011). Enhancing
employees' commitment to the organisation through training. International Journal of
Business and Management, 6(7), 280.
Phillips, J. J., & Phillips, P. P. (2016). Handbook of training evaluation and measurement
methods. Routledge.
Saks, A. M., Haccoun, R. R., & Belcourt, M. (2010). Managing performance through training
and development. Cengage Learning.
Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training
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Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training
and development in organizations: What matters in practice. Psychological science in the
public interest, 13(2), 74-101.
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