Training and Development Report: Employee and Management Perspectives

This report delves into the realm of training and development, examining crucial aspects such as the responsible parties involved in funding training initiatives, including employees, management, or a combination thereof. It explores the expectations organizations hold for training programs, including improved skills and knowledge, alignment with performance appraisals, preparation for increased responsibilities, demonstration of employee value, and enhanced accessibility. The report also touches on the importance of training within organizations, emphasizing standardization advantages and the growth in flexibility and stability it fosters. The report provides an overview of how training and development programs can be used to enhance employee capabilities and contribute to the overall success of an organization. This report is designed to help students understand the fundamental concepts and practical implications of training and development within a business context.

Training and Development

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Responsible Person for paying for training and development and Expectation from Training
and development:.........................................................................................................................3
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Training and development involves in improving the effectiveness of companies as well
the teams and individual working with them. Training can be viewed that could be related to
changed in effective of organization through instructions. Developments related to long term
process in companies and workforce goals. Both are closely related to human resource
management, knowledge management, talents management and human resource developments
that could be from since last two decades (Armstrong and Landers, 2018). While having training
and development employee and students can bring their more self-efficient and attitude towards
in learning the individual capabilities to gain more knowledge. This report explain about the
training along with comparison of LME and CME systems with their advantages and
disadvantages. Also evaluate about women working in low paid work in organization with
justification furthermore discuss systems of management control and learning depends more on
their jobs design explained with given evidence in this report.
MAIN BODY
1. Responsible Person for paying for training and development and Expectation from Training
and development:
Pay for Training and development:
In different countries different person are responsible paying for training. There are three
option which can be considered for paying training which are as follows:
Employees Pay:
They pay for training because they need to upgrade and develop their skills and it will
also give benefits to them in their future, so they pay for training and development. In some
companies' employee pay for training in which they come to know more about knowledge and
that could keep them well-developed in organization.
Employee and Management pay half each:
BY this paying method company acknowledge employees performance and pay half
amount to upgrade and develop employees skills so that they can give benefits for the company
(Noe and Kodwani, 2018), and other half pay by employees because they also want to upgrade
their skill for their better recruitment and to upgrade their knowledge. Various countries having
different rules such as companies pay half and employee pay half for their training and allowing

them for more benefits. Through which they can also do as per they want and make their rules,
those rules that could not be effective by companies and can be easily work with them for having
their better solution. In paying half amount company also need to understand their employee
needs and help them to serve for their training and developments.
Management Pay for Training and development:
In this company and management pay for their employees to get from their better
performance. They also give training to achieve their objective and fulfil their goals and targets
on time. The main reason to pay by management for training and development for the employees
is they want to grow their company and also try maintain their position is the market with
upgrading employees skills and work performance (Purtle, 2020). They provide training and
development for all employees to upgrade their work performance to motivate and inspire them.
Management must need to pay their employee training and make them much efficient that they
can easily work in their business and always tries to follow up their rule as well regulation.
While in some companies' management have to pay for their employee training and
developments as they think that companies should get much production and less employee
turnover through which they can make their companies more developed at marketplace.
From above three explanation it's suggested to the company that management must pay
for training and development for better results because if employees need to pay for training in
organization then they may be avoided this payment because sometimes training only help
companies in their growth and for individual employees it is not worth it so for such reason
company must try to pay for training because it is beneficial for company to providing training
and development for employees. It assists employees and motive them to work with higher
performance and complete task on time it also helps company to teach employee their rules and
regulation for effective work environment (Bibi, Ahmad and Majid, 2018). In training and
developments that could keep employee more motivate and try to keep their tracking work as
they are working in proper manner or not that might be more essential for them as employee. In
motivation and controlling employee can easily achieve their goals which are being set buy their
management or team leaders under which they are working and developments help in improving
their skills and knowledge regards to their business growth.
Expectations from Training and development:

There are various expectation have organization from training and development and this
expectation also convert in benefits for the company. In expectations of training and
developments is making more ability to learned about various sources that should be fits with
having schedule. Likewise, it could be also seems to be except because that might be able to set
goals as well matters to their jobs. Moreover, encouraging them for observing long term goals,
and they must follow them for achieving succession (Rodriguez and Walters, 2017). There are
following benefits organization gain from training,
It improves skills and knowledge:-
Training and development help employees to improve their knowledge and skills and also
help to explore new areas which are beneficial for the growth of the company. In organization
improving must be more required through which they can easier for their company in making
their goals and objective to be completed. Workforce skills and knowledge should be increased
along with that increased through which they can their more development in careers and
companies would also get efficiency worker in their organization. While conducting training and
developments in companies that could make their employee less turnover and increase in their
production furthermore they can also being more supportive towards their organization work. In
improving skills and knowledge people management could make themselves more developed as
well more clearly identified their working situation.
It satisfies the recommendations of performance appraisal:-
It helps company to give recommendation that in which area employees need to
improvement and according to this organization give training to employees (Rao, 2017).
Performance appraisal might be more important in organization that keeps employee as well
manager to know more about their strategies in which they have to work and how they are
working at workplace. Recommendation more essential in their organization and employee
might be required enough kind of preference so that complete work on given time along with that
achieve the goals that are being set for them in companies.
It prepares employees for higher responsibilities:-
Trainings are prepare employees for higher and compile responsibilities with the help of
effective training employees can complex work easily and it gives profit to the company. In
training there are preparing more to their employee with having high quality of responsibilities.
Moreover, paying high for their employee that could be lead to have huge amount of profits.

While training have been given employee become more responsibilities to their work, and they
need to work more on the basis of what work being assigned to them and how much time they
can do that work. Organization also need to understand their employee working skills as they
much capable for that work or not and if not they need to give them more training (Engetou,
2017). After training some employees are well-trained, and they started their working, but some
employees do not about any topic through which they have learned.
It shows employees they are values:-
If management and company pay for employees training them feels that their presence
are important for the company, and they feel valuable. It affects their work, and they motivate
and give 100% to the company. At time of training their people management thinks about their
values and importance in company. Employee must know about their values, and they must have
more presence with their working in companies which make their more necessity in
organizations. Companies pay for their employee training and make their feels that how much
they are more important for their companies in which departments they are working. Employee
should also come to know more about their efficiency, while paying for their training that could
also lead in decreasing their employee turnover and organization could easily achieve their
targeted goals or objectives.
More accessible while working:-
Accessible in working place can be anytime, anywhere or on any device that could help
them in making company more developed. Furthermore, people management wants to access
more in learning and knowledge material at their own convenience. In various companies there
are various methods like some goes with mobile training methods, employee benefits can easily
receiving their business knowledge on any selective device whenever they are required for
employee. The new nature work allow in working flexible with various conditions, meaning and
working from home in car, train so knowledge must be available for workforce (Polo, Cervai
and Kantola,2018). Training must be used by many companies that help in making their
employee skills and knowledgable through which they can come to know more their companies
strategies. The basic ideas for learning their training material meets' employee in the middle of
their working days. Companies are paying more to their employee for providing them accessible
while their training time and make their skills more improved.
Workforce interactive and mesmerizing training material:-

Employee have their expectation that training must be more interactive which keeps them
more interactive and engaged in their working area. Through interactions and features including
social media, image, video for having better results in achieving their business goals. It might be
employee enjoy their training time and feel like more knowledge growth in companies. By
making knowledge employee also feel exciting about their work and it could be easier to keep
their interest in working. In content that assists to perform ultimately and best drive for business
results (Gegenfurtner, Schmidt‐Hertha and Lewis, 2020). Interactive must be important in
organization, which means this help employee to know more about their jobs and some
responsibilities that have been taken by some other in organization.
Clear collaboration and communication channels:-
In running organization they should have better communication skills for their employee
and business at time of setting their business. Trainers must be corresponding to each other in
conducting training and also have process that continuously offered their values in organization.
Technology used can be make their proper growth and try to make their business with working
effective along with that having less turnover of employee at their workplace. Organization must
give their trainers to some extra benefits furthermore manager play roles in keeping eyes on
employee learning guide for that they can make more value in employee and get well skills and
knowledgable workforce.
These all facts help company to achieve their long term and short term goals easily.
Basically Training and development help company to overcome work complexity for the
employees, and they do their work efficiently.
The importance of training in organization:
In fact that can be said that company make employee more effective and productive for
completing their goals. Here some importance of training in organization:
Standardization advantages:-
Through training various methods have positive impact while by production and
standardization (Nguyen and Duong, 2020). All employee trained follows some techniques and
methods for developing their goals and making company growth. Hence, there are also some
little variation in outputs and standards mainly produced by different employees. While by using
standardization methods employee might be improved the increased quality of output in their
organization.

Growth in flexibility and stability of organization:-
Training provides more opportunities and working sector more through which they can
their company growth. In conducting training employee required more skills for working in
various departments. This can might be also resulted in less turnover of labour which means that
having high retaining in organization can be lead to have more flexibility and stability for
companies (Larsen, 2017). At time of having less labour which means that high organizational
stability. Flexibility in organization can easily lead to have more placed in several departments
over given time period required for their employee skills through adequate training.
Reducing supervision and direction:-
In general, it can be said that trained employee are well-known to their jobs along with
this they know how to perform with their responsibilities in organization. It means they basically
just required newer guidance and supervision from their trainer. Supervision can be devoting
their time to time solving their conflicts rather than concentrating on their regular and constant
supervision.
Better industrial relations:-
Training provides different platforms for their employee in maintaining the industrial
relations. Employee should need to develop their feelings towards organization in taking care
and more interest in the while conducting some activities programme. Employee must need to
make their organization with manager and with some authority that could help them in
developing more in companies.
Reduced learning time:-
An untrained employee took much time for learning their organization things, and they
also unable to understand work in company. Meanwhile, there should be well-skilled and trained
employee must be their that might be more acceptable in performance level within no time
(Ocen, Francis and Angundaru, 2017). Therefore, training results helps in reducing the learning
time for employee, and they can easily work in organization. If training have not been taken then
employee will take much time to understand things what is going in their surrounding. Hence,
training helps in reducing the time of employee and companies too in making more understand
about their strategies that could keep them more upgraded and supportive for business growth.
Negative impact of training in organization:
Waste of money and time:-

In some companies they have mainly surely about wasting of money and time in
conducting their employee training. They also need some wages paying for both having trainer
and employee. It means that they must pay salary to whom they will hire as trainer and do not
include training sections. As organization must need to spend their money, time along with
hiring their other people for training. Companies can also take more advantage but as per their
perception they sometime prefer not giving training to employee who are working in their sector
and employee will not be trained, they can also give better results to their companies.
Increasing stress:-
In order to keep working in organization they must need to pay for their training, but they
think that training feels like having stress (Gethe and Hulage, 2020). As employees in
organization takes more stress their jobs levels must goes down and keeping staff upgrade more
important for organization. They also know about the latest trends and knowledgable in every
specific area, training staffs feel them sometime while taking long hours section it feels like
stressed in workforce.
Using too much of theory:-
Management and employee do not pay because they think that in training programs for
certain departments have too much of theory than many applications. This kind of lecture might
be seemed to be very tough for the employee to understand, so they just try to avoid their
training sections and could not like to pay for conducting training sections. Enhance that
theoretical lecture could also make whole training program more boring its for long period in
organization. Management could not like to pay more for their employee training because they
think that no employee would like to attend their training sections and make no sense regards to
their work.
Loss of interest:-
At time of training sections which might be lead to have for long hours, employees also
gets bored and have no more interested in their session. Data and information are not been more
retained their employee and paying for training they just thinks that could make more loss of
interest in any training area (Efrida, Mardiana and Erlina, 2020). When any same trai8ning
sessions being continuously they again started back-to-back showing same data that could also
lead for losing their interest in organization.
Leaving new jobs:-

When employees come to know about that they have to pay for taking training sections
they might be leave the jobs. As people management trained and updated their skills with having
all latest knowledge and skills. After sometime they jump over the another organization which
offers them with high packages or salary for their professionals jobs.
Acquired more time:-
The other more important negative impact of paying training sections that there can be no
more enough time for staff training and directly they are scheduling for training. There are
various organization with dedicated their less time and which do not be more helpful in
developing their employee productive or more knowledge (Rodriguez and Walters, 2017). While
having less time, the trainer usually rushed with their parts of job and that need to be understood
by people management.
Recommendation
In organization employee need to take their training and management must have required
to pay for their training sections. As training and developments more be important in
organization through which they can easily their more employee and try to attract their more
customer. If employee will get more training than that could be more benefits for organization, in
such ways that they will be more capable for bring more customer and making customer
satisfaction. Payroll might be important for companies but that could be in limited and employee
must be well-trained, so they can easily understand their business policies and procedures
through which they are more capable for doing their jobs in specific departments. In various
organization management have provided them more flexibility and accessibility for their training
and developments. In general, it had been said that training and development makes man perfect
it also helps in developing their skills and knowledge gaining from different areas.
CONCLUSION
From the above report it had been concluded that training and developments plays
important roles in everyone life it helps many employees as well students for their well-
developed and make their skills more improved in various areas. But in various organization it
seems that employee is getting more bore with their training sections, and they do not have much

interested in their trainer who basically repeated and again same data. Organization must be
make more useful to their training and make more effective trained people in companies.
REFERENCES
Books and Journals
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Bibi, P., Ahmad, A. and Majid, A.H.A., 2018. The impact of training and development and
supervisor support on employees retention in academic institutions: The moderating
role of work environment. Gadjah Mada International Journal of Business. 20(1).
pp.113-131.
Efrida, W., Mardiana, N. and Erlina, R., 2020. The Impact of Training, Career Development, and
Compensation on Employee Performance. The Future Opportunities and Challenges of
Business in Digital Era 4.0. pp.323-327.
Engetou, E., 2017. The impact of training and development on organizational performance.
Gegenfurtner, A., Schmidt‐Hertha, B. and Lewis, P., 2020. Digital technologies in training and
adult education.
Gethe, R.K. and Hulage, M.S., 2020. The Impact of Technology on Employee Training and
Development Process. IJASSH, pp.01-10.
Larsen, H.H., 2017. Key issues in training and development. Policy and practice in European
human resource management. pp.107-121.
Nguyen, C. and Duong, A., 2020. The Impact of Training and Development, Job Satisfaction and
Job Performance on Young Employee Retention. International Journal of Future
Generation Communication and Networking. 13(3). pp.373-386.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Ocen, E., Francis, K. and Angundaru, G., 2017. The role of training in building employee
commitment: the mediating effect of job satisfaction. European Journal of Training and
Development.
Polo, F., Cervai, S. and Kantola, J., 2018. Training culture. Journal of Workplace Learning.
Purtle, J., 2020. Systematic review of evaluations of trauma-informed organizational
interventions that include staff trainings. Trauma, Violence, & Abuse. 21(4). pp.725-
740.
Rao, M.S., 2017. Innovative tools and techniques to ensure effective employee engagement.
Industrial and Commercial Training.

Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development. 3(10). pp.206-212.