The Effect of Training and Development on Employee Performance

This essay explores the significant impact of training and development on employee performance within organizations. The introduction highlights the importance of training for employee motivation, career development, and organizational growth, emphasizing the detrimental effects of inadequate training programs. The essay then delves into different types of training, differentiating between on-the-job and off-the-job methods and evaluating their respective advantages and disadvantages, with real-world examples from companies like Marriott and aviation industries. Furthermore, it discusses the crucial aspect of training needs assessment, highlighting its role in tailoring programs to meet specific employee requirements, such as leadership skills and customer service. Finally, the essay examines the tangible impact of training on employee performance, including skill development, improved work efficiency, and increased job satisfaction, while also referencing how companies like Deloitte and IT firms utilize training to enhance employee engagement and innovation, ultimately leading to better organizational outcomes. The conclusion reiterates the importance of training and development in improving employee performance and achieving organizational goals.

Advanced critical writing skills
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Table of Contents
INTRODUCTION ...............................................................................................................................4
Paragraph 1......................................................................................................................................4
Paragraph 2: ....................................................................................................................................5
Paragraph 3......................................................................................................................................5
Paragraph 4......................................................................................................................................6
CONCLUSION....................................................................................................................................6
References............................................................................................................................................8
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INTRODUCTION
Training and development is one of the important function if the human resource
management. It refers to the activities conducted by the organisations for the development of
workers and their performance. Lack of training and development programs demotivate workers
and make them to look outside for better opportunities which is not good for the growth of
companies. It is essential to organise various programs and activities for the career development and
performance improvement of the workers to provide them higher level of job satisfaction. Low
performance results to affect the market position, productivity, profitability, work management,
brand image, etc of the company as well (Valentine and et.al., 2011). The proposed essay is based
on the impact of training and development on employee performance. It includes training and
development, its need, types and impact on performance of the workers.
Paragraph 1
Training and development:
According to the McGrath, 2012, “Training and development programs are called as
educational process as they lead to develop the skills, abilities and knowledge of the workers which
is good for their career growth and development” (McGrath, 2012). In favour to this Van Vianen,
Dalhoeven and De Pater, 2011, have stated that “Effective development activities lead to sharp the
skills, concepts, changes the attitude, personality and increases the area of information which tends
to improve the performance of the employees” (Van Vianen, Dalhoeven and De Pater, 2011). With
respect to these statements, I also think that training and development programs are important for
the progress and success of an organisation. It helps in keeping the staff members updated with the
changing market and its requirements. For example, Marriott Hotel of UK conducts various training
programs for developing communication, customer handling, problem solving and team
management skills. These activities result to provide job satisfaction to the staff members and they
like to give the best efforts in achieving the objectives.
On the other hand Bullen, 2014, has said that “Training programs lead to reduce the
employee stress, improves relation among them, improves working environment and organisational
culture along with the behaviour of the staff members” (Bullen, 2014). In contrast to it Surbhi,
2015, has declared that “Training and development programs on regular interval of time not only
develops the individual professionally but also results to improve its living standard and social life.
It helps worker in achieving the objective of quality life by fulfilling basic needs' step by step”
(Surbhi, 2015).
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Paragraph 2:
Types of training:
According to the Chand, 2016., has asserted that “There are two types of training: On- the-
job and Off the job. On the job programs are take place at the workplace when an individual do his
or her actual job whereas off the job training includes the grooming of the staff members away from
their actual work place” (Chand, 2016). In context to it Ford, 2014, has concluded that “On the job
training leads to provide practical knowledge to the employees which aware them about the real
issues and problems and strategies for solving and handling them effectively” (Ford, 2014). In
contrast to it Phillips, 2012, has argued that “Off the job training focuses on the learning process of
the workers and provides them opportunity to discuss their problems face to face with the experts.
Proper theoretical knowledge helps staff members in implementing right approaches in the practical
world” (Phillips, 2012). From theses statements, I think that both the training programmes has their
own advantages and disadvantages. Selection of the training program depends upon the
organisation and its situation. For example, simulation method is used by the companies from off
the job training for improving the performance of the pilots so that they can handle aeroplane
properly
Along with the above statements Moser, 2012, has stated that “Aviation industries like Japan
Airlines, Delta Airline, etc are providing off the job training which includes classroom lectures,
simulations, role plays, case study, etc for developing the skills and abilities of their crew members,
pilots, air hostess and other staff members” (Moser, 2012). In favour to this, I take training and
development programmes as best opportunity for the workers for their development and
enhancement.
Paragraph 3
Training needs:
As per the view of Van Vianen, Dalhoeven and De Pater, 2011, “The first thing organisation
should do before conducting training programmes is to assess the training needs of the employees.
This results to fulfilment of their expectations and also helps in providing effective results as
compare to the normal training sessions” (Van Vianen, Dalhoeven and De Pater, 2011). In a
research Grossman and Salas, 2011, has identified that “Approximate 65% of the employees from
the survey of 200 organisation require training in the field of leadership skills, 52% requires it for
change management and 41% needed for effective customer service” (Grossman and Salas, 2011).
In my opinion, training need assessment helps in identifying the area of improvements in the
workers which results in increasing their performance by developing those areas. For example,
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British Airways conducts need assessment for determining the requirement of its staff members.
Along with it, the company provides communication training to the air-hostess and other crew
members for maintaining good and effective relations with the passengers. In addition, Prest a
Manger provides training to its store manager, waiter and other employees for dealing with the
customers properly. Effective communication and interaction of the staff members with the
consumers help in providing their full satisfaction which makes them to revisit the restaurant.
Paragraph 4
Impact of training and development of the employee performance:
Valentine and et.al., 2011, have concluded that “With the help of training, workers can gauge
their performance, identity and improve their weakness which results to make them experts and
specialists of their job and field” (Valentine and et.al., 2011). On the other hand Ford, 2014, has said
that “It is important for the companies to set some standard for measuring the performance and
improvement in their staff members after the training programs. This lead to know the effectiveness
of activities so that organisation can make appropriate improvements before conducting next time”
(Ford, 2014). Along with this McGrath, 2012, has found that “Active participation of the workers is
most needed thing in the training activities which tends to develop various skills and abilities. Lack
of participation affects the time, money and resources of the company and also gives zero result”
(McGrath, 2012). With reference to these statements, I think that companies can help staff members
in achieving quality performance and work efficiency by developing their skills and capabilities.
For example, Deloitte, UK is providing training to their employees for increasing employee
engagement and performance. In addition, all IT companies like Apple, IBM, etc provides technical
training to their employees for producing some innovative and creative products and services. This
training also helps in keeping the employees updated with the new and latest techniques.
On the other hand Moser, 2012, has said that “Improved and quality performance leads to
achieve various employment benefits, rewards, promotion, salary rise, recognition, etc and this
motivates employees to work with more efforts for accomplishing the organisational goals” (Moser,
2012). All these factors help staff members in improving their living standard and career.
CONCLUSION
From the above study, it is concluded that employees are one of the essential assets of the
company and it is prime responsibility of the firm to fulfil their expectations. With the help of
training and development programmes, companies can improve the performance and work
efficiency of their staff members along with increasing their satisfaction level. There are two types
of training, organisations can use them as per the demand of situation. With the help of effective
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training and development strategies, firm can develop workers and improve its performance as well
in market.
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REFERENCES
Books and Journals
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Grossman, R. and Salas, E., 2011. The transfer of training: what really matters. International
Journal of Training and Development. 15(2). pp.103-120.
McGrath, S., 2012. Vocational education and training for development: A policy in need of a
theory?. International Journal of Educational Development. 32(5). pp.623-631.
Moser, C., 2012. Gender planning and development: Theory, practice and training. Routledge.
Phillips, J.J., 2012. Return on investment in training and performance improvement programs.
Routledge.
Salas, E., Tannenbaum, S.I., Kraiger, K. and 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). pp.74-101.
Valentine, S. and et.al., 2011. Corporate ethical values, group creativity, job satisfaction and
turnover intention: The impact of work context on work response. Journal of Business
Ethics. 98(3). pp.353-372.
Van Vianen, A.E., Dalhoeven, B.A. and De Pater, I.E., 2011. Aging and training and development
willingness: Employee and supervisor mindsets.Journal of Organizational Behavior. 32(2).
pp.226-247.
Online
Bullen, D., 2014. How Top companies make their ROI case for employee training. [Online].
Available Through: <http://www.skilledup.com/insights/how-top-companies-make-the-roi-
case-for-employee-training>. [Accessed on 26th April 2016]
Chand, S., 2016. Training methods: On job trainig and off the job training methods. [Online].
Available Through: <http://www.yourarticlelibrary.com/employees/training-methods-on-job-
training-and-off-the-job-training-methods/5421/>. [Accessed on 26th April 2016]
Surbhi, 2015. Difference between on the job and off the job training. [Online]. Available Through:
<http://keydifferences.com/difference-between-on-the-job-and-off-the-job-training.html>.
[Accessed on 26th April 2016]
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