In the world of work today, “Organization operate in more
complex, competitive and volatile environments, where they need to change
strategies, structures and process in order to respond to the business challenges
increase”(Conner, 1999: Higgs and Rowland, 2001). Thus
the obvious way for organizations to remain competitive in this era of
globalization that is highly driven by innovations, knowledge and technology is
by placing importance on acquiring new skills and creative knowledge through
training and development of its employees (Scott, 2007).
Wan
(2007) argues that the only strategy for organizations to
radically improve their workforce productivity is to seek to optimize their
workforce through comprehensive training and career development. To achieve
this purpose, organizations must afford proper training to acquire the
requisite skills and competencies that will enable them function effectively in
complex situations.
This is premised on the fact that
an expertise and skills are increasingly seen as the key level not only for
organizations, but for the economy as a whole to compete internationally (Leitch, 2006).
Learning,
Training & Development
According
to Armstrong (2010) learning
and development is the process of ensuring that the organization has the
knowledgeable, skilled and engaged workforce it needs. It involves facilitating
the acquisition by individuals and teams of knowledge and skills through
practice, learning events and programs provided by the organization, guidance
and coaching provided by the line managers and others, and self - directed
learning activities carried out by individuals.
According to Armstrong (2014) defined training as the systematic
application of formal processes to impart knowledge and help workers to acquire
requisite skills for them to perform their jobs satisfactorily. This definition
supported with Olakunle & Ehi (2008),
who see training as the methodical development of the knowledge, skill and
attitude required by an individual employee to perform effectively on a given
task or job. Therefore the process of training and development is a continuous one
and an avenue to gain more and new knowledge and develop further the skills and
techniques to function effectively (Isyaku,
2000).
In the view of Armstrong (2014), development is
considered as the growth or realization of person’s ability and the potential
through the provision of learning and educational experiences.
Harrison
(2009) concludes the key aim of learning and development as an
organizational process is to aid collective progression through the
collaborative expert and ethical stimulation and facilitation of learning and
knowledge that support business goals, improve individual potentials, and
respect and build on diversity”.
Accordingly with the proficient
industry expertise in tourism and hospitality trade the “loop wholes are invisible”. Due to this matter the readiness level of subordinates plays a
critical part when quick decision making is vital. Constant variations in
tourism trends and current economic environment are uncontrollable dynamics
that cause to influence on employee disengagement and low competences in the Sri Lankan tourism sector. Thus lack of training and development is a key disadvantage for an
organization that will drastically impact on its sustainability.
§ Ineffective
employee engagement creates low productivity in the organization.
§ Staff
demotivate will influence to create goal in-congruence via departments.
§ Poor leadership
interest and control.
§
High employee turnover.
|
Figure 01 Kolb Learning Cycle
(Source:
Armstrong, 2006)
Sloman
(2003) between learning, which ‘lies within the domain of the
individual’, and training, which ‘lies within the domain of the organization’.
Today the approach is to focus on individual learning, and ensure that it takes
place when required - ‘just - for - you’ and ‘Just - in - time’ learning.
Therefore learning involves the acquisitions of abstract concepts that can be
applied flexibility in a range of situations. The motivation for the
development of new concepts is provided by new experiences (Kolb, 1984).
The
Experiential Learning Cycle
Experiential learning will highly
influence to create an effective workforce. Therefore with the industry
expertise in tourism and hospitality sector training of housekeeping function
as tap heads to gain concrete experience within the industry.
Concrete
Experience:
Personalized service and
housekeeping function as tap heads to gain efficiency through staff
motivational training program to increase employee engagement for better
productivity.
Reflective
Observation:
With the influence of trainers’
observation, the housekeeping staff will be gaining knowledge to improve
effectiveness in room service, proper communication, time management, and
business ethics to improve the readiness level of the staff to manage situations
effectively.
Abstract
Conceptualization:
With the supervision of achieving
set KPIs in a given time frame and the readiness level of the housekeeping
staff will enhance the idea of practicing their knowledge through leaning that
will help to deliver effective workforce by strengthening employee engagement.
Active
Experimentation:
Leaning through training will
help the staff to be committed by completing the task successfully through
increasing productivity by delivering positive results on taking effective
actions in any given situations, while this creates new concrete experience to
the staff and the cycle begins.
Significance probabilities on after training housekeeping:
§
High commitment and competency of
the workforce.
§
Being more customer oriented due
to the knowledge of training and development.
§
Negative customer service
feedback.
§
The staff of the hotel will feel
inspired to go above and beyond the call of duty.
§
Dedication and innovation help to
develop an excellent hospitality staff.
§
Identifying the level of employee
output helps to exert the effective decision making.
According to Armstrong (2014) citation on Kolb learning cycle is explained in
the above figure 01, discuss “to learn effectively, individuals must shift from
being observers to participants, from direct involvement to a more objective
analytical detachment”.
Therefore with the effect from
identifying the gap between what people know and can do and what they should
know and be able to do is concerned with identifying and satisfying learning
development needs (Armstrong,2012 cited
in Olakunle and Ehi, 2008).
Purcell
et al.,(2003) believe
that discretionary behavior which helps the firm to be successful is most
likely to happened, when employees are well motivated and duel committed to the
business and when the job given them high level of satisfaction.
Therefore
(Purcell et
al., 2003) established that the key policy and practice factors
influencing levels of commitment were:
§
received training last year;
§
are satisfied
with career opportunities;
§
are satisfied
with the performance appraisal system;
§
think managers
are good in people management (leadership);
§
find their
work challenging;
§
think their
form helps them achieve a work – life balance;
§
Are satisfied
with communication or company performance.
According to (Bentley, 2006) with the influence of training and development it
add value to the training process and direct organizations towards the
achievement of their strategic objectives.
Training and development
activities allow organizations to adapt, compete, innovate, excel, be safe,
produce, improve service, and reach goals. In the United States alone,
organizations spend about $135 billion in training individuals per year (Patel, 2010). Organizations like Toyota, Apple,
Microsoft, and British Petroleum are constantly change with the social trends
and pattern were training and development programs are essential to influence
perform a high degree of learn – ability, logical ability, cooperation and
management potential, communication and advanced expertise and planned approach
for problem solving (Sreenivas, 2006).
According to Armstrong (2014) formal training is indeed only one of the ways of
ensuring that leaning takes place, but it can be justified in the following
circumstances:
· The knowledge or skills cannot be
acquired satisfactorily in the workplace or by self-directing learning.
· Different skills are required by
a number of people, which have to be developed quickly to meet new demands and
cannot be gained by relying on experience.
· The tasks to be carried out are
so specialized or complex that people are unlikely to master them on their own
initiative at a reasonable speed.
· When a leaning need common to a
number of people has to be met that can readily be dealt with in a training
event or programed.
For example: Induction, essential
IT skills, communication skills,
Consequently there are two major
areas of training in organization: these are “on - the - job” training and “off
- the - job” training (Sulu, 2011).
On-the-job training describes a variety of methods that are applied while
employees are actually performing their jobs.
In on-the-job location, the
emphasis is more on the acquisition of specific, local knowledge in real
situation (Cole, 1997).
Induction/orientations, coaching,
apprenticeships/internships, job instruction training, job rotation/
enlargement/ enrichment and understudy are methods that include in On-the-job (Bankole, 2000: Nwokocha, 2014).
Accordingly the advantages of
On-the-job training; it facilitates the transfer of learning in organizations,
the training approach familiarizes the individual with the procedures and tools
trainees are going with, the acceptance of trainees is enhanced since they
would be pre – exposed to those they would work with (Olankunle and Ehi, 2008).
Having considered the above
facts, it is understood that training research has come a long way.
Today it is empirical in nature
and theoretically based. (Wright &
Geroy, 2001) note that employee competencies change through effective
training programs.
According to (Ford & Kraiger, 2007; Salas & Kozlowski, 2010) the next 50 years
will bring many challenges to the science of training. As the population gets
older, wiser, more technology savvy, more insistent of receiving just - in -
time knowledge, more supportive of collaboration, and more involved in
multitasking, the science will have to even more multidisciplinary, integrating
findings from different areas such as human performance
modeling, augmented cognition, change management, skill acquisition.
Conclusion
& Recommendation
Employee engagement is the
emotional commitment employees have towards the organization and its goals (Evans & Lindsay, 2012). Training
and development influence to increase the level of commitment of employee
engagement to deliver their knowledge towards the organization success. According
to (Arthur, 1994; Scholl, 2003) companies
can seek to achieve organizational goals through a multiplicity of human
resource strategies and methodologies. One such approach, a commitment
strategy, attempts to develop psychological connections between the company and
employee as a means of achieving goals.
Considering above facts, it
highlights the level of influence towards an organization through an effective
training and development. With the industry expertise in the tourism and
hospitality sector it is essential to exert analyzing training needs to fit the
overall objectives to increase commitment and competency level in the
hospitality trade.
In the context of service oriented environment it is
essential to reduce number of accidents,
labor turnover, increase inefficiency and
avoid job dissatisfaction to deliver effective service towards the
stakeholders.
References
Arthur Jr, W & Bennett Jr,
W. (2003). Effectiveness of Training in Organizations: A
Meta-Analysis of Design and Evaluation Features. Applied
psychology. [Online]. 88(2), 234 - 245. [15 September
2018]. Available from:
Armstrong, M. (2003), A Handbook of Human Resource Management
Practice, Kogan Page, London.
Armstrong,
M (1992). Strategic Human Resource Management. (4th
Ed.). Great Britain & United States: Kogan Page Limited.
Armstrong, M (2010). ARMSTRONG’S ESSENTIAL HUMAN
RESOURCE MANAGEMENT PRACTICE. (1st Ed.). Great Britain & United States: Kogan
Page Limited.
Armstrong, M (2014). Armstrong’s Handbook of Human
Resource Management Practice. (13TH Ed.). Great Britain & United
States: Kogan Page Limited.
Brum, S. (2007). What Impact does training have on
employee commitment and employee turnover? Training and Employee
Commitment. [Online]. 13(1), 2-8. [9 September
2018]. Available from: https://mdi.missouristate.edu/assets/mdi/Brum-Impact_of_Training_on_Employee.pdf
Beaver, G & Hutchings, K. (2005). Training and
developing an age diverse workforce in small medium enterprises: the need for a
strategic approach. Education and
Training. [Online]. 25(47), 2-11. [14 September 2018]. Available
from:
Bowman, J. and
Wilson, J. P. (2008), “Different roles, different perspectives: perceptions
about the purpose of training needs analysis”, Industrial and
Commercial Training, Vol. 40, No.1, pp. 38-41
Bentley, R.
(2006), “Time to get back to the basics”, Personnel Today [Sutton], Jan, pg.
14.
Clarke, N. (2003), “The Politics of Training Needs
Analysis”, Journal of Workplace Learning, Vol. 15, No. 4, pp.
141-153
Hyatt,
S. (2018). Drive Engagement and Impact by Aligning Learning to
Business Objectives. [Online]. [16 September 2018]. Available
from:
Kulkarni, P.P. (2013). A LITERATURE REVIEW ON
TRAINING & DEVELOPMENT AND QUALITY OF WORK LIFE. Training and
Development. [Online]. IV (2), 4-8. [12 September
2018]. Available from: http://www.researchersworld.com/vol4/issue2/Paper_20.pdf
Mcleod,
S. 2017. Kolb's Learning Styles and Experiential Learning
Cycle. [Online]. [15 September 2018]. Available from: https://www.simplypsychology.org/learning-kolb.html
Salas, E. (2012). The Science of Training and
Development in Organizations: What Matters in Practice. Institute for
Simulation & Training.[Online]. 13(2), 75-89. [15 September
2018]. Available from: https://pdfs.semanticscholar.org/0181/b9aa533fd262df009ff113ac42a887afdf95.pdf
Trompenaars, F & Turner, C.H (1998). RIDING THE
WAVES OF CULTURE. (2nd Ed.). London: Kogan Page Limited.
This comment has been removed by the author.
ReplyDeleteEffective recruitment and selection, performance management and Employee engagement are important elements to an organisation that helps to develop the commitment level of employees through effective training and development. According to Herman and Kurt (2009) consider training as the systematic approach to affecting individuals’ knowledge, skills, and attitude in order to improve individual, team, and organizational effectiveness.
DeleteEvery person needs a Leader. Someone to correct mistakes or to give praise. Leaders need to have a baseline, so that they know where deficiencies are. Your blog emphasizes in all areas of 'learning,Training,Development' which is Important to Organization. By discovering your own personal style you will understand your preference in terms of how you would like to experience new information. Continuous reflection and learning will help us to plan our own best actions. (Janus 2002)
ReplyDeleteI agreed with you Crystal. The focus of the training should be to develop transferable skills. The training should be evaluated on the basis of the extent to which it has achieved its purpose (Armstrong, 2014). With the help of training and development employees in the organisation be able to identify their level of performance that guides to exert an effective employee output in an organisation.
DeleteHi Lasitha Interesting read.It portraits the importance of Training & Development with critical evaluations. Drummond (2000) posits that training encompasses the adoption of both formal and informal approaches to impart knowledge so that people get the required skills to deliver.And it is further validated by Armstrong (2003) that ‘training is the formal and systematic modification of behavior through learning which occurs as a result of education,instruction, development and planned experience’ (p. 543).
ReplyDeleteAccordingly one theme that seems to emerge is that training provides the framework in which an employee acquires the requisite skills, knowledge and morale disposition to
Deleteenhance performance and productivity in the organization. Though, there have been divergent views about training. Some schools of thought argue that training leads to an increase in turnover; others believe that training is a tool that can lead to higher levels of performance and employee retention in the organization (Becker, 1993; Colarelli and Montei, 1996 cited in Scott, 2007).
As u clearly narrate importance of T & D, with respect to Kaynak (2003) and Heras (2006) providing training on overall goals of the organization to its employees is more paramount in attaining organizational success in long run.
ReplyDeleteYes I agreed with you Samanthi. In the world of work today, organizations are faced with impediments to cope with the complexities and interconnections of global challenges. Thus, the obvious way for organizations to remain competitive in this era of globalization that is driven by innovations, knowledge and technology is by placing importance on
Deleteacquiring new skills and creative knowledge through training and development of its employees (Scott, 2007).
I Agreed with you Lasitha,but hospitality sector needs more traning and development. According to Leonard (2018)The hospitality industry uses a diverse workforce, which includes a variety of positions that may or may not have a strong educational component. A valet, cleaning personnel and restaurant servers have different requirement than check-in clerks, concierge providers and managers. Yet, the entire workforce is a reflection of a hotel’s hospitality culture, which is why everyone needs to be trained from top to bottom on certain specific values and standards.
ReplyDeleteI agree with you Mohan. Tremendous change in economy and government policies are highly influence to create unemployment and goal insurance in departments as per the reason of not having proper performance management and effective recruitment process for the better development of the workforce. Therefore it is evident that it will influence to create conflicts and constrains, that has a direct influence on organisation sustainability.
DeleteIt is argued and proved that unless individual‟s employees are motivated to make efficient use of potentials found in them during employment process, they may not achieve the level of performance that is desired of them (Rothberg, 2005). For an employee to be motivated, he or she perceives that their want are being met. Thus, the satisfaction of the employee represents an indispensable dimension of the motivational process. A satisfied individual would certainly contribute positively to the realization of organizational goals and objectives, while a dissatisfied employee may not only contribute but also can even act in such a way that the realization of such goals and objectives could be completely destroyed. This underlines the importance of employees‟ satisfaction to the organization (Anka, 1988).
Lasitha, according to your blog you have clearly shown us the real importance of the training and development. In the training and development I think we need to understand the specific areas which are need to be trained on each and every employee. In that point the training and development process will be more efficient. According to Paul, Abeguki, Hezekiah and JoyIfiavor (2014) the performance appraisal will be helpful to identify the areas where the employees need to be trained and at the same time the competency levels can be decided of each and every employee. Therefore we can see a clear connection between performance appraisal and the training and development.
ReplyDeleteI agreed with you Vayanga. With the influence of effective recruitment and selection process the organisation get an opportunity to recruit an effective workforce to drive the organisation to its success. Therefore with the effects of proper training and development the employees get a chance to develop their skills and knowledge through effective training and manage their performance progress effectively.
DeleteAs defined by Aguinis (2005: 2): ‘Performance management is a continuous process of identifying, measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization.’ Its five elements
are agreement, measurement, feedback, positive reinforcement and dialogue. Cappelli (2008: 196) wrote that: ‘When employees fail in their jobs, part of the organization also fails.’ Performance management aims to eliminate or at least significantly reduce this possibility.
Dear Lasitha,you have structured your Blog assignment to clearly prescribe the topic of Training and Development .I believe that you have covered almost every key areas in T & D in very professional manner. as you quoted Armstrongs theory, my self believe defined training as the systematic application of formal processes to impart knowledge and help workers to acquire requisite skills for them to perform their jobs satisfactorily.
ReplyDeleteHi Shiran, I appreciate your comment on the blog. It is evident that every sector or industry needs proper training and development to exert the sustainability of the organisation process.
DeleteIn the views of Sader-Smith (2006) and Chika et al (2014), training is concerned with a tactical approach to deal on predefined acquisition of knowledge, skills, rules, concepts, or attitude that will result to improved performance in the organization.
Good read Lasitha, According to Stredwick(2005) training and development is the most important role in human resources, because employee training and development is help employees to improve their performance as well as the performance of the organization. One of the key aspects in improving employee performance in organizations is training and development. Therefore, learning to improved organizational performance and growth.
ReplyDeleteI appreciate your comment on this blog. According to Armstrong (2009) posits that training aims at improving the current work skills, attitude and behavior, while development effort is directed towards various forms of learning activities that nurture individual to exercise a broader or increased future responsibility. This holds that training and development are geared towards maximizing the competence of employees and enhance their skills, experiences, potentials and capacities that will boost corporate prosperity.
DeleteHi Lasitha, you have well explained the importance of training and development in your blog. Moreover, effectiveness of the training is significantly influenced by the training works, the way training is designed, delivered and implementation of the same. A well-designed training is impactful and important for any organization as continuous learning and skills development are part and parcel of contemporary organizations. Hence, well-devised training and development measures will certainly enable employees of the organization to be more productive and become greater performers (Salas et al, 2012).
ReplyDeleteI agreed with you Dinuka. When an organization creates an environment where it supports the long term development of its employees, it can produce many benefits both for the individual and the organization.
DeleteThe aim is to gain competitive advantage for the organization through improving individual effectiveness. This is because training holds the key to unlock the potential growth and development windows to achieve a competitive edge (Ramadem and Nagurvali, 2012).
A well explained article on effective Training and Development, going further it also highlights the importance of measuring ROI through effective training.
ReplyDeleteThrough training and development a company can benefit from measurable Return on Investment. This can do pre- and post-training assessments and measure the improvement; then translate this into financial return when you calculate the value of saved time, increased productivity, increased sales. It is important for organizations to view training and development as an investment, not an expense and to leverage training and development for the achievement organizational goals. Investment in employee training and development should be regarded as a capital investment where you will look for Return on Investment (Silver, 2014).
I appreciate your comment of this blog Ruwini. Numerous organizational adages suggest that people are the key to any successful business operation. This emphasis is not empty as it is becoming increasingly clear that no human enterprise can succeed without properly skilled and knowledgeable human resource development professionals (Goldstein & Ford, 2002).
DeleteHi Lasitha , You have mentioned clearly , what is the importance of Training and development to the hospitality sector. However Training is effort initiated by an organization to foster learning among its workers, and development is effort that is oriented more towards broadening an individual’s skills for the future responsibility.(George &Scott, 2012). Training and development are a continuous effort designed to improve employees’ competence and organize performance as a goal to improve on the employees’ capacity and performance.
ReplyDeleteI agreed with you Ajantha. Training is now recognized as not just a major contributor to company productivity and profitability but also as critical for the survival of a company in the global market place. In the quest of a sustainable competitive advantage companies have finally come to realize that, what sustains is the knowledge that is in people in the organization which can be processed as skills and experienced as performance. With the effective performance the employees will be able to gain positive energy to achieve the organisational strategic objective through commitment and competency.
DeleteWell done Lasitha, you have covered a vital area on importance of training and development and application of same in the tourism and hospitality sector.
ReplyDeleteTourism Industry needs to increase training programmes with its business aims or goals. They should keep in mind that it is the era of globalization where competitiveness is urgently required and it is very essential for the success of tourism business (Malik & Vivek, 2018).
I appreciate your comment on this blog. I agreed with you. Training is vital when tremendous changes in economies impact on sustainability of human behavior.
DeleteAccordingly there is clear distinction between training and development; training is short-term, while development is long-term. This is because development is achieved after series of training, learning and education have taken place (Chika et. al, 2014). Therefore it is further confirmed that the effectiveness of the workforce in the hospitality sector heavily depend on learning and training to achieve better development in the industry.
Hi lasitha,
ReplyDeleteT & D always link with organization’s performance and it’s future. You have proven it using scholars work reasonably. As per Niazi (2011), Main reason to receive this importance to T& D is Training and development, has its strategic positioning and it directly contributes towards organizational business goals and objectives.
I appreciate your comment on this blog. Commitment and competency of the employees in an organisation is vital to sustain in the industry. Therefore Sloman (2003a) between learning that ‘lies within the domain of the individual’ and training that ‘lies within the domain of the organization’. Today, the approach is to focus on individual learning and ensure that it takes place when required – ‘ just-for-you’ and ‘just-in-time’ learning.
DeleteHi Lasitha, what you have pointed is a very clear it also covers a wide range of training and development. In addition I would like to point out the it is essential to have evaluation process to determine the effectiveness of the training and how it contribute to the organizational goals (Kirkpatrick & Kirkpatrick, 2009) also by “view around stages of needs assessment and pertaining states, training design and delivery, training evaluation, and transfer of training” will maximize the benefits (Salas et. al, 2012)
ReplyDeleteHi Charith. I appreciate your comment on this blog. While not having a healthy economy in the country, the stakeholders are under pressure on achieving set goals and objectives. Therefore it is confirmed that effective quick decision making is vital when countries under depression.
DeleteDue to proper training and development as articulated by Salas and Cannon-Bowers (2001), the training field belongs to no one in particular but to many disciplines. Furthermore, a variety of disciplines (e.g., cognitive science, engineering, systems and industrial/ organizational psychology management, education) contribute to our understanding of training effectiveness and the theories that underlie it.
It is clear that you have covered vital areas of training and development for any organization. Training and development is indispensable strategic tool for enhancing employee performance and motivation. All organizations keep increasing their budget for trainings. Specially, training should be arranged in locally and internationally to increase their skills and motivation which will help the organization to growth the productivity of the organization.
ReplyDeleteThe employee who receives the necessary training is more able to perform in their job. Only other hand, ongoing training and development of the workforce can encourage creativity. New ideas can be formed as a direct result of training and development. Training and development will directly effect to the reducing of employee turnover of the organization.
Organizations can also implement on line training to reduce the cost of the training.
Hi Udeni, I appreciate your comment on this blog. According to Armstrong (2014) citation on Kolb learning cycle is explained and discuss “to learn effectively, individuals must shift from being observers to participants, from direct involvement to a more objective analytical detachment”. This helps the organisation to identify the situation of employees and act according to their knowledge to achieve set goals and objectives effectively.
DeleteHi ,Lasitha . Well explained Blog on Importance of Training and Development . I would like add on Effective training practices on the Training and Development . Organization should establish strategies to gain the expected outcome ,benefits from particular training or training programs .Effective training uses the systematic with an emphasis on skills analysis. The purpose of the training should be clearly defined in terms of the behaviour required as a result of training. The focus of the training should be to develop transferable skills. The training should be evaluated on the basis of the extent to which it has achieved its purpose (Armstrong and Taylor , 2014) . The process of planning and delivering learning events and programmes is described by the ADDIE model, which has five phases: analysis, design, development, implementation and evaluation.Lack of Effectiveness of the Learning and Training processes incur only a cost to the organization .
ReplyDeleteI appreciate your comment on this blog Kasun. with the influence of analysis, design, development, implementation and evaluation the organisation meet a chance to analyse the current situation of the employees and act accordingly to exert effectiveness of a healthy decision making process in the organisation. Therefore the model ADDIE can influence to identify and anticipate and satisfy employee need as training and development is an vital tool to make sure of the task can be accomplish with the given period of a time.
DeleteHi! Lasitha. You have articulated it very well the need to have the skills of the employees of any organization to required standards if the workforce is to effectively engage in the discharge of their duties which results in less time consumed, reduced cost, increased productivity and ample time for innovation and progress of the company as well as it employees. The successful outcome of any organization is debated as a consequence of the human resources, and for certain not because of its physical resources and hence, the need to have the said aspect covered is essential (Thang & Buyens, 2008).
ReplyDeleteThis comment has been removed by the author.
DeleteHi Saliya, I appreciate your comment on this blog. The message of the resource-based view is that HRM delivers added value and helps to achieve sustainable
Deletecompetitive advantage through the strategic development of the organization’s rare, hard-toimitate and hard-to-substitute human resources. As Guest (1997: 269) argued: ‘The distinctive feature of HRM is its assumption that improved performance is achieved through the people in the organization.’ If, therefore, appropriate HR policies and practices are introduced, it can also be assumed that HRM will impact on firm performance.
Training and development is a continuing process in an organization to retain a strong position in its industry. and the blog describes a comprehensive reasoning for practice of the topic to any organization.
ReplyDeletefurther, in current context organizations have been moved to have concern of learning and development strategy which has even been vitally included in their human resource management strategy. where learning cultures' are been formed to make individuals adopt in to learning habits. this transformation ensures the training process more effective on the individual by learning attitudes which are cultivated within the culture.(Armstrong M, 2009,p.175-182)
The topic of the blog is an essential component, mostly in a human resource perspective in the current context. training and development of its employees is vital for any organization to sustain in its industry. contents of the blog comprehensively discusses all relevance's in par to the topic.
Effective recruitment and selection, performance management and Employee engagement are important elements to an organisation that helps to develop the commitment level of employees through effective training and development. According to Herman and Kurt (2009) consider training as the systematic approach to affecting individuals’ knowledge, skills, and attitude in order to improve individual, team, and organizational effectiveness.
DeleteHi Lasitha,This is a nice read.
ReplyDeleteWhile aspects of HR practice, such as HR planning or leadership development, may have been emphasized by these authors this literature did not advance our understanding of people management in any significant way.
Indeed, arguably this stream of literature contributed to the initial skepticism towards talent management among the academic community.
The first of these was to simply replace the term human resource management with talent management (Lewis & Heckman, 2006)
Hi Sheriff, it is important to have an effective workforce in the organisation. It will hep to deliver best output towards the organisation to achieve set goals and objectives effectively. Therefore to exert motivation in the progress Katz (1964) suggested that jobs should in themselves provide sufficient variety, complexity,
Deletechallenge and skill to engage the abilities of the worker. Hackman and Oldham (1974) in their job characteristics model identified the five core characteristics
of jobs that result in intrinsic motivation, namely: skill variety, task identity, task significance, autonomy and feedback.
This comment has been removed by the author.
ReplyDeleteDear Lasitha, , Perfect article to get a clear understanding on Training & Development. The way you have structured the article and the flow until the end gives a absolute idea to the reader on your topic. It is important for any organization to come up with good training and development to achieve the organizational goals. By taking tourism industry as an example you have clearly shown how T & D effect on service oriented Organization.Organizations spend Huge amount of expense on T & D for the long term well being of the company at large.In most organizations, both large and small, there is little pressure from top management to prove that the benefits of training outweigh
ReplyDeletethe cost. Many managers at high levels are too busy worrying about profits, return on investment, stock prices, and other matters of concern to the board of directors, stockholders, and customers. They pay little or no attention to training unless they hear bad things about it.As long as trainees are happy and do not complain, trainers feel comfortable,relaxed, and secure(Donald et al,2009).
Dear Maheshika, I appreciate your comment on this blog and I agreed. Exert customer effectiveness in an organisation is vital in terms of gaining
Deletesustainability towards the organisation. However, the employment relationships can also be expressed in terms of a psychological contract, which, according to Guzzo and Noonan (1994), has both transactional and relational qualities. The concept of a psychological contract expresses the view that at its most basic level the employment relationship consists of a unique combination of beliefs held by an individual and his or her employer about what they expect of one another.
L & D is essential for any particular organization & your topic is highly relevant as well as important to the organizations that strive to accomplish their set targets & to sustain in the competitive business environment. Kolb’s Experiential Learning Cycle is the most preferred model being used which describes the learning process in an effective manner (Sharlanova, 2004). Six (06) Key advantages identified by Sharlanova (2004) & here are the most effective three.
ReplyDelete• Without any effort, can be used in all subject areas.
• Can be used by an individual, by teams, or by whole organizations.
• Can be used in a particular lesson, session, or long course of study.
Training and development facilitate businesses to adapt new technology by increasing efficiency of employees (Kennedy, 2009). Naris & Ukpere (2009) pointed out that Training and Development is a process of increasing performance of employee and correcting behavior of an employee.
ReplyDeleteOrganizations should center on the features which improve the performance of employee as an employee performance is major component of organizational performance (Abbas & Yaqoob, 2009). Employees are the crucial component of firms and indeed the firm’s success and failure depends on performance of employee (Hameed & Waheed, 2011).
@Lasitha Wijerathne Sri Lankan Tourism Industry has seen a rapid growth post -war but the workforce engaged in tourism industry requires realignment with the current demand for excellence in hospitality. Most the curriculums were based on obsolete modules where there was no real application. Therefore, the Tourist Board has launched “SRI LANKA Tourism and Hospitality Workforce Competitiveness ROADMAP 2018-2023” to achieve excellence in the tourism industry through implementation of Training & Development programs, which are dynamic and innovative to empower the future professionals in the field to meet new challenges and gain new heights ( SLTDA ,2018 )
ReplyDeleteAlthough definitions frequently include learning experiences provided to employees to bring about changes in behavior that promote the attainment of the goals and objectives of the organization, the definitions in the literature range from quite narrow to broad and all-encompassing. More often, the definitions use the term human resource development (HRD), rather than training and development, to identify the function (Tracey, 1992).
ReplyDeleteAs the battle for top talent becomes more competitive, employee training and development programs are more important than ever.Hiring top talent takes time and money, and how you engage and develop that talent from the time they are first onboarded impacts retention and business growth.Training is a program that helps employees learn specific knowledge or skills to improve performance in their current roles.Good training and development programs help you retain the right people and grow profits.Development is more expansive and focuses on employee growth and future performance, rather than an immediate job role.
ReplyDeleteTo develop a meaningful development plan ,it is important to understand what is behind that plan: Training and Development.1.The acquisition of knowledge and skills for present tasks,2.a tool to help individuals contribute to the organization and be successful in their current positions.3.a means to an end(Fitzgerald,2003).
Well structured blog and it is detailed and interesting in reading. Training will add knowledge to the day t day experience of employees to understand the situations and act accordingly. According to Deloitte University Press’s Human Capital Trends 2015 Survey, “Companies that transform their learning and development organizations are not only able to accelerate skills development but also can dramatically improve employee engagement and retention—one of the biggest challenges cited by this year’s respondents.” Further, the survey added that “the Learning and Development market has grown by 27 percent from 2014 to 2015, and is a $4 billion industry.”
ReplyDeleteHi Lasitha , You have well describe about the importance of training and development . So Training & development increase the employee performance like the researcher said in his research that training & development is an important activity to increase the performance of health sector organization (Iftikhar Ahmad and Siraj-ud-din, 2009).Another researcher said that employee performance is the important factor and the building block which increases the performance of overall organization(Qaiser Abbas and Sara Yaqoob).Employee performance depends on many factors like job satisfaction, knowledge and management but there is relationship between training and performance (Chris Amisano,2010).
ReplyDeleteHi Lasitha, what you have pointed is a very clear it also covers a wide range of training and development. In addition I would like to point out the it is essential to have evaluation process to determine the effectiveness of the training and how it contribute to the organizational goals (Kirkpatrick & Kirkpatrick, 2009) also by “view around stages of needs assessment and pertaining states, training design and delivery, training evaluation, and transfer of training” will maximize the benefits (Salas et. al, 2012)
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