According to Armstrong (2010, p.221), learning and development is the process of ensuring that the organisation has the well-informed, skilled and engaged workforce it desires. It implicates facilitating the achievement by individuals and teams of knowledge and skills through practice, learning events and programmes provided by the organisation, guidance and coaching presented by the line managers and others, and self - directed learning activities carried out by individuals.
According to Armstrong (2014, p.284) 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 by Olakunle & Ehi (2008), who see training as the systematic development of the knowledge, skill and the 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 further and new knowledge and develop further the skills and techniques to function effectively (Isyaku, 2000). In the view of Armstrong (2014: 284), development considered as the growth or realisation of a person’s ability and the potential through the provision of learning and educational experiences. Harrison (2009: 8) concludes the critical aim of learning and development as an organisational the process is to aid typical progression through the collaborative expert and ethical stimulation and facilitation of education 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 the current economic environment are uncontrollable dynamics that will influence to create employee disengagement and low competences in the tourism industry in Sri Lanka. Thus lack of training and development in an organisation will drastically impact on its sustainability.
§ Ineffective employee engagement creates low productivity in the organisation.
§ Staff demotivation will influence to create goal incongruence via departments.
§ Weak leadership interest and control.
§ High employee turnover.
References
References
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.
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
Nwokocha, I. (2015). The validity of the effectiveness of training and development in Organizations in Nigeria. Journal of Business and Management. 17(5), Available from https://pdfs.semanticscholar.org/b721/fc064155a68f4ec9e0bfecbdaea5ef74f8d0.pdf accessed on [15 September 2018]
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.
DeleteWell done Lasitha, you have covered a vital area on the importance of training and development and application of same in the tourism and hospitality sector. Malik and Vivek (2018) have stated the importance of keeping in mind that it is the era of globalization where competitiveness is urgently required and it is very essential for the success of the tourism business. Therefore tourism industry needs to increase training programmes with its business aims or goals.
ReplyDeleteI 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.
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).
Hi 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,
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.
Dear 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)
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.
ReplyDelete