Enhanced
capabilities, knowledge and skills of the talented work force is the major
trait of competitive advantage in global business (McKinsey, 2006). To improve
desired knowledge, capabilities and skills of the employees, to perform
excellent on their job, it requires provide effective training and development
programs, which also be benefited to employee motivation and commitment (Meyer
and Smith, 2000). Most organizations survive with uncertain condition that they
may face in future by implementing long term plan and investment for
development of their employees new skills that vital for effective job
performance (Amir and Amen, 2013). Since rapid technological advancement taking
place in global market which requires new capabilities and competencies that
requires to perform particular tasks, all corporates require to conduct more
improved and effective trainings to cope with the challenge (Wei-Tai, 2006).
Whether it uses the terms “training,” “development,” or “education,” they all
mean learning. Therefore, Training, development and education can be grouped
under an umbrella term called learning which help individuals grow better
skills to improve effectiveness in business operations (Walters, 2013).
Learning and Development in broad scope
At present
business practitioners being used ‘learning and development’ (L&D) by
replace legacy term of ‘human resource development’ (HRD). Still the term human
resource development retains its popularity among academics, but not within
practitioners. They have a tendency to reject the term because its reference to
people as a ‘resource’ to be demeaning. Putting people on a par with money,
materials and equipment creates the impression of ‘development’ as a pitiless
(Harrison, 2009)
The term learning
and development is defined as the process of make sure the organization has the
knowledge, engaged and skilled employees it needs for effective and efficient
operation. This is being achieved through by gaining individuals and team’s
knowledge and skills over experience, learning sessions and activities provided
by the organization, guidance and mentoring provided by line managers and
self-directed learning activities engaged by individuals (Armstrong and Taylor,
2014).
As Harrison (2009)
definition of learning and development, fundamental purpose of learning and
development in an organization is to initiate a process to assist develop
aggregative process over the collaborative, expert and ethical stimulation and
facilitation of learning and knowledge that support achieve business goals,
build individual potential and diversity.
Further the
components available under Learning & Development is identified as
Learning, Development, Training and Education. Also they are elaborated as follow
(Armstrong and Taylor, 2014)
Learning
The process that a
person gains and develops knowledge, skills, capabilities, behaviors and
attitudes. It involves the reform of individual’s behavior over experience as
well. This is identified as formal way of supporting people to learn within or
outside the organization.
Development
The progression of
an individual’s ability and potential through establishment of learning and
educational experiences.
Training
The orderly
application of prescribed processes to inculcate knowledge and support
individual to gain the skills essential to perform their job successfully.
Education
The improvement
and gain of the knowledge, values and comprehension required in all sides of
life rather than the knowledge and skills belonging to specific areas of
action.
Both learning and
training of employees play a vital role in business development process. But,
as shown above these two are not same. Learning is the process which
individuals build their knowledge, skills and capabilities. Whereas training is
organizational initiatives and contributions to promote learning among
employees (Reynolds et al, 2002). So, learning is what individuals do and
training is what organizations do to individuals.
Overall purpose of
Learning & Development
In general the majority describe the purpose of
Learning and Development in an organization is to improve employee performance
and organizational performance over developing of individual’s capabilities.
Also it is important to continue the process as continual activity in
organizational routine process to provide knowledge, skills and behaviors
required for sustainability of organizational performance (Annual survey report,
2015). Also, the outcomes of wide range of Training and Development provide in
an organization would be translated into an organization resources as well (Armstrong,
2006). Trainings directed to improve skills required in perform current job
while development prepares employees for possible future requirement of
organization and industries. So, learning, training and development contribute
improvement and overall sustainability of organizational goals (Sims, 2002).
Further training and development would be a part of building organizational
culture of advancement of individuals and organization operations, hence
learning and development opportunities provided is a competitive advantage in
business process (Karia et.al, 2016).
List of References
Amir,
E. and Amen, I. (2013) The effect of training on employee performance. European Journal of Business and Management,
5(4), pp. 137-147.
Annual survey report
(2015) Learning and Development London:
Chartered Institute of Personnel and Development
Armstrong, M. (2006) A Handbook of Human Resource Management
Practice. 11th ed. London, Kogan Page, Ltd.
Armstrong, M. and Taylor, S. (2014) Armstrong’s
Handbook of Human Resource Management. 13th ed. New Delhi, Kogan
Page Limited.
Harrison,
R (2009) Learning and Development, 5th
ed, London, CIPD
Karia,
A, O., Omari, S., Mwanaongoro, S and Kimori, Y. (2016) Importance of Training
and Development on Performance of Public Water Utilities in Tanzania. African Journal of Education and Human
Development, 2(2), p10
McKinsey
Quarterly (2006) An executive take on the top business trends. A McKinsey Global Surve.
Meyer,
P.J. and Smith A.C. (2000) HRM practices and organizational commitment: test of
a mediation model. Canadian Journal of
Administrative Sciences, 17(4), pp. 319-31.
Reynolds,
J (2004) Helping People Learn,
London, CIPD
Sims, R. (2002). Organizational Success through Effective
Human Resources Management. Westport CT: Quorum Books.
Tai,
W.T., (2006) Effects of Training Framing, General Self-efficacy and Training
Motivation on Trainees. Training
Effectiveness, Emerald Group
Publishers, 35(1), pp. 51-65
Walters,
M. L. (2013) The Importance of Training and Development in the Workplace,
1st ed. Savannah, Diamond Causeway.
According to the Learning and development methodologies and practices, as depicted in this part, mean to guarantee that individuals in the business obtain and build up the learning, aptitudes and skills they have to do their work viably and improve their professions to their own advantage and that of the association (Armstrong and Taylor, 2014).
ReplyDeleteTraining and development is characterized as a procedure of deliberately creating business related information and skills in individuals to boost capabilities (Swanson & Holton, 2001). Training is the way toward giving workers particular aptitudes or helping them rectify weaknesses in their tasks capabilities and development is an attempt to furnish workers with the capacities the company will require in future (Gomez-Mejia, Balkin & Cardy, 2001)Training and development are arranged learning encounters that show employees how to achieve their present or prospective professions successfully (Kleiman, 2000).Therefore based on the above learning and development is vital in any organisation as basically what it provides is to enhance a workers knowledge, skills and attitudes that will pave way for them to succeed in the organisation at present as well as develop them in future jobs as well.
While agree with your contribution in the comment, I would like to elaborate way how the organization could use to assess productivity and effectiveness of training and development activities provide to employees.
DeleteSince skills gap looms the productivity and competitiveness both in organizational and operational levels, closing the skills gap is vitally important in continuously penetrate the market (Tahir et al, 2014). Therefore, Basic purpose of providing training and development is to support attainment of organizational goal. Apart from that, it provides prospect prepare employees for possible future jobs (Sims, 2002). However, without evaluate outcome of training and development, it is impossible to understand effectiveness of the programme to organizational development. Thus, evaluation of training and development is the most essential aspect of training programme. Hence, all decent training and development programmes start with identification of training and development needs and ends with evaluation (Gopal, 2009).
There are many different models are available to evaluate effectiveness of trainings and following methods are some of recommended methods to validate training and development (Iyer, 2009).
• Kirkpatrick Model
• CIPP Evaluation model
• CIRO approach
• Phillip’s Evaluation approach
Since, not all models are suitable with every training and development programme; organizations are responsible to choose the most appropriate one as per the nature of training activity and objective. Hence, that evaluation of training and development would be ensured the effectiveness of programme and their contribution to organizations (Topno, 2012).