Pages:8 (2326 words)
Document Type:Research Paper
In the present day intensely competitive marketplace, businesses must incessantly enhance the level of quality of their products and services in order to gain competitive advantages. Corporations have to attain and capitalize on their resources in an efficacious manner. As a result, it is of the best interest for the corporations to improve the job performances of their staff by carrying out training and education as one of the fundamental measures to increase productivity. Training and education is a significant component in human resource growth and development for enhancement of performance and organizational efficacy. In addition, training and education is a wide ranging aspect necessitated to attain most output and productivity from the human assets as it is utilized to enhance or increase activity that is linked with general performance requirements of the staff and the organization in its entirety.
The main objective of the research is to determine whether training and education influences employee performance in organizations.
The main objective of this report is to investigate whether training and education have an impact on employee performance within an organization. The report incorporates three employees selected from different organizations and interviewed on the subject matter. The findings of the report indicate that training and education do have impact on employee performance through improvement in weak areas of job undertaking, increased skill-sets and proficiencies and also increased motivation and satisfaction knowing their worth to the company. It is recommended that management of organization should carry out scheduled trainings that are targeted to the improvement of employee’s weak sides and also that consider the feedback given by employees.
Training and education is an endeavor to improve the existing or future employees performance by augmenting their capabilities to perform by means of learning, more often than not, by transforming the employees’ attitude and outlook or increasing their skills and know-how (Halidu, 2015). Training and education is a function that deals with making enhancement to the general performance of persons and companies in organizational settings. It is thereby delineated as an instructive process, which takes into account the polishing of competencies, benchmarks, transforming the mindset and also attaining greater understanding to improve the performance of staff (Dessler and Varrkey, 2005).
The quality and efficacy levels of employees and their advancement through training are fundamental factors in ascertaining long-standing profitability and endurance in organizational performances. Based on research undertaken by Becker, Huselid and Beatty (2009), in order to retain quality members of staff necessitates a company to invest in the development and advancement of their set of skills, know-how and capabilities. Performance can be delineated as the fulfillment of particular duties or duties measured against prearranged necessities of precision, completeness and cost or the attainment of accurate task measured toward prearranged or identified benchmarks of precision, comprehensiveness and price (Brayfield and Crockett, 1955). Based on the contract of employees, performance is considered to be the achievement of a task postulated within the contract. Increased efficacy and effectiveness are condiments of performance as measured with the help if the standards and benchmarks set by any company. Furthermore, from the perspective of service delivery, employee performance is linked to the quality of output, aptness, consistency and efficacy of the work finished.
Performance is an evaluation and appraisal of the outcomes of an individual’s conduct and behavior. It encompasses making a determination as to how effectively or ineffectively a person has accomplished a particular task or carried out a job. Several factors and aspects have an impact on employee performance, including accessibility of resources, workplace conditions, and the intricacy of the work being undertaken amongst others. To accomplish high levels of performance as an employee and supervisor, it is imperative to make certain that all parties have the capability, motivation and the resources to meet objectives. In recent times, training, education and development of employees has become a pivotal component within organizations. The main objective of the research report is to determine whether training and education influences employee performance in organizations. The sub-objectives of the study will include the following:
1. Determining the prevailing training and education programs within the organization
2. Determine the approaches that are employed in training and education programs and whether they meet the training objectives
3. Determine if training and education influence employee performance
When data and information is collected directly by the researcher for the very first time, it is referred to as primary data. Basically, primary data is attained from primary or first-hand sources. There are different methods that…
Education and retraining of employees has a great deal of benefits for both individuals and organizations. Individual benefits from the education and training programs comprise of career competencies, employee satisfaction, and employee performance (Jehanzeb and Bashir, 2013). Based on research conducted by Lussier (2010) concerning the relationship exhibited between job satisfaction, employee motivation and the employee performance, similar perspectives were obtained. According to the research, organizations with more satisfied employees have the upper hand as far as staff performance is concerned. The study was aimed at investigating the connection between employee motivation, job satisfaction and the performance of the employees. The study derived that there was a significant positive correlation between employee training, job satisfaction and the staff performance level.
Training and education of employees is acknowledged as a pivotal component in the accomplishment of organizational goals and objectives. For an organization to maintain financial and overall efficacious performance, it is imperative to enhance the contribution of personnel to its goals and objectives (Falola et al., 2014). One of the fundamental aims of human resource management takes into account the formation of environments whereby the hidden potential and capability of the employees will be realized and there dedication to the success of the company realized. The decisive aim of training and education is go enable organizations to attain their performance outcomes. The research indicates that training and education does have an impact on employees performance. It is recommended that management of organizations should schedule regular trainings that are precise and targeted on strengthening the weak areas of employees and also providing them with proficiencies that enhance their productivity and growth in their careers and development. This research study will be beneficial to the management of companies by heartening them to embrace and implement training and education in order to attain competitive advantage in the market. The report will also be beneficial in establishing the manner in which training has influence performance of employees and the sort of improvements that can be carried out to facilitate in equipping the employees and motivating them to work harder and be more productive. This will guarantee that they make an investment in an organization whose performance is auspicious because of effective training and education of its personnel. What is more, the research…
Becker, B. E., Huselid, M. A., & Beatty, R. W. (2009). The differentiated workforce: Translating talent into strategic impact. Harvard Business Press.
Brayfield, A.H. and Crockett, W.H. (1955). Employee attitudes and employee performance. Psychological bulletin, 52(5), p.396.
Dessler, G. and Varrkey, B. (2005). Human Resource Management, 15e. India: Pearson Education India.
Falola, H.O., Osibanjo, A.O. and Ojo, I.S. (2014). Effectiveness of training and development on employees' performance and organisation competitiveness in the nigerian banking industry. Bulletin of the Transilvania University of bra?ov, 7(1), p.161.
Halidu, S.G. (2015). The Impact of Training and Development on Workers’ Productivity. Review Public Administration Management, 3(160).
Keep, E. (2014). Corporate training strategies: the vital component? New Perspectives, pp.109-125.
Kothari, C. R. (2004). Research methodology: Methods and techniques. New Age International.
Lussier, R. N. (2010). Human relations in organizations: Applications and skill building. McGraw-Hill.
The outcomes of the analysis activity will be used by the company to base change its decisions on them. The imminence of change will determine managers to behave differently by being resistant to alterations. The training and development efficiency has to be measured against previous own results and current industry results, through benchmarking. The advantages of this alternative are: The company is aware of the competition's training and development programs and their levels
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