Course: retention. Today, training has become the most

Course: Bachelor of BusinessStudies (BBS) Module: Management Practice 1 Assignment 1 Submitted by: Denise KindreganStudent Number: 15200715 Lecturer: Dr. Orna O’Brien Word Count:3666 Submission Date: 11/12/17           Introduction’One of the most frequently encountered human capital developmentinterventions is training’ (Truitt, 2011). This literature review is focused on the importance of training withinan organisation and what is considered high quality training.

The author will discuss each aspect of the question:Why is training so important to maximise profits for an organisation,and can the wrong type of training, can cost you the talent of the bestemployees and have profits decline if you don’t have the best in the positions availablerather than someone who may be entitled to it because of the service they haveput in within that organisation over several years?The review will be divided into sections to emphasise the difference insuccess and failure within an organisations. We will discuss up to seven different articles that all have the commonargument of the importance of training but also the impact and development, theeffect on attitude, the investment it requires, the downside of it and how atraining model can be used in any organisation in any sector once the personproviding the training knows how to implement it for employee retention.  Today, training has become the most importantfactor in the business world – it increases efficiency and effectiveness of theorganisation and employees.  The purposeof this is to show the impact of training and with the ultimate design oftraining for employee performance.  Trainingdesign plays a vital role in the employee as well as organisationalperformance, bad training design results in loss of time and money.  The review will analyse how training and development, is a way toaddress the weaknesses of employees and turn them into strengths.

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  Each employee should be put into a trainingprogramme from the first day to initiate the thought process in how the organisationis managed.  The information providedwill prove that most organisations in the world use training programmes andbenefit with strong teams and financial increases each year.   Impact and DevelopmentThe impact of training and development performance, is the key tosuccess within an organisation.  Mostorganisations today, have a training programme in place to ensure that theyhave their teams to the highest of standards but at times, the training candepend on the competence of the employee, the support that is in place and theunderstanding of how the organisation operates. Most would argue that the best training provided is by learning on thejob, trial, and error, but there are also those who believe that the best wayfor someone to learn is to make mistakes which is learning by error because itdevelops their ability to understand that they can make a mistake because theyneed to learn and it enhances the capabilities of the employees.

  The more they experience on the job, theyhave a better performance due to an increase in skills and competence.  People learn from practical experience, itreduces costs and saves time, and has a positive effect.  Organisational performance depends on the employees, because humancapital is vital in playing an important role in the growth of organisationalperformance.  Employee performancedepends on numerous details which in effect can refer to Maslow’s hierarchy ofneeds.  The design of training should beaccording to the needs of the employees. Training is relevant to fostering a relationship between learningsatisfaction and the effectiveness of applied learning.  Maslow prosed this as a motivational theorywhich we see in organisational change, whether the organisation means to usethis or not.  The theory states thatpeople are motivated to achieve certain needs, and that some needs takeprecedence over others but our most basic need is survival which can besurviving in every aspect of life.

 Employee performance depends on factors like job satisfaction, knowledge,performance, and there is a relationship with these factors and training.  Training and development is beneficial to any employee, regardless ofwhat you job is, the length of time they’ve been employed because performancecan always be improved, to train to the best of the abilities to benefit theorganisation, they must be willing to invest, investment in human capital iskey to development and maximisation.  Themost efficient the organisation gets, the most efficient the employees should get,and this is where the development comes into practice so the organisationshould invest a huge amount on human resource capital because their performancewill ultimately increase the performance of the organisation.  It may seem to cost to invest in employees,but overall it gives back more than it took. Delivering the right training style is an important part of the idea,for development because if someone is not delivering the training in a somewhatimpressive style, they won’t capture the attention of the trainee, meaning thattime is being wasted, it is vital for a trainer to engage the trainee in thisprocess to implement the ideas they need to because trained employees performextremely well compared to untrained employees.

 For example, in retail, if one store of an organisation has the well-trainedteam, they in return, can maximise the profits because they are competent and understandthe process of development, compared to untrained employees who end updisregarding their jobs because they don’t care, because they weren’t shownthat they are valuable because the person didn’t take the time out of their dayto train them.  Every organisation shoulddevelop its employees according to the need of that time, so that they cancompete with their competitors.  Training and development is directly related to employee but it’sultimate effect goes to the organisation, because the end user is theorganisation itself but the advantages of training are much more than itsdisadvantages, but they can also fail to demonstrate an understanding of how toidentify organisational conflict.

   The effect on attitudeTraining is defined as “the planned intervention that is designed toenhance the determinants of individual job performance” (Chiaburu & Teklab,2005).There is a significant relationship between the training experience andattitudes, and attitudes about perceived job proficiency, positive trainingexperiences and attitudes and one’s proficiency.  A failure to provide training and educationby an organisation, could possibly result in conflict between both parties.  Such conflict could lead to any number ofcomplications, including formal complaints which could lead to law suitsbecause of situations such as chaos, dissatisfaction, grievance, and turmoilwhich in result can cost the organisation time and money, so employees benefitfrom ongoing employer provided training.

 To enhance performance, training skills and behaviours must betransferred to the workplace to be maintained over time.  Both informal and formal training opportunities are provided for thedevelopment of training, improvements in employee communication and proficiencyof performance as well as extending retention time.  With enhanced training, there are increasesin profits, positive working relationships, good communication skills whichgather more information concerning procedures and technologies related to jobperformance thus assuming greater accountability.  Employees need to strengthen or expandknowledge base skills, and abilities of their employees for this, education andtraining must be incorporated into a formal system if the goals of employeesand the corporation are the be attained. In organisations today, management need to invest in strengthening orexpanding the knowledge base, skills, and abilities of their employees.  Implementing education and training on alevel that is more than acceptable to the organisation to maximise the goalsset.  Positive training has been shown toassist in the reduction of anxiety or frustration, which most employees haveexperienced more than once during their employment in any field their job isin.

  employees who have experienced thisline of training, provides a sense of loyalty, job satisfaction and positiveeffect on their job performance whereas poor performance reviews can be due toinadequate job training which in return can lead to employee dissatisfactionand conflict.  Studies have reportedongoing training offerings within an organisation are seen by employees astheir company valuing them by continuing this investment and some suggest thatthe quality employees experience when training, has a lot to do with the employee’sfeelings of importance concerning of the job.  Training is important in forming positiveattitudes and atmospheres in the workplace, because it may further lead to jobproficiency, while not receiving positive training can be linked to poorattitudes thus leading to poor performance, which then can lead to potentialconsequences such as:§  Conflict§  Poor performance§  Lack of trust§  Termination§  Loss in resourcesThe result in an increase in self-worth when an employee feels like theorganisation is investing in their abilities to enhance greater job proficiencywhich supports the theory that training can benefit employee attitudes andtraining to strengthen skills for technology is vital today.

  Understanding computers today is highlyimportant, everything is updated or changed, so it is continuous training butunfortunately organisations facing possible fiscal threats or challenges maytarget employees training as the first thing to cut to benefit budgets.  The investmentSome organisations tend to focus on the here and now, rather than longterm.  They are trying to do more withless, such as budget cuts and reducing spending and costs, instead of takingthe time to consider where the problems really are and where the attentionneeds to be focused to improve things. Management needs to believe that they must show interest in theiremployees to produce the best and most efficient person for the job.  When this is done, it helps build loyalty whichin return increases productivity.  Loyalemployees become more engaged and more productive.  These employees become the talented peoplethat want to learn, they are ambitious and need mentoring, they want to gainskills which makes them become valuable.

 For example, in retail, the management would consider the cost of theirturnover.  If there are fewer competentemployees, productivity can slip, sales decline, more hours must be put in andmorale suffers but then it can be considered too expensive to fix thissituation.  This in return ends up beingthe price you pay for not training staff efficiently.  So, from experience, we would look at how to help things run more efficientlyto maximise productivity.  We developstaff, so they become competent in handling customers so we keep theminterested by constantly training.

 Developing a team is more important for retail because It promotes jobsatisfaction, they feel like they contribute when they receive that reassurancefrom their manager, they become committed to their task because they feel likethey are growing.  This kind of trainingis essential for sharing knowledge among staff, knowledge should be spreadaround because there is no need for only one person to know how to one specifictask.  This makes absolute businesssense, if it’s started from the first moment, your employees grow and you willsee a return on investment long term.  Organisations depend on trained employees, so that the organisation canremain competitive in their respective market, they must try and remain profitable.  Within a good training programme, theemployees would have been seen to acquire such skills and abilities to preparetheir job for the future, whether their short term or long term assets of thecompany.  Some organisations have atraining model as part of the process.  Atraining model is an approach used to develop skills of experienced employees,leaders in improving and problem solving. With appropriate training, there is a reduction in human errors, poortraining and work standards, lack of control.

 When there is sufficient training, there is a balance within theorganisation because there is a similar flow in all areas, job is carried outaccordingly, teams become efficient and work well together so there is a solidbalance among co-workers.  Currently, technology is advancing so vastly that employees areconstantly updating their skills, trying to keep up and at times it can seemoverwhelming but human resources is still the most important asset available toan organisation today.  Employees arethere to supply a service, and interact with customers and suppliers in such away that they develop relationships for support and loyalty for theorganisation.   Employees who have doubtsabout their abilities, or their team or support system, end up failing tounderstand procedures, they may act inappropriately which could end uptarnishing their reputation and costing the organisation a loss in sales andproductivity.  Although training is asense of self improving, there should always be a connection between the needsof the organisation and the training programme because they must always find away to remain current and relevant.  Training also prepare the organisation for the future because there isalways one person who may have a better of idea of the way things should bedone.  Every organisation always has an amountof employee turnover, so there must be a development plan in the trainingprogramme that when this happens, there is someone prepared to take over theleadership roles such as supervisor, management, or executive positons.  When this is in place, promoting employeeswithin the organisation reduces recruiting, hiring, so training costs provideopportunities for advancement which ends up motivating employees.

  A well-designed training programme shouldmeet the needs of the company, it should asses the training needs, prepareemployees and plans on how to perform the training in the best way.  The needs should be defined on what the organisationitself needs, the availability of resources and how will management support theideas put forward.  To analyse theemployees, you must identify people, departments or teams that have performanceproblems.  When this is complete, theinformation will help determine what topics the training should cover.  In most cases, there will be a plan given tothe trainer or a guide set in place by the executives of the organisation onhow the training should be carried out on an employee, what result they expectand a training report is usually filed which evaluates the performance.

  The planning stage of the training programme, is there to setobjectives, prepares the trainers to deliver the training in a timely andprofessional manner using the methods they see fit.  Managers can decide on where their employeesneed to focus on in the training, some may need computer skills trainingwhereas the trainers tend to want to provide a dynamic experience that willkeep employees motivated and engaged. Providing the effective training makes sure that the training relates toan employee’s current tasks and experience, allows them to practice anddemonstrate new skills while defining measures of success so that both trainerand trainees can evaluate their progress in real time day to day measure, sothat everyone can give feedback.  There are organisations with the available resources to organise theirown training programmes.  There are morein house training programmes in retail than most other sectors.  They work off a minimal budget, tools andpeople needed which makes it affordable. Most small organisations might not have the ability to hire theintellectual people required, so they create the training programmes to developtheir own.  Depending on the organisationand employees, firms can access training services available from otherassociations, such as online courses or FETAC courses, some employees offer tosend their managers on a retail training program to develop their skillsfurther by earning a certificate of further it more on a degree level.

  When this is implemented, organisations fellthat they are preparing their teams to be able to adapt to the change in marketconditions and labour requirements because regardless of where you set up,start up, or invest in products, if you don’t invest in the people that supplythe service it will fail either way.  Employee RetentionIn current times, studies have showed that business leaders were makingemployee retention their number one priority which can translate into payincreases, incentives, offering better job benefits and their experience in theorganisation.  Employee retention hasbeen proven to be successful through giving the employees a sense of purposebecause it demonstrates on how valuable the employees are to the organisationso it keeps them motivated and engaged which leads to a stronger connection. Inreturn employees are inspired to work harder to make everything a success.  There have been several steps that haveproved successful in keeping employees happy in their positions within an organisation.

  Hiring a new employee should be done on a skill basis, by taking thetime to find the right fit rather than hiring to fill a space because it mustbe done sooner rather than later.  Insome organisations, people are put in positions because the position needs tobe filled rather than seeing if the person is right for the job.  When someone is hired based on necessity,things rarely work out because of the level of incompetence, the team ends upsuffering not management.  There must be aclear understanding of what the organisation expects, this is where there needsto be a detailed contract with clear guidelines for each party involved.  When a job is advertised, showing there isdetailed contracts, people will be hired on skill, it can attract a highertalent of applicants because they know there must be a comprehensive trainingprogramme.  “Training can help companies stay competitive and profitable by ensuringthe availability of needed skills and behaviours” (Patten, 2016).

Training v non-training Untrained employees can be linked to unhappy employees, because they mayfeel inadequate, like they haven’t achieved anything which they could end upblaming their management team for.  Inreturn, management, could end up facing unsatisfied, underperforming, uncaringemployees which will in fact cost the organisation much more time and moneythan the training would cost.  Whenemployees feel undervalued, the quality of their work is lower, which shows intheir performance because that will prove lower than it should be.This type of employee ends up frustrating everyone they engage with atwork, they prove inefficient and others want to have them there is wastingtime.  More time on these employees costsmore money, more effort is spent when employees aren’t trained which in returnends up being a problem for someone else because they need to fulfil theirresponsiblities, takes longer to do the work, money is lost due tomistakes.  Material could end up beingwasted because the work may end up being done again from scratch, or worse aproduct not up to standard was delivered on behalf of the organisation whichincreases consumer complaints or a loss in customer numbers which ends up beingthe worst possible scenario.

  Although training programmes do have costs, the cost of trainingcompared to the cost of non-training will seem minimal overall.  Having an extremely trained work force meansthey are continuing to learn new skills which improves production, reducecosts, reduce mistakes, builds confident workers, and creates a more appealing,friendly work environment.  Investment in skills is an investment in the company.ConclusionEach organisation should have a training programme in place to developthe needs of the organisations even if it needs to meet the wants of theemployees.  Each year the market changesin some way, currently the market is increasing because there is an increase inspending and if you don’t have the most competent employees, how can they meetthe needs of consumers and represent the organisations in the way it deserves.  With incompetence, comes complaints which is turn can lead to reprimandor even dismissal.  When an organisationtakes in a new employee, they often ‘throw them in the deep end’ withoutthinking of the mistakes they could make and bad habits they will learn.   Bibliography1.

      Writer, D. (2017). A’Culture of Coaching’ Is Your Company’s Most Important Ingredient for Success.online Entrepreneur. Available at:https://www.

entrepreneur.com/article/300904 Accessed 4 Oct. 2017.2.      Patten, B. (2017). TheGood, Bad and Ugly of Employee Training – Training Industry. onlineTraining Industry.

Available at:https://www.trainingindustry.com/articles/workforce-development/the-good,-bad-and-ugly-of-employee-training/Accessed 8 Oct. 2017.

3.      Misiurek, D. (2017). Usingthe Training Within Industry Program in Mixed Model Production – TrainingIndustry.

online Training Industry. Available at:https://www.trainingindustry.

com/articles/workforce-development/using-the-training-within-industry-program-in-mixed-model-production/Accessed 3 Oct. 2017.4.     Go2hr.ca. (2017).

EmployeeTraining is Worth the Investment – HR Information for BC Tourism Employers -go2HR. online Available at:https://www.go2hr.ca/articles/employee-training-worth-investment Accessed 5Oct.

2017.5.     Journals.sagepub.com.(2017).

The Effect of Training and Development on Employee Attitude as itRelates to Training and Work ProficiencySAGE Open – Debra L. Truitt, 2011.online Available at:http://journals.

sagepub.com/doi/full/10.1177/2158244011433338 Accessed 4 Oct.

2017.6.     Forbes.com. (2017).

ForbesWelcome. online Available at: https://www.forbes.com/sites/victorlipman/2013/01/29/why-development-planning-is-important-neglected-and-can-cost-you-young-talent/#758003cf6f63Accessed 6 Oct. 2017.

7.     www.Globaljournals.org.(2017). Impact of Training and Development on Organizational Performance.online Available at:https://globaljournals.org/GJMBR_Volume11/8-Impact-of-Training-and-Development-on-Organizational-Performance.

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