Industrial and Organizational Psychology: Training and Development (original) (raw)

Employee training and development

2002

Rapid changes in technology and job design, along with the increasing importance of learning-and knowledge-based organizations, make training and development an increasingly important topic in human resources development. In this course, the student will learn how to 1) identify training and development needs through needs assessments, 2) analyze jobs and tasks to determine training and development objectives, 3) create appropriate training objectives, 4) design effective training and development programs using different techniques or methods, 5) implement a variety a different training and development activities, and 6) evaluate training and development programs.

Impact of training on the performance of an employee and the growth of an industrial organisation

Good communications and consultation are essential for efficient operation in any organization. However their impact is often diminished due to lack of skill or knowledge on the p arts of participants. It is important, therefore, to provide both managers and employees with training in the skill and communication required for communication and consultation. Training is crucial for organizational development and success. It is fruitful to both employers and employees of an organization. An employee will become more efficient and productive if he is trained well. Training of employees takes place after orientation takes place. Training is the process of enhancing the skills, capabilities and knowledge of employees for doing a particular job. Training process moulds the thinking of employees and leads to quality performance of employees. It is continuous and never ending in nature. Training is very necessary for the growth of the organization. The effectiveness of the organization depends on competence of the employees. This paper gives an overview of different ways of employee training and highlights their benefits to the organization.

Training & Development- A Jump Starter for Employee Performance and Organizational Effectieness

2012

Human capital is the differentiator between a good company and a great company. Effective training and development is an investment in the human resources of an organization, with both immediate and long-range returns. This literature review based article presents different viewpoints of various authors regarding the significance of training & development for employee performance and organizational effectiveness. Obsolescence among the employees and the need to adapt to the technological, organizational and social changes make continuous learning and updating of skills indispensable for an organization. Firms need to manage training programs more effectively so that they can get the highest returns from their investment. Human capital is an important asset for organizations under intense competition. Training and Development function enables human capital to unleash their dexterity. A profound training program acts as a vehicle to enhance employee skills and enable them to perform better in their job. Training and development is very crucial to the employees, the organization and their effectiveness.

TITLE: DESIRES AND METHODS OF TRAINING AND DEVELOPMENT

RESEARCH REVIEW International Journal of Multidisciplinary RESEARCH REVIEW International Journal of Multidisciplinary

Organization and individual should develop and progress simultaneously for their survival and attainment of mutual goals. So every modern management has to develop the organization through human resource development. Employee training is the important sub-system of human resource management. Training is the act of increasing the knowledge and skills of an employee for doing a particular job. Training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. In other words training improves, changes, moulds the employee’s knowledge, skill, behavior, aptitude, and attitude towards the requirements of the job, and organization. While the former refers to training given it employees in the areas of operations, technical and allied areas, the latter refers to developing an employee in the areas of principles and techniques of management, administration, organization and allied areas .This paper aims to attempt the need of training and development programmes in respective organization and examine the methods and evolution of training programmes was discussed.

Role of Training & Development in an Organizational Development

Leon, 2018

Training and development is the field which is concerned with organizational activity aimed at bettering the performance of Individuals and groups in organizational setting. It is a combined role often called human resources development (HRD) meaning the development of "Human" resources to remain competitive in the marketplace. Training focuses on doing activities today to develop employees for their current jobs and development is preparing employees for future roles and responsibilities. It carry out an analysis that the objective of training and development is to creative learning organizations which ensure that employees through value addition can effectively perform their jobs, gains competitive advantage and seek self growth: this measurable performance resulting from good training and development, shall enhance organization development. It is a process transferring information and knowledge to employers. It is equipping employers to translate that information and knowledge into practice with a view to enhancing organization effectiveness and productivity, and the quality of a management of people. It should be considered along with education policies and systems which are crucial to the development of human resources.

The Science of Training and Development in Organizations: What Matters in Practice

training each year. These training and development activities allow organizations to adapt, compete, excel, innovate, produce, be safe, improve service, and reach goals. Training has successfully been used to reduce errors in such high-risk settings as emergency rooms, aviation, and the military. However, training is also important in more conventional organizations. These organizations understand that training helps them to remain competitive by continually educating their workforce. They understand that investing in their employees yields greater results. However, training is not as intuitive as it may seem. There is a science of training that shows that there is a right way and a wrong way to design, deliver, and implement a training program.

The Effect of Training on Employee Performance

Scientific opinion: Economics and Management, 2021

As companies try to survive in the violent changing market, strong emphasis must be laid on human capital to be competitive and financially solvent. Though there are other determinants that affect organizations’ success; organizations must possess productive employees. Training and development are an important process that seeks to improve employees' performance in the organization. Employees development is one of the most critical business projects. Employees development includes lifelong training of employees, which gives them knowledge and skills, abilities and experience; advanced training of employees, which help to improve the professional knowledge and skills of employees; employees' retraining, which help in any professional reorientation. Training presents a particular skill to do a specific task, while development deals with general improvement and individual talent growth through understanding and unconscious learning. Employee performance means developing the ski...

EFFECTS OF TRAINING ON EMPLOYEE

The quality of Human Resource is an asset to any organization and as a result Training has become an issue that has to be faced by every organization. The amount, and quality of training carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes, the adaptability of existing workforce and importantly the extent to which the organization supports the idea of internal career development. Most organizations meet their needs for training in an ad hoc and haphazard way whiles others set about identifying their training needs, then design training activities in a rational manner and finally assess the results of training. This study, therefore, sought to determine the impact of Training and Development on public sector organizations using Ghana Ports and Harbors Authority (GPHA) as a case study. The research was intended to determine the role and impact of training on employees with emphasis on the lower, middle level staff and the administrators of GPHA, who were randomly selected. The study assessed the training and development process of GPHA and whether training has improved employee performance. A questionnaire was designed using structured questions to collect primary data from employees of GPHA. Personal interviews were held with some management staff of the organization. The results indicated that GPHA’s employees were not well informed about training and development programmes in the organization. Most of the employees were of the view that training and development were effective tools for both personal and organizational success. The findings revealed that training practices, methods and activities at GPHA are not in line with the best practices regarding the planned and systematic nature of the training process as is generally known. It was recommended among other things, that the processes involved in training be duly followed, GPHA should help its staff identify their career paths and to guide them in the pursuit of higher education.