Employee Training And Development

Employee Training And Development.

As organizations all over the world are in a fierce competition to achieve success and to survive  in the
global economy, differentiation in terms of the skills, knowledge, and motivation of their workforce takes on increasing importance.The American Society for Training and Development (ASTD), in one of  their recent industry report stated that U.S. organizations alone spend more than $126 billion annually on employee training and development (Paradise , 2007). U.S. organizations alone spend more than $126 billion annually on employee training and development (Paradise ,2007).Goldstein & Ford (2002) defined the term “Training” as a systematic approach to learning and development to improve individual, team, and organizational effectiveness.Alternatively,development refers to activities leading to the gaining of new knowledge or skills in order to maximize personal growth.

BENEFITS OF TRAINING FOR INDIVIDUALS AND TEAMS

It is an accepted fact that training activities have a positive impact on the performanceof individuals and teams. Training activities can also have a strong influence on factors such as attitudes, motivation, and empowerment at both the individual and team level

We first review performance-related benefits.

Benefits Related to Job Performance Training-related changes can enhance job performance and other positive changes like new skills acquisition (Hill & Lent 2006, Satterfield & Hughes 2007) that serve as positive factors of job performance (Kraiger 2002).According to Arthur et al (2003) stated that training had an overall positive effect on job-related behaviors or performance comparatively with no-training or pre training states.
The efficacy of training diverge based on the training delivery method and the skill or task being trained.In a qualitative study among mechanics in Northern India, Barber (2004) noted that on-the-job training

led to greater innovation and tacit skills.Tacit skills can be defined as behaviors acquired through informal learning that are useful for effective performance.

References 

Paradise A. 2007. State of the Industry: ASTD’s Annual Review of Trends in Workplace Learning and
Performance. Alexandria, VA: ASTD

Goldstein IL, Ford JK. 2002. Training in Organizations. Belmont, CA:Wadsworth. 4th ed.

Hill CE, Lent RW. 2006. A narrative and meta-analytic review of helping skills training: time to revive a
dormant area of inquiry. Psychother. Theory Res. Pract. 43:154–72

Satterfield JM, Hughes E. 2007. Emotion skills training for medical students: a systematic review. Med. Educ.41:935–41