Training and Development in contemporary organisations

 


Introduction

A learning and development (L&D) strategy outlines how an organisation develops its workforce's capabilities, skills and competencies to remain successful. It’s a key part of the overall business strategy (Hayden 2021). When using their own words, the majority describe the purpose of L&D in their organisation in terms of improving individual and organisational performance through developing employee capability (CIPD, 2015).

Why Employee training and development is important for an organization?

The success of organizations is however dependent on its knowledgeable, skilled as well as experienced workforce. Therefore, in order to maintain sustainability, organizations must see continuous employee training and development as invaluable. Training and development is very essential at all employee levels, due to the reason that skills erode and become obsolete over a period of time and has to be replenished Nishtha and Amit (2010). Paradise, (2007) in his report stated that U.S. organizations alone spend more than $126 billion annually on employee training and development.

Methods of learning and developments and innovation culture in an organization.In-house methods of delivery remain more popular than external methods and are expected to grow further in use. Many also offer training to non-employee groups for a variety of reasons. Looking forward, L&D professionals expect to see a continued shift towards integration with the business strategy and more emphasis on monitoring and evaluation. (CIPD,2015 )



Fig 1 : Which three learning and development practices do you most commonly use and which three are the most effective? (% of respondents)

Source : cipd.co.uk/learning and development survey

 

 

Fig 2 : How L&D content is developed (% of respondents)Source : Learning and development survey 2015


Companies need to invest in on-going employee training and development in order to both keep employees and be successful. The 21st century will be favorable to those organizations, which are able to learn faster and adapt to changes than their competitors. Training enhances employees’ initiative and quality of work, thereby assisting them to be more committed to achieving the organizational goals and objectives and in turn enhancing employees’ effectiveness within the organization (Muhammad & Fard,2013),

 

 References

CIPD (2015) , Learning and Development : Annual Survey report , accessed 04 May 2022, <https://www.cipd.co.uk/Images/learning-development_2015_tcm18-11298.pdf>

 Hayden D. (2021) , Learning and development strategy and policy, CIPD, accessed  04 May  2022, <https://www.cipd.co.uk/knowledge/strategy/development/factsheet>.

Muhammad , M. & Fard R (2013), The impact of employee training and development on employee productivity, Global journal of Commerce and management Perspective,

Nishtha Langer and Amit Mehra (2010), “How Training Jump-Starts Employee Performance”, Indian Management, Vol 49 (6), pp: 14-18

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


 



Comments

  1. Ravindu MaddumaarachchiMay 6, 2022 at 8:57 PM

    I agreed with your statement, "the success of organizations is however dependent on its knowledgeable, skilled as well as experienced workforce." Training is defined as the process of improving an employee's knowledge and abilities in order for them to do a specific job. In fact, training produces an employee's knowledge, skill, behavior, aptitude, and attitude toward the job and the organization's requirements (Rao, 2009).

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    Replies
    1. Naomi KalageMay 11, 2022 at 12:23 PM

      Ravindu, According to CIPD Learning and development is the organizational process of developing people involves the integration of learning and development processes, operations and relationships. Its most powerful outcomes for the business are to do with enhanced organizational effectiveness and sustainability . For the individual they are to do with enhanced personal competence, adaptability and employability. It is therefore a critical business process, whether in for profit or not for profit organizations.

      Delete
  2. Usama IqbalMay 7, 2022 at 12:24 AM

    Exactly @Naomi Kalage, it improves employee retention. In fact, 93% of employees say they will stay longer at a company when that company invests in their career development (Immanuel Vinikas, 2021).

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    Replies
    1. Naomi KalageMay 11, 2022 at 12:40 PM

      Usama, One example how training and development can improve the productivity of an organization is Learning and Development at Procter and Gamble. P&G is the American personal goods giant. At the turn of the millennium it was radically restructured into a matrix organization around global business units that drive their product groups, with HR strategy used as a key contributor to boost productivity and performance. By early 2004 the company had become revitalized with a 30% rise in productivity over four years in the UK and Ireland, consistently strong business performance even in challenging market conditions and negligible staff turnover amongst employees the company sought to retain (Harrson ,2005).

      Delete
  3. Amal Ishantha DissanayekeMay 7, 2022 at 12:01 PM

    Training and development though costly yields good results if done in an effective manner. Employees must be trained to fulfill the organizational requirements and only the trainings which are relevant to the job role should be provided to the staff. If not the cost of training would go waste and also the employees marketability would unnecessarily will increase and the employee may leave for another organization (Bach,2005).

    ReplyDelete
    Replies
    1. Naomi KalageMay 11, 2022 at 12:29 PM

      According to CIPD Learning and development is the organizational process of developing people involves the integration of learning and development processes, operations and relationships. Its most powerful outcomes for the business are to do with enhanced organizational effectiveness and sustainability . For the individual they are to do with enhanced personal competence, adaptability and employability. It is therefore a critical business process, whether in for profit or not for profit organizations (Harrson, 2005).

      Delete

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