EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE

 

EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE

Figure 1: Training and Development (Source: (Wolff, 2019)

The main objective of organizational training is to equip staff with the skills they need to improve their business as a whole. Basically, trained staff can help you get high quality products and services in a shorter time. Highly skilled workers can provide a better customer service experience and attract more customers over longer periods of time.

There is a linear relationship between staff training and productivity has been shown to improve the effectiveness of the organization (Jagero, et al., 2012). Further Jagero, et al (2012), argued that there is a positive relationship between staff training and good performance. Good training leads to superior performance in the same field. According to Nawaz, et al (2014), Training is a way to increase a person's productivity. In learning process, staff gain technical, personal and solid skills Knowledge to perform their work in the workplace efficiently, effectively and lacking Continuous Training programs lead to reduced employee productivity. Training not only develops an employee's abilities, but also increases his or her ability to think and innovate in order to make better decisions on time and in a more productive way (Elnaga & Imran, 2013).

According to Purcell, et al (2003), closing the productivity gap requires appropriate training activities to develop specific staff skills and capabilities and increase staff productivity. He further elaborate the concept by stating that Training makes it easier for the organization to realize that its employees are not performing well, and therefore their knowledge, skills and attitudes must be shaped according to the company's needs. There can be several reasons for low employee productivity, for example, employees may not be motivated to use their skills, may not have sufficient confidence in their abilities, or may face work-life conflicts. According to All aspects mentioned above must be taken into account by the company when choosing the most appropriate training intervention that will help the organization solve all problems and increase the level of motivation of employees to participate and meet the company's expectations, and show the required performance. As mentioned by Purcell, et al (2003), this employee superior performance occur only because of good quality training program that leads to employee motivation and their needs fulfilment.

 

Advantages

When you invest in training your employees, they feel worthy. With a greater sense of value, employees often feel more loyal to your business. When employees feel more loyal, they are more willing to work harder and longer to make the company successful. Training can also give staff a sense of empowerment. Empowerment comes with a willingness to do everything in their power to get the job done. In general, skilled employees tend to benefit from their careers and the company they work for.

Disadvantages

Training can also have disadvantages. The main drawback is the learning curve that employees may face during training or because of the introduction of a new system or technology. For example, if you apply a new software system that employees must use to perform their daily tasks, the time it takes to learn the new system can lead to a decrease in company productivity. Some staff members are reluctant to change and may therefore develop negative attitudes towards the new process, making them reluctant to learn as well.

Conclusion

Initially, through appropriate training, the organization creates and improves the nature of the Current employees. Training will affect staff behavior and performance Skills that lead to increased productivity and the most productive changes that are used to create employee productivity. Training also has a significant role to play in Employee productivity by instilling the important skills needed to perform a variety of skills Tasks in the organization (Halawi & Haydar, 2018).

References

Elnaga, A. & Imran, A., 2013. The Effect of Training on Employee Performance. European Journal of Business and Management , 5(4), pp. 137-147.

Halawi, A. & Haydar, N., 2018. Effects of Training on Employee Performance: A Case Study of Bonjus and Khatib & Alami Companies. International Humanities Studies, 5(2), pp. 24-45.

Jagero, N., Komba, H. V. & Mlingi, M. N., 2012. Relationship between on the Job Training and Employee’s Performance in Courier Companies in Dar es Salaam, Tanzania. International Journal of Humanities and Social Science , 2(22), pp. 114-120.

Nawaz, M. S. et al., 2014. Impact of Employee Training and Empowerment on Employee Creativity Through Employee Engagement:Empirical Evidence from the Manufacturing Sector of Pakistan. Middle-East Journal of Scientific Research, 19(4), pp. 593-601.

Purcell, J. et al., 2003. Understanding the People and Performance Link: Unlocking the Black Box, London: CIPD.

Wolff, B., 2019. PostPress. [Online]
Available at: https://postpressmag.com/articles/2019/7-steps-to-turn-employee-potential-into-performance/
[Accessed 9 December 2021].