6. The Impact of Training And Development And Employee Motivation



Elnaga and Imran (2013) believe that current organizations are facing extensive competition and a constantly changing technology and business environment. Elnaga and Imran (2013) further explained that globalization and changing customer needs have brought more challenges to business organizations. In order to meet these challenges, the industry is seeking to meet the needs and requirements to achieve target profit levels by ensuring appropriate training. Staff development. Employees are the most valuable asset of any organization because they can build or destroy the company's reputation and have an impact on profitability (Elnaga and Imran 2013).

Training and development have become one of the necessary functions of most organizations, because training and development can bring high performance in the same field and are an important part of the human resources department. It has a major impact on the success of the organization by improving the success rate of the organization. Employee performance (Mozael, 2015).

Employee Training

Abbas (2014) believes that training is a key element in the development of the company. Some employees lack knowledge and skills and cannot complete tasks on time. In addition, training is a learning activity aimed at acquiring specific knowledge and skills to complete the job, and the focus of training is on the job or task (Cole, 2002). However, Singh and Mohanty (2012) believe that training is an important means to improve employee productivity, which will ultimately affect the performance and efficiency of the organization.

Figure 3 Systematic training model

Source: Armstrong (2014)

 Employee Development

According to Drucker (1999), employees are always seen as developing career enhancement skills, which leads to employee motivation and retention. Drucker (1999) undoubtedly insists that well-trained and well-developed employees will be a valuable asset of the company, thereby increasing their chances of performing their duties efficiently and effectively. In addition, Lawal (2006) stated that it is updating new technologies or skill systems related to its job performance.

Aswathappa (2000) suggests that the training and development function is effective in the future and generates all expected returns and needs to go beyond its focus on technology and traditional roles. On the other hand, employee training and development achieves a balance between research and actual company practices, which provide the background for training and development of basic knowledge, such as training transfer needs assessment, learning environment design, methods and evaluation (Noe, 2010).

Figure 4 Components of learning and development


Source: Armstrong (2014)

Training And Development at McDonald’s.

As per McDonald (2010). McDonald’s is a prominent worldwide foodservice retailer, with over 30,000 local locations serving almost 50 million customers every day in over 119 countries. It is the largest restaurant chain in the world, having locations on every continent and in every country. McDonald's is characterized by providing the highest standards of quality service to the valued customers of every restaurant in the world. With proper training, crews and managers are the first step in achieving and maintaining these high standards. McDonald's thinks that its restaurants' and company's success is based on the individuals that work. The organization prefer to recruit the finest employees and keep them by providing appropriate training programs for various positions. As a policy, the company provides career development opportunities that make it possible. Employee’s hone and develop their skills. McDonald's consists of on-the-job training and open learning development modules and is supported by courses and seminars at the company's national and regional training centers. The management development course is for people 21 years of age or older, graduates or people with management experience. It provides a direct path to restaurant management through an intensive structured training program (McDonald, 2010).


Reference

Abbas, Z. (2014). Determine factors and their impact on Pakistani employee training and organizational performance. Kasbit Journal of Management and Social Sciences, 7(1): 93-109

 Aswathappa, K. (2000). Human Resources and Personnel Management", Tata McGraw

Cole, G. A. (2002). Personnel and human resource management. Version 5, Continuum London: York Publishers.

Drucker, P. F. (1999). The management challenge of the first century, New York. Hope business.

Elnaga, A. and Imran, A. (2013). The impact of training on employee performance. European Journal of Business and Management, 5(4): 137-47.

Lawal, M. M. (2006). Human Resources Management; Human Resources Manager and Management Student Handbook. Abuja, Roots Books and Journal Nigeria Limited.

McDonald's. (2010). Train and develop employees. McDonald's.

Mozael, B. M. (2015). The impact of training and development plans on employee performance. Journal of International Science and Research Publications, 5(11): 38-42.

Noe, R. A. (2010). Staff training and development. McGraw-Hill/Irwin.

Naveed, A. N. I. (2014). The impact of training and development on employee performance: "Case studies from different banking industries in North Punjab. Arab

Comments

  1. P.D.Chathuranga LakshanAugust 25, 2021 at 4:44 AM

    I agree with your view, Robbins (2004),defines employee motivation as:the willingness to expend high levels of effort toward organizational objectives, influenced by the effort's ability to fulfill individual needs.

    ReplyDelete
    Replies
    1. DanushkanaSeptember 2, 2021 at 8:47 AM

      Well said Lakshan. Further strengthening your view Shiffman & Kanuk (2006) also remarks that the execution of behavioral change which is by motivation is highly raised because of the sense of excitement in order to achieve their respective unfulfilled need. So it is believed that the correct customized motivation strategy set by the management, could increase the willingness of employees to intensify their performance with guidance, power & endurance (Munchinsky, 2003).

      Delete
  2. MenupaAugust 31, 2021 at 3:56 PM

    Totally agreed the points which you have elaborated here further, Training and development programmes, as discussed by Gregory and Flanagan (2019), can have a significant impact on an organization. Training and development, like all other aspects of your organization, should be focused on producing targeted and measurable results. The trick is to take it seriously, treat it like a financial investment, and focus on results.

    ReplyDelete
    Replies
    1. DanushkanaSeptember 2, 2021 at 8:48 AM

      Agreed Menupa & Further, Employee engagement has emerged as one of the greatest challenges in today’s workplace. With complexities and stringent regulations in many organizations, employee engagement will continue to challenge organizations in the future (Mishra, Boynton, & Mishra, 2014).

      Delete
  3. Jayashi SilvaSeptember 1, 2021 at 4:01 AM

    Agree and according to Jehanzeb and Bashir (2021), benefits from Training and Development can be in two ways namely to the employees and to the firm. Benefits to the employee will be aspects such as satisfaction, enhanced competencies which will have a direct impact for the employee motivation (Noe, 2010).

    ReplyDelete
  4. DanushkanaSeptember 2, 2021 at 8:46 AM

    Hi Nimna De Silva, I agree with what you stated but according to Alfes et al (2010: 2) asserted that engaged employees perform better, are more innovative than others, are more likely to want to stay with their employers, enjoy greater levels of personal well-being and perceive their workload to be more sustainable than others.

    ReplyDelete
  5. Sumeera NawarathneSeptember 5, 2021 at 8:06 AM

    I too agree with this based on the findings of Ozkeser (2019) in the research of identifying the impact of training on employee motivation in human resource management. This research reveals that there is a significant relationship between the variables of training and employee motivation. Perceived training opportunities, perceived supervisor support, support of perceived co-workers, earning and career expectancy are the variables which has significant correlation with the employee motivation.

    ReplyDelete
  6. Udaya PereraSeptember 6, 2021 at 2:57 AM

    Fully agree with the discussions made on how leraning and development will improve motivation. Adding to same argument, individuals having the skill and knowledg will make the organizational mission a reality while creating a learing culture fulfilling strategic goals. (Rodrigues and Walters, 2017)

    ReplyDelete
  7. Khalid HumayuniSeptember 6, 2021 at 6:42 PM

    Agree with the discussed points, just to add, organizations could benefit from training and development through winning the “heart and minds of” their employees to get them to identify with the organization, to exert themselves more on its behalf and to remain with the organization (Armstrong, 2009).

    ReplyDelete

Post a Comment

Popular posts from this blog

5. Herzberg Two Factor Theory of Motivation

Image
  5. Herzberg Two Factor Theory of Motivation Figure 2 : Herzberg two factor theory (Source: Herzberg, 1987). What is the Herzberg Two Factor Theory of Motivation? Two Factor Theory, Herzberg's Motivation-Hygiene Theory, and Dual Structure Theory are some of the titles given to Herzberg's Motivation Theory concept. The model was created in 1959 by Frederick Herzberg. In 1959, Frederick Herzberg created the model. Herzberg accomplished this by interviewing over 200 professionals, referring to those factors that affected job satisfaction as motivating Factors, and the Herzberg Two Factor Hypothesis is a theory on employee motivation (Haruna, 2013). On the other hand, this idea presupposes that employee can be unsatisfied with their occupations. This is frequently related to so-called hygiene variables, such as pay and working environment. Employee happiness, on the other hand, is related to so-called incentive variables. These elements have to deal with possibilities for growth,...
Read more

2. Importance of Increasing Employee Motivation to The Organization.

Image
Why Employee Motivation Is Important? Employees are the most valuable resource in any company. They are required to improve outcomes by using inputs. 2014 (Dugguh). Employee motivation is a crucial component of the workplace that influences department and business performance. Motivating your staff should be a daily practice. Unfortunately, some firms fail to realize the importance of employee motivation, and as a result, many employees are disengaged and under-motivated staff (Hughes and colleagues, 2009).  Employee motivation should be studied since every successful business relies on a loyal workforce, and loyalty is a result of motivation and job satisfaction. Employees are motivated by enthusiasm to achieve the organization's goals. Without commitment, the company would be unable to create performance (Lam and Gurland, 2008).  In order to create a competitive advantage organization, need to have a competitive employee policies and practices. Motivation is an important sti...
Read more

3. Strategies of Employee Motivation.

Many members have different reasons for going to work and performing well, and it's up to the leaders to make the most out of all of them.   Money, whether in the form of salary raises or bonuses, is one of the most visible motivating tactics. However, they aren't always required or the best sort of incentive. Cash incentives may soon become anticipated and forgotten, especially if they are the only kind of appreciation employees receive (Mandell and Klein, 2007). On the basis of collaboration Frequent, positive feedback given in a joyful, team-oriented setting makes a huge impact in employees' feelings of worth, whether or not they are paid (Bari, 2013). These workplace culture characteristics are a fantastic investment in company’s and employees morale. This is true even in a goal-oriented workplace. Strive to foster a fun, family-oriented environment where everyone is focused on accomplishing team goals (Yousaf, et.al, 2014). Empowering Employees ...
Read more