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Role of Training and Development in an Organization

Article  in  SSRN Electronic Journal · June 2013

DOI: 10.2139/ssrn.2480345

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Anhui University
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Role of Training and Development in an Organization 1

Role of Training and Development in an Organization

By

Abdul Rehman

School of Economics and Management Sciences Anhui Agricultural University

Hefei, China

Abstract

This paper reviews the role of training and development in an organization. Training and
development provides the environment for workshops, seminars, mentoring, coaching
and all other learning opportunities to employees in an organization. Training and
development provides all tools and motivate the employees to perform their role.

1. Role of Training and Development

Training and development provide a good framework which develop the employee’s
personal and organizational skills and abilities. It’s the wish of every employee that they
want to be a competitive and valuable in the organization. This is done only through
training and development.

Today training is considering an important and most effective tool which helps the
employees to raising the quality of the workforce. Training and development helps to
achieve the organizational objectives. Training provides a unique service to the
employees in and gain a benefit from organization itself.

1.1 Engaging Training and Development

Most of the organizations engage the training and development in order to make the small
gap between employee’s actual work and expectations which is identified by
performance appraisals. Many other reasons are including desired performance levels of
internal benchmark, testing the management performance.

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Role of Training and Development in an Organization 2

In an organization there are two types of training; internal training and external training.
Internal training is organized by the department of human resources using the senior staff
or authority of an organization. External training on the other hand organized outside of
the organization by consultants. Training is the most essential for all and every employee
of the organization for building their career and preparing for new challenges.

1.2 Training and Development Tools

Following are some important tools for employees training and development:

1. Communication Skills: Communication skills are the first tool for employees
training and development. The whole staff of an organization should be able to
very good in speaking and written verbal communication.
2. Computer Skills: Computer skills are very important for conducting office tasks.
Due to technology advancement, these skills are very necessary.
3. Diversity and Ethics: Diversity includes different views and explanation about
the people of an organization and how handles it. In different organizations there
are different divergent ethics like period of work etc.
4. Management skills and qualities: Management skills quality requires the
concept of quality and basic training of employees in an organization.
5. Safety: Safety is the most important tool of training and development. Working
with chemicals and heavy equipments, safety of each staff in an organization in
their own hands.

1.3 Training and Development Benefits

Benefits of training and development in an organization are as follows:

1. Increasing the job satisfaction of employees.

2. Better relationship between employees and customers.
3. Increasing the motivation of employees.
4. Increasing the capacity for adopting fresh technology.
5. Enhance the quality and image of organization.

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 Role of Training and Development in an Organization 3

6. Providing better safety.

7. Increasing the production Process.

Conclusion

Training and development plays an important role in an organization. Training and

development provides the environment for workshops, seminars, mentoring, coaching
and all other learning opportunities to employees in an organization. Internal training is
organized by the department of human resources using the senior staff or authority of an
organization. External training on the other hand organized outside of the organization by
consultants.

References

1) Patrick J. Montana and Bruce H. Charnov (2000). "Training and Development".

Management. Barron's Educational Series. p. 225. ISBN 0-7641-1276-7.
2) Thomas N. Garavan, Pat Costine, and Noreen Heraty (1995). "Training and
Development: Concepts, Attitudes, and Issues". Training and Development in
Ireland. Cengage Learning EMEA. p. 1. ISBN 1-872853-92-7.
3) William J. Rothwell and H. C. Kazanas (2004). The Strategic Development of
Talent. Human Resource Development Press. p. 4. ISBN 0-87425-752-2.
4) William J. Rothwell (2005). Effective Succession Planning. AMACOM Div
American Mgmt. pp. xviii. ISBN 0-8144-0842-7.
5) Diane Arthur (1995). "Training and Development". Managing Human Resources
in Small & Mid-Sized Companies. AMACOM Div American Mgmt Assn.
6) Shawn A. Smith and Rebecca A. Mazin (2004). "Training and Development". The
HR Answer Book. AMACOM Div American Mgmt Assn. ISBN 0-8144-7223-0.

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