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International Journal of Management (IJM)
Volume 9, Issue 2, March–April 2018, pp. 82–87, Article ID: IJM_09_02_009
Available online at
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ISSN Print: 0976-6502 and ISSN Online: 0976-6510
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RELATIONSHIP BETWEEN ADOPTION OF
TRAINING METHODS LEARNING OUTCOME
AND ORGANISATIONAL PRODUCTIVITY
DEEPTI KALRA,
RESEARCH SCHOLAR,
PUNJABI UNIVERSITY PATIALA, PUNJABI
ABSTRACT
In modern era everything is changing in very fast way. Organisations are adopting
new and innovative methods of production to make their organisation budget friendly
and competitive .this is possible through only with effective training and development.
To stand in competition it is necessary for organisations to increase survival power
this is possible through only with trained employees. For this purpose organisations
are finding new and effective methods of training for the development of employees
and stand front in the row of competition. This paper focuses on positive relationship
between adoption of training methods, employee performance and organisational
productivity.
Key words: Learning outcome of employees, adoption of training techniques
Cite this Article: Deepti Kalra, Relationship between Adoption of Training Methods
Learning Outcome and Organisational Productivity, International Journal of
Management, 9 (2), 2018, pp. 82–87.
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1. INTRODUCTION
Training and development is considered as blood of an organisation in competitive world no
organisation can survive in competitive environment without adopting training techniques. In
the world of advancement everything is changing in fast way so survival power of an
organisation can be strong through training. Only that organisation can survive and grow
which have trained employees. As whole organisation’s existence is based on trained
employees. Today’s competitive age training is not choice it is necessity to survive in
competitive world. As it is necessary to stay up to the date with knowledge to fight with
competitive environment this is possible only through training. So, training is not an expense
it is future savings .now question arises how training can be given in effective manner
because an organisation can obtain a lot of advantages through effective training that are as
follows;
Deepti Kalra
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• Less wastage of resources If employees will be expertise in their work they will
use the resources efficiently and wastage will be less and which will make the
organisation budget friendly
• Happy and productive employees-if they have complete knowledge of work it
will make self efficient and less frustrated .employees will be satisfied and do the
work with more enthusiasm
• Less labour turnover Organisations don’t have to spend money again and again
on training sessions compare to the organisations who have high labour turnover
• Less role ambiguity-if employees have clear perspective towards their work their
will be less conflicts in an organisation.
2. LITERATURE REVIEW
Now question arises how the training program should be planned to make employees effective
and productive different authors have different opinions regarding organizing training
program. Some researcher gave emphasis on delivering style .Some researchers gave more
emphasis on measurement level in training program Chris Amisano (2010) outcome of the
training program depends on employee performance job satisfaction and commitment to the
work .Different scholars have given their opinion regarding training and development that are
shown in table
Schultz(1961)
Training is a form of investment which increases the skills of
employees and make the employees efficient in their work and give
benefits to an organisation for future.
Flamholtz and Lalley(1981)
Training makes an individual aware about their career path .Training
makes aware them how much knowledge they have regarding work
and how much they need to develop more.
Raymond(1986)
Training must have capability to change the attitude of an individual
for this purpose motivating factors should be involved in training
program .It should have capability to bridging gap between individual
commitment and organisational commitment
Frost (1992)
Due to sudden changes in business environment brings more
responsibilities to hr management for conducting training programs
and making employees more efficient s, that they can easily fight with
competitive and volatile business environment
Boganko and Saleem(1997) Success of training program depends on systematic planning of
training program and effectively executed
Holli and calabrese(1998
Training should be based on systematic planning firstly the standards
of training should be fixed as evaluation process of the outcome of
training program can be easily determined on the basis of pre
determined standard training is a form of investment
Sadler and Smith (1999) Managers should understand the need of training and accordingly they
should match the training program according to the requirement.
Kraiger(2002)
before organizing the training program opinions of concerned person
is necessary to make training program successful and make them
attentive toward training program
Hill and Lent (2006)
There is direct link between job performance and training program.
in training program trainer should have psychomotor skill so that
he/she can easily judge the requirements of training program for
bringing positive outcomes from training program.
Jackson(2006) Planning, implementing and evaluating the training program duration
should be fixed .
Relationship between Adoption of Training Methods Learning Outcome and Organisational
Productivity
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Cetro(2006)
To bring better outcomes from training program Employees should
have clear picture relating to organisational objective s and what are
organisation’s expectations from them
So, objective of the study is how training program should be adopted in a manner for all
level workers so that it can contribute positive results to an individual as well as organisation.
How training program can make the individual efficient and productive to an organisation.
There are different methods of learning through training that are as follows
3. ON THE JOB TRAINING TECHNIQUES
• Apprenticeship training
• Internship training
• Induction training
• Refresher training
• Job rotation
• Programmed instructions
4. OFF THE JOB TAINING
• Verstibule training
• Role playing
• Case study
• Management games
•
Special courses
According to the different requirements of work any of the above method can be adopted
for training .to ensure success of training program systematic process should be followed for
planning and execution of training program to satisfy the organisational and individual needs.
5. WORK REQUIREMENTS, MATURITY LEVEL AND CO-
OPERATION AMONG EMPLOYEES.
According to skills working condition and coordination level of employee training method
should be adopted studying of these factors can be done in following manner as shown in
diagram.
Deepti Kalra
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5.1. STAGE-1
According to the above diagram under first step during planning of training program the
employee skills should be studied how much trainee has knowledge regarding the work for
e.g. there may be two situation that is as follows;
5.1.1. FIRST IS FOR PRESENT EMPLOYEES
If they have knowledge of organisational work there is just need to enhance the skills and
knowledge of the present work due to increase the survival power of an organisation in
competitive and changing environment as employees is already familiar to the work of
organisation in that case mentoring coaching, job rotation and committee assignments can be
given.
5.1.2. IF EMPLOYEE IS NEW
If employee is new then mentoring method is not suitable as employee is totally unfamiliar to
the work and due to own work burden seniors can’t give knowledge and time to the new
entrant properly and it will effect the organisation productivity in that case slow down the
5.1.3. Work
Special instructions, content design and induction program and refresher training can be
given.
Relationship between Adoption of Training Methods Learning Outcome and Organisational
Productivity
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5.2. STAGE-2
ORGANISATIONAL FACTORS
5.2.1. WORK LOAD
If work load is high then help of special experts, programmed instruction and refresher
training is suitable. If work load is low then mentoring, coaching internship etc.method can be
adopted.
5.2.2. CO-OPERATION AMONG EMPLOYEES
If cooperation level is high among members of organisation then coaching mentoring and job
rotations method can be adopted because of good team spirit. if conflict level is high among
member then help of special experts and special instructions program can be organized to
trained employees
5.3. STAGE-3
5.3.1. ADOPTING TRAINING TECHNIQUE
After analyzing the entire above factor individual as well as organisational now it is the time
to adopt training method so after analyzing skills, maturity level training method should be
matched which will best suit the employees. should be studied while planning and execution
of training program so that individual as well as organisational goals can be achieved.
5.4. STAGE-4
5.4.1. MEASUREMENT LEVEL
The goals which were established during planning of training program is achieved or not if
not what deviations have remained where is need of improvement all these factors should be
studied by trainer
6. CONCLUSION OF STUDY
Training and development is a very helpful way to solve work related issues and work
ambiguity factors of employees in organisation as all work related issues arise due to non
expertise employee this weakness can be removed by training program so it is necessary to
take suggestions of employees that how they want to get training what would be the
convenient method for easy and fast grasping way. what are their skills, work knowledge and
level firstly employee perspective should be considered while planning training program .at
one side employee involvement will help the reducing labour turnover, self efficiency and job
satisfaction and another side it will help in achieving organisational goal with effectiveness.
REFERENCES
[1] Holli BB, Calabrese, ”counseling communication and education skills of diactic
professional”, PP 45-48(1998)
[2] Hampton. Hopkins, ”Challenge to Manager: Few ways to improve Employee Morale”,
Executive Development vol (8) PP26-28(1995)
[3] Hill and Lent, ”Narrative and Meta analytic review of helping Training”, Psychotherapy:
theory, Research practice Training.Vol4(3), PP 154-172(2006)
[4] Jackson, Felix, Thoemmes Kathrin Jonkmann, oliver Ludtke,”military training and
personality trait development:does the military make the man or man make the military,
psychology science, 23(3)PP270-277(2006)