Relationship between adoption of training methods learning outcome and organisational productivity

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This paper focuses on positive relationship between adoption of training methods, employee performance and organisational productivity.

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Nội dung Text: Relationship between adoption of training methods learning outcome and organisational productivity

International Journal of Management (IJM) Volume 9, Issue 2, March–April 2018, pp. 82–87, Article ID: IJM_09_02_009 Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=9&IType=2 Journal Impact Factor (2016): 8.1920 (Calculated by GISI) www.jifactor.com ISSN Print: 0976-6502 and ISSN Online: 0976-6510 © IAEME Publication 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. http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=9&IType=2 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; http://www.iaeme.com/IJM/index.asp 82 editor@iaeme.com
Deepti Kalra • 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. Training makes an individual aware about their career path .Training Flamholtz and Lalley(1981) makes aware them how much knowledge they have regarding work and how much they need to develop more. Training must have capability to change the attitude of an individual for this purpose motivating factors should be involved in training Raymond(1986) program .It should have capability to bridging gap between individual commitment and organisational commitment Due to sudden changes in business environment brings more responsibilities to hr management for conducting training programs Frost (1992) and making employees more efficient s, that they can easily fight with competitive and volatile business environment Success of training program depends on systematic planning of Boganko and Saleem(1997) training program and effectively executed Training should be based on systematic planning firstly the standards of training should be fixed as evaluation process of the outcome of Holli and calabrese(1998 training program can be easily determined on the basis of pre determined standard training is a form of investment Managers should understand the need of training and accordingly they Sadler and Smith (1999) should match the training program according to the requirement. before organizing the training program opinions of concerned person Kraiger(2002) is necessary to make training program successful and make them attentive toward training program There is direct link between job performance and training program. in training program trainer should have psychomotor skill so that Hill and Lent (2006) he/she can easily judge the requirements of training program for bringing positive outcomes from training program. Planning, implementing and evaluating the training program duration Jackson(2006) should be fixed . http://www.iaeme.com/IJM/index.asp 83 editor@iaeme.com
Relationship between Adoption of Training Methods Learning Outcome and Organisational Productivity To bring better outcomes from training program Employees should Cetro(2006) 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. http://www.iaeme.com/IJM/index.asp 84 editor@iaeme.com
Deepti Kalra 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. http://www.iaeme.com/IJM/index.asp 85 editor@iaeme.com
Relationship between Adoption of Training Methods Learning Outcome and Organisational Productivity 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) http://www.iaeme.com/IJM/index.asp 86 editor@iaeme.com
Deepti Kalra [5] K. Kraiger, ”Decision based evaluation”, vol (4) Jossey Brass (2002) [6] Raymond A Noe, ”Trainees Attributes and Attitudes: Neglected influences on Training Efectiveness”, Academy of Journal review, vol (2), (1986) [7] E Saddler Smith, ”Cognitive style and Instruction”, Institutional science,27(5)PP 355- 371(1999) [8] Schultz, ”Investment in Human Capital”, The American Economic Review vol (5) pp(193-198)(1961) http://www.iaeme.com/IJM/index.asp 87 editor@iaeme.com