These 4 essential factors bring an invaluable advantage to the organization right from the very top and the employees at the dead bottom of the O-chart. Aragon and Valle (2013) have researched that concluded the fact that training for the managers play a key role in the organisation’s enhanced performance and definitely score a better result relative to organisations which did not have sufficient training. It is not only the management but also the non-executive staff require training to contribute towards the growth of the organisation (Ahamed,2013)
It is indeed an investment which will bear fruit in time to come not only in the schemes of productivity but also commitment, psychological contract and employee retention (Sahinidis and Bouris, 2007). Beer, Finnstrom and Schrader (2016) indicating US corporations spent 164.2 Billion USD on their training programs in 2012, as much as twice the GDP for SriLanka in 2018 (CBSL,2019), shows how much the investor value training and development of the employees and that the oraganisations consider employee training with utmost interest. Nevertheless, most organisations find it difficult to find the ideal formula in converting such financial investment to Improvement of personal and corporate growth or financial return of investment (Beer, Finnstrom and Schrader, 2016).
The organisation I’m employed at is a leading airline in the country. I’m attached to the Aircraft Maintenance Department which is the technical handling arm of the aircrafts in the organisation. It is also a main revenue generating avenue for the airline by providing technical handling and certification to other airlines which requires them in Colombo. In the years 2018,2019 there were many Engineering type training offered for the engineers on aircraft types, mainly types which are not operated by the airline such as Boeing B787, B737, B777 and Airbus A350 apart from the aircraft types operated such as Airbus A320, A330 and A320 NEO (Author’s work, 2019).
Earlier, out of 30 airlines which comes to Colombo, this airline engineers certified only aircrafts from 06 airlines. However, after the engineers were qualified after the trainings mentioned above, they are managed to certify aircrafts from 20 airlines. Many other airlines are going through negotiations which will make this number only increase. This means the revenue generated by these 3rd party airline certification is increased close to thrice the amount than it was before the trainings were conducted. On the other hand, having qualified and experienced engineers who are expertise in many types of aircrafts gives the airline a chance to open up for business opportunities in other airports. Currently, a team of engineers are based in Male, Maldives and one engineer in Chennai, India who currently certify aircrafts in this airline and also airlines who operate to those airports. Hence, there will be viable business opportunities which will directly support the airline’s revenue (Author’s Work, 2019). This alone shows how valuable training is for the organization and how it can generate revenue despite the initial cost borne as a great investment.
References
Ahamed, U (2013) Impact on Training on Employee retention [Online]. Available at: < https://www.researchgate.net/publication/263808540_Impact_of_Training_on_Employee_Retention>. [Accessed on 01 October 2019]
Aragon, I and Valle, R (2013) Does training managers pay off? The International Journal of Human Resource Management, 24 (8), pp 1671–84
Beer, M., Finnstrom, M. and Schrader, D. (2016) The Great Training Robbery. Harvard Business School Working Paper, No. 16-121 [online]. Available at: http://www.hbs.edu/faculty/Publication%20Files/16-121_bc0f03ce-27de-4479-a90e-9d78b8da7b67.pdf [Accessed on 30 September 2019].
Central Bank of Sri Lanka (2019) Annual Report 2018 [Online]. Colombo: Central Bank of Sri Lanka: Available at: < https://www.cbsl.gov.lk/sites/default/files/cbslweb_documents/publications/annual_report/2018/en/1_Preliminary.pdf>.[ Accessed on 28 September 2019 ]
Sahinidis, A. and Bouris, J. (2008). Employee perceived training effectiveness relationship to employee attitudes. Journal of European Industrial Training, 32(1), pp.63-76[Online]. Availble at: < https://pdfs.semanticscholar.org/c1b6/00716926dbd75ed689713a7359a610e17cd8.pdf>. [Accessed on 29 September 2019]
I agree with the comments made. Training is vital for employees development and the employee development encourage self-fulfilling skills and abilities of employee, thereby decrease operational costs, limits organizational liabilities and finally change goals & objectives achievable (Donald Nickels,M.A,2009).
ReplyDeleteAgreed, As Discussed by Gregory and Flanagan, (2019) Training and development programs can have a huge impact on the company. As with other functions of your company, the focus of training and development should be on delivering targeted and tangible results for the business. The key is to take it seriously, treat it as a capital investment, and make it results-oriented.
ReplyDeleteDear Chandran, as I agree to your comment, let me add something. Training and development not only change goals and make the objectives achievable but also make the dreams for an organisation a reality (Karia et al, 2016). However, in addition, they emphasis that if the required resources and working conditions are not granted, the trainings can be affected.
ReplyDeleteI strongly agree with you Sahan. As Gberevbie (2010) describes, Human factor is the main path to organization's target. Hence it is vital to carry out necessary training to all new and old employees, to help them steer their attitudes towards the organizational goals (Iyewa and Gberevbie, 2017).
ReplyDeleteAccording to (Barrington & Stimpson, 2002) proper training and development should happen in every organisation so the employees who are unskilled could be trained accordingly, new process training, cross training and on the job training so all the employees get an opportunity to move forward for the well being of the organisation and self.
ReplyDeleteI agree with your explanation. Establishing a better learning and developing system within the organization is very much essential on driving the employees towards the organizational goals. In such context, as a HR function, training and development supports in achieving the said goals where trough training and development, the skills of the employees must enhance and adjust according to their job roles and organizational strategies.
ReplyDeleteHi Shan, while you mention the benefits of training to the organization, I would like to mention the significance of training from the employees' perspective. Training boosts employee morale, confidence and skill, increasing efficiency, productivity and reducing the risk of accidents (Juneja, 2019). In addition, they become an asset to the company, and improves their chances for promotions.
ReplyDeleteAgreed with the article, Many organizations recognizing the strategic of learning strived to become learning organizations. A learning organization embraces a culture of lifelong learning where enable all employees to acquire and share knowledge. Trained employee contribute not only organizations to increase productivity but also to employees perform more competently. Whereby having proper training enables employee decision-making power, teamwork,interpersonal relations (Rohan & Madhumita,2012).
ReplyDeleteHi Shan, I do agree with the advantages, mind you employee T&D could have drawbacks, as well. like Training Cost, Performance Depends on Trainer's Qualifications, Taking Time Off Everyday Activities, Assisting The Competition (Arthur,2018).
ReplyDeleteAgree with your blog furthermore, Learning is widely seen as a key part of the function of L&D, but there is also some proof of the transition from seeing L&D as a learning supplier to a learning facilitator. A minority of respondents perceive the task of L&D as developing a culture of education or learning organization or enthusiasm, motivation, knowledge, encouragement, facilitation (CIPD, 2015).
ReplyDeleteDear Shakir, I’m very much in agreement with you. In addition to what I have posted on my blog I would like to state that Cross training will be an important utensil the Human resource Management can recommend the line managers, in order to provide the individual wit the chance of playing a dual role n the organisation, which will increase his productivity (Engetou, 2017).
ReplyDeleteHi Yohan, In addition to what you have stated I’d like to add what Bauer (2010) mentions about the importance of training and development of new employees to the organisation. She states that along with the technical expertise of the job, training programs will provide them with a feeling of welcome, confidence and belonging to the organisation family.
ReplyDeleteYes Jehan, the employee indeed is an asset to the organisation. Furthermore, I would like to share something Nassazi (2013) has pointed out that, employee’s training will increase this asset’s value more and that is imperative to the organiation and it’s success.
ReplyDeleteDear Nayani, you have made an interesting aspect of training, which is interpersonal relationship. Organisations, which include employees working as teams, it is important to conduct training sessions for the whole team together, so that each employee will identify the key elements which helps them personally and how each other’s contribution supports to attend the organisational goals collectively (Reich and Hershcovis, 2011).
ReplyDeleteDear Indika, further to the disadvantages you have mentioned, Reddy (2016) mentions a few other as well. Increased stress, too much of theoretical studying, loss of interest and mainly the possibility of employee leaving the organisation after acquiring a qualification are some of the disadvantages the organisation may have to deal with.
ReplyDeleteHi Mizni, thank you for highlighting these important points. CIPD (2015) also mentions that in this case, both the learning supplier and facilitator needs to be ready to play their part well, which if not done right, might be waste of valuable resources in the organisation. Hence, it is vital that both parties are informed on what is expected out of them during the training program.
ReplyDeleteYes Shan, Rohan & Madhumita (2012) also supported that investing in training employees on decision making, teamwork, problem-solving and interpersonal relations has beneficial impact on the organizations’ level of growth, as well as impacting on employees’ performance. Training affects employees’ behavior and their working skills which results into employees enhanced performance as well as constructive changes (Satterfield & Hughes, 2007).
ReplyDeleteI too agree with you Sheron. Employee's trainings are important to an organization since, employees' performance will be directly affecting the organization's success or failure (Jehanzeb and Bashir, 2013). Due to this reason, organizations spend a considerable amount of their budgets towards training of employees.
ReplyDeleteAgreed, Effective learning can also lead to greater employee motivation and satisfaction as employees feel valued and able to grow and develop throughout their careers. And importantly, learning and change are interlinked because it enables organizations to respond to changes and adapt to an increasingly competitive (and ever-changing) market (Andrew, 2012).
ReplyDeleteDear Chathura, learning and development truly enables the organization to adapt to changes. Hovland (2003) states that learning and the motivation to learning will increase the efficiency of the employees and arm them with the knowledge to face challenges in the corporate world.
ReplyDeleteHi Shan, agree with you.
ReplyDeleteNow a days in the global environment training and development is become very important as compare to the earlier time. The term training is become popular in several organization. Training and development agrees the employees to obtain new skills and knowledge and become more effective and productive for the organization. Training plays a positive role for the success of the organization (Management, 2002).
Marvelous example. The importance of learning cannot be limited. This example shows how individual learning can directly influence organizational success. Misinterpretation of how an organization should limit the learning of outside the scope subjects has made organizations entrenched within their scope with the competition (Serrat, 2017).
ReplyDelete