Training and Development: Strategic Impact on Employees’ Job Performances

Abstract

Employees are the major assets of any organisation. The best thing that can happen to any organisation is for it to have a well-trained workforce; the active role they play towards a company’s success cannot be underestimated. And, as a result, equipping these unique assets by way of training becomes imperative in order to maximise job performances and also positioning them to take on the challenges of today’s competitive business climates. However, extensive researches have been conducted in the area of human resource management, the same cannot be said on employee training especially as it concerns most developing countries. Training and development is a critical process, which seeks to improve the performance of workers in organisations. Training, according to Michael Armstrong (2012) is the use of systematic and planned instructions activities to promote learning. Development would include both training to increase skills in performing a specific job; a total growth of an employee on the job, and education. Moreover, the efficiency and effectiveness of training and development depends on having people with the right skills, attitude and capabilities in order to reach individuals and organisational goals effectively.  However, the findings from sampled companies over the years, revealed that working conditions and lack of workable resources affect the HR training and development of employees. It is recommended that certain areas be improved, that is, management support; total commitment of management, sufficient fund, provision of feedback to employees and the conducting of employee training on a continuous basis, which invariably would improve employee’s performance in organisations if properly implemented.