INTRODUCTION

Employee training and development programs are crucial for

a business to succeed. They’re not only beneficial for
employees who have a chance to improve their skills and
develop new ones, but they’re also beneficial for managers.
With training and development programs managers may see
enhanced productivity in their team, and an improvement in
company culture.

Furthermore, they can even increase employee retention and

lower employee turnover, as employee turnover can be rather
costly, and it is perhaps unsurprising that employees who get
regular opportunities to develop, learn, and progress into
different roles within an organization are more likely to stay.
Development and learning are found to be among the top
factors in employees remaining engaged in their roles.

It is the continuous effort to improve work performance

through training sessions, coaching, and leadership mentoring.
Whereas training is a specific event that passes new
information onto employees and teaches them new skills, and
is often given to new employees or employees who have
recently been promoted.

How Employee Training and Development

Enhances Employee Performance?
Employee training and development programs are widely
found to improve an employee’s performance. Organizations
offer many training and development opportunities for their
employees, whether that be online courses, or in-person
courses.
The most common types of training and development
opportunities offered to employees are apprenticeships,
management training, mentoring programs, new employee
training, and sales training.

Prepares employees for new responsibilities: Whether

employees are being trained in other roles, so they can better
understand the responsibilities of their colleagues and develop
a more holistic approach to the organization, or they are being
trained, so they can move into new roles, training and
development opportunities prepares employees for new
responsibilities if they ever need to take them on. Not only do
training and development programs help employees develop
the skills needed for their current roles, but can teach them
leadership skills and other vital knowledge needed to progress
in the future. Apprenticeship is a common form of training
that recruits employees as trainees with the goal to progress
them to a higher role.

Teaches employees about updates in the industry and

technology: Training and development programs also keep
employees up to date on changes happening in their industry,
and on matters such as safety, ethics, or quality standards.
They can also teach employees about updated technology and
new processes, as well as how to stay safe while using these
systems, i.e. being aware of cybersecurity. Being up-to-date
on what is expected of them within their role and becoming
comfortable with new efficient technologies leads to better
outcomes all round.

Prepares employees for remote working: As organizations

move away from traditional office working, training and
development focusing on working remotely effectively and
teaching employees about new processes when working from
home can make the transition from office working to home
working smoother.

Refreshes employees’ memories: All new employees will

receive training as part of the onboarding process, it is also
beneficial for more tenured employees to have refreshers on
basic training. What was taught to an employee when they
first joined is often easier to understand once they’re familiar
with the organization and their role. These updates also
provide opportunities to refresh diversity, equity and inclusion
training, and organizations often require annual training
courses on issues such as legal compliance and anti-
harassment policies.

How Employee Training and Development

Improves Productivity?
The benefits of training and development programs can also
be seen in how they increase productivity. Employees who
participate in effective training and development programs
tend to work more efficiently, and to actually evaluate this
improved productivity managers and HR departments can
incorporate the below measures into their analyses.

Measure performance results: Evaluate outcomes of

different tasks to determine how much an individual has
improved.

Pre-training assessments and post-training

assessments: Here you would have a discussion with your
team members about what they expect from training and
development problems, what they would like to get out of
them, and how your organization can meet those expectations.
Analysing data: You can consult data to see how much time
was spent on a course, and how many people dropped out of
the course to see how much employees are engaging with the
programs offered.

Polls and tests: Organising polls and competitions within

training programs can gauge how much employees are
engaging and learning. So that we know how we can measure
the effectiveness of training, let’s take a closer look at how
exactly training and development programs increase
productivity.

Improves task management: Training and development

programs can help employees better manage tasks, both as
individuals and within a team, and can also help them to
develop a better understanding of processes. Once employees
have developed the skills needed to perform effectively, they
can spend less time trying to figure out how to complete a
task.

Targets important skills: Training and development

programs lets employers emphasize the skills and knowledge
their employees need to have. These programs can also teach
employees new skills or provide updates on existing skills that
can boost productivity.

Promotes continuous improvement: Technology is moving

rapidly and bringing more demands for upskilling. Training
and development meets these demands and gives employees
the opportunity to learn. This also encourages innovation
among employees and encourages them to take risks and
make suggestions to improve processes with less supervision.
Makes individuals more confident: Not only does training
and development programs make employees more confident
and surer of their knowledge and skills, but it in stills
confidence in their managers too. This makes for a more
enthusiastic team, and encourages employees to be more
accountable.

Clearly defines expectations: Training and development

programs can help clarify the expectations that managers and
the organization at large has for its employees. It encourages a
culture based on performance, where employees are set
achievable goals based on clear organizational objectives.

Promotes employee engagement: When an employee feels

supported by their employer, it is unsurprising that they are
more engaged in their role, enthusiastic, and motivated to
work to a high standard. By providing training and
development programs to their employees, an organization
shows it is eager to support its employees in their careers.

How Employee Training and Development

Helps To Retain Employees?
Employees are more likely to move on from an organization if
they feel like their employer is not engaged or invested in
their training and development, and a lack of training and
development is often what drives employees to seek new
opportunities elsewhere.

Shows commitment to employment development and

promotion: Providing regular and empowering training and
development opportunities helps to keep employees motivated
and satisfied in their roles, and opens up opportunities for
promotion. A lack of career opportunities is a big factor in
why many individuals leave their current jobs for new roles.
Plus, investing in training and development programs is often
less costly than hiring a new employee.

Promotes self-worth and reduces boredom: Providing

opportunities is key in retaining employees. It is
recommended to regularly train managers in how to keep their
team members engaged and motivated. Training and
development programs also help to reduce burnout, especially
among long-serving employees. Providing opportunities for
employees to grow and develop can rejuvenate your team and
give them a fresh perspective on their work.

Promotes training as a benefit of the role: Training and

development should always be seen as a huge benefit for
employees, as it helps employees to feel part of the
organization and develops their skills. Organizations who
promote training and development programs as a benefit
while recruiting are more likely to attract the best talent,
encourage seasonal employees to return, and establish a
positive workplace that is focused on praising others.
Employees who are given clear guidance about a role and
what its processes and procedures are more likely to stay.
Training and development programs help to provide this
information clearly and make sure employees have the skills
to carry out their roles accordingly and stick to the guidelines
of the organization.

Creating Effective Employee Training and

Development Opportunities
Training and development opportunities to be effective,
employers should start by determining what skills and
knowledge employees need in order to meet the goals of the
organization. Once these have been determined the
organizations can customize their training and development
plans in line with the learning styles of their employees.

Evaluate the impact on the organization: Managers should

consider what effect they hope training and development
programs will have on the organization. This will then
determine the goals of these programs, and help organizations
develop a strategy to support them.

Identify gaps in skills: Managers should also investigate how

the performance of their employees is affecting the
organization achieving its goals. Training should then address
any gaps in skills that are impeding the progress of the
organization.

Choose learning methods: Organizations should take into

account factors such as the backgrounds of their employees,
their experiences, and learning preferences when creating
their training and development programs. There are a couple
of learning method options for training and development
programs such as classroom learning, coaching and
mentoring, online learning, simulations, and providing
reading materials.

Assist in remote learning: Remote working is becoming

more and more common and organizations need to make sure
they are adjusting to that and providing training and
development programs that can take place out of the office.
Webinars, video conferences, and online forums help
employees to learn no matter what they are. To reduce
confusion, organizations should clearly outline what they
expect from these experiences and set clear goals.
Assess the outcomes of training: Organizations should
review their training and development programs after each
activity. Assessing how employees experienced the training
program and how they perform after it can help to improve
these programs and encourage further learning.

CONCLUSION
Training and development programs an organization has in
place won’t be effective unless continuous learning is
accommodated and encouraged. Organizations should support
a constant-development culture that can adapt to changes in
their industry and provide appropriate relevant training that
arises from that.

The benefits of training and development programs have a

domino effect throughout the organization. Senior
management are instilled with confidence in their team and
can directly influence employee performance, and employees
gain more skills and become more engaged, which leads to
more efficient working and job retention, and the organization
sees more monetary gains because of it.

Training and development should be forward-looking,

aligning with skills needed in the workplace in the future, and
that will help the organization achieve their objectives. They
should also be delivered in an innovative way that aligns with
updates in technology.
 REFERENCES

1. www.wikipedia.com
2. www.google.com
3. www.researchgate.com