After realizing that lack of training can have adverse effects on the performance of institutions, most organizations have opted to reorganize their production processes (Jelena, 2007). Recently, organizations have instituted the compliance and quality control departments. Most of these organizations pursue strategies that determine the nature of training considered suitable for their employees. Though such initiatives are innovative, the establishments of such performance improvement strategies have resulted into increased cost of production. As such, companies have been able to produce high quality product and services. However, the process of offering cost reduction initiatives has compromised such companies’ competitiveness.
Literature shows that lack of sufficient and reliable information linking training to workforce performance is a serious problem to corporations intending to implement such strategies. Further, institutions have been unable to establish specific training attributes that may facilitate improved workforce performance. Nevertheless, these employees are required to perform different functions. Such performance attributes and their relationships to organization success need to be explored through research.
The study significance
The above research problem statement is relevant to the existing body of literature and organizations facing the highlighted problem. As a field that necessitates research, the study will offer the recommended training programs aimed at improving individual employee performance. During the implementation process, the strategies will be in line with the intended outcomes of the organizations. The study will examine the costs incurred to train the organization staff and the contributions that these individuals make to the corporation.
Evaluation of the available training programs in the organization will be the basis for offering recommendations. The evaluation will help to establish the correlations between the training procedures and the impacts they have on the attainment of the company’s goals, missions, and visions. The study will enable organizations to establish essential training requirements for employees. The training programs established by corporations will be examined, and necessary recommendations for improvements will be offered. The organization management will benefit from the conducted study since the important sectors that require improvement will be identified. Finally, the conducted research will identify factors that may facilitate the development of suitable work environments as a way of improving organization performance.
Employee training is a subject that has been discussed extensively by various scholars. From study literature, it is indicated clearly that workforce training is a fundamental factor with respect to organization success. Individual researchers have used multiple techniques to establish the correlations between individual employee performance and the existing training programs. From a study by Brum (2007), there is a correlation between the training of employees and workforce or organization performance. The study indicates that employee training directly correlate to enhanced organization’s production. From the organization perspective, training facilitates competitiveness. It increases the production of high quality as well as client oriented services and products. Other studies indicate that employee competencies can be improved through training. Workforce training will eventually result into better or quality production.
A study by Zaccarelli (1997) indicates that the essential function of an organization’s HRM department is the effective use of training and development programs. In fact, the most successful companies attribute their growth to quality training offered to employees. Employees are the most significant resources in any business or organization. However, literature also reveals that employees are the most expensive resources to maintain (Glasrud, 1999). They are important because they contribute to the growth of the organization. Conversely, employees are expensive because they are supposed to be paid. Thus, organizations are obliged to come up with strategies that can be used to encourage employees to work efficiently.
According to Jelena (2007), for businesses and organizations to maximize their profits and ensure customer satisfaction, it is important to invest in quality employee training. The most successful companies attribute their growth, dominance, and success to workforce training. In fact, workforce training helps the corporation staffs to gain relevant knowledge and skills. Such organizations enjoy reduced operational cost, low employee turnover, consumer satisfaction and increased revenue.
Brum, S. (2007). What impacts does training have on employee commitment and employee turnover? Web.
Glasrud, B. (1999). Here comes your 21st century workforce! Nonprofit World, 17, 50-52.
Jelena, V. (2007). Employee training, development, and the learning organization. Economics and Organization, 4(2), 209-216.
Zaccarelli, H., E. (1997). Improving employee performance: effective training. London, UK: Kogan Publishers.