The Effect of Training and Development on Employee Attitude and how it relates to work proficiency. - Written by Sewwandi Wijesekara
Effect of Training and Development
Training and development professionals to design, implement, and evaluate the effectiveness of their programs in reducing disputes in workplace performance. This study explores the relationships between training experiences and attitudes and attitudes about perceived job proficiency.
Higher learning or business whose goals are to survive and prosper in this present day diverse and regressed economy has found it imperative to invest in ongoing training and development to improve proficiencies in production as well as to acquire the greatest return in investment of human capital (Knoke & Kalleberg, 1994).
More specifically, in addition to the exact nature of job training, training is seen as relevant to fostering a positive relationship between learning satisfaction and the effectiveness of applied learning (Liu, 2002; Wang, 2001). As an aside, even though authors have suggested that training programs are vital to organizations (Knoke & Kalleberg, 1994; Liu, 2002; Wang, 2001), training programs are often the first to go (Young, 2008). This trend to cut training programs during poor economic times seems shortsighted, if in fact, training does affect job proficiency and relieves workplace conflict.
Moreover, when programs target communication skills with coworkers, there are significant increases in profit as well as a greater number of reported positive working relationships that are formed. Employees with good communication skills gather more information concerning procedures and technologies related to job performances, thus assuming greater accountability and subsequent responsibility, both of which effect improve proficiency (Adams, 1989; Gordon, 1977)
Relationship between employees with training experiences who have positive attitudes about training (training attitudes), and those positive training attitudes are perceived to improve job proficiency. In addition, the larger the gap between the skills required to perform a task and the actual skills available for performing a task, the greater the lack of job satisfaction and the greater the increase in employee turnover within the organization.
Conversely then, not having the skills to perform a job correctly can set up employees for failure and put the business at a less-than-competitive disadvantage. The resulting high turnover would predict the need for even more training that would then have a direct impact on the bottom line of any business.
Conclusion
The literature strongly suggests a direct relationship between job training and job performance as well as job training and employee attitudes, there is little empirical support for this suggestion. Clearly, there is a need to provide such empirical support. The purpose of the present study was to explore the relationship between training and development and its perceived impact on employee attitudes and perceived job performance proficiencies. The empirical data suggest a perceived gap by the employees between training attitudes and job proficiencies.
Reference
Knoke D., Kalleberg A. L. (1994). Job training in U.S. organizations. American Sociological Review, 59, 537-546.
Liu M. C. (2002). Learning satisfaction and learning performance of Taipei Elementary School (Unpublished master’s thesis). National Taiwan Taipei Normal University, Taiwan.
Young C. (2008). Five tips for improving employee training and development during a recession or economic downturn, maximize possibility blog.
Pool S., Pool B. (2007). A management development model. Journal of Management Development, 26, 353-369.
Cheng E. W. L., Ho D. C. K. (2001). The influence of job and career attitudes on learning motivation and transfer. Career Development International,6, 20-27.
Adams L. (1989). Be your best: Personal effectiveness in your life and your relationships. New York, NY: Putnam.
Good article and a great topic to discuss in the business world today. In your article it shows investigates the relationship between job training, job performance, and employee attitudes, finding limited empirical evidence. It suggests that employees perceive a gap between their attitudes toward training and their actual job proficiencies. This raises questions about the effectiveness of current training and development practices and the potential impact of training on job-related competencies.
ReplyDeleteWhat are the challenges facing today to tackle Training and Development on Employee attitude in organizations?
Thank you very much for your comment. Yeah, lot of challenges having and will explain it. Remote workforce
DeleteDue to the pandemic, companies are now forced to come out from their usual set up and maintain a remote workforce. This has created a completely new issue in training and development. Employees who were previously trained on-campus are not ‘on the campuses anymore. That’s why necessity has emerged to develop a virtual training system.
Global operations
Companies who have extended their operations beyond their boundaries have to deal with demographic and cultural diversities. People from different countries think differently. They have different sets of preferences, different ways to act, and different standards of living. So, if employers create a standard training module and want each of their employees to learn from it exactly the same way as they have planned, it won’t happen. So, they need to develop specialized training programs suited to specific demographic needs.
Employee engagement
In at number three of our list of training and development challenges is employee engagement. Training will only work if employees engage with it on cognitive, behavioral, and emotional levels. If your employees don’t connect to the training sessions, they won’t enjoy the benefits of it. So, employers need to put a lot of efforts into making these sessions interactive so that their employees can make a good connection with it.
Difference in learning habits
Every human has a different learning habit by nature. You can’t alter their habits to your preference. Rather, you need to develop your courses according to their learning patterns. For that you have to conduct a thorough needs analysis and use your findings to design your courses better. Or else, you can’t solve the training and development challenges in your organization. Again, make courses interactive with texts, videos, and images. One other important factor is that not each of your employees is technologically sound on the same level. So, you need to put focus on making your courses newbie-friendly so that everyone can gain access easily.
Here are some challenges facing today to tackle Training and Development on Employee attitude in organizations.
well-written and insightful article that emphasizes the critical contribution that training and development make to improving employee attitudes, professional competence, and organizational commitment. Your article explores the connections between learning satisfaction, workplace conflicts, and training initiatives. In the matter of subject , the question raised is how do different cultural perspectives affect how relevant and effective training and development programmes are perceived to be in fostering positive employee attitudes and work proficiencies while also influencing organizational commitment globally?
ReplyDeleteThank you, your expectations, shared with me Kasuni, while employee performance is one of the crucial measures emphasized by the top management, employees are more concerned about their own productivity and are increasingly aware of the accelerated obsolescence of knowledge and skills in their turbulent environment. As the literature suggests, by effectively training and developing employees, they will become more aligned for career growth—career potential enhances personal motivation. To enhance job performance, training skills and behaviors have to be transferred to the workplace, maintained over time, and generalized across contexts (Holton & Baldwin, 2000).
DeleteTraining programs are vital to organizations (Knoke & Kalleberg, 1994; Liu, 2002; Wang, 2001), training programs are often the first to go (Young, 2008). This trend to cut training programs during poor economic times seems shortsighted, if in fact, training does affect job proficiency and relieves workplace conflict. in fact, perceive that training directly effects job proficiency is an indicator which many employers interested in sound business management and growth in the marketplace should subscribe to initiating and maintaining offerings of soft skill (leadership, effective communications, and coaching) and technical proficiency training.
Corporations and businesses need to grow and innovate continuously, pursue sustained development, and cope with rapid changes in their external environments as well as increasingly competitive international markets. Hence, organizations need to strengthen or expand the knowledge base, skills, and abilities of their employees.Training is related to the skills an employee must acquire to improve the probability of achieving the organization’s overall business and academic goals and objectives. Positive training offered to employees may assist with reduction of anxiety or frustration, which most employees have experienced on more than one occasion during their employment careers (Cheng & Ho, 2001).
Very good article and effectively explained with literature.
ReplyDeleteTraining and development can have a positive effect on employee attitude and work proficiency. When employees are given the opportunity to learn new skills and knowledge, they are more likely to be engaged in their work and to feel a sense of accomplishment. This can lead to increased job satisfaction, motivation, and productivity.
There are a number of ways in which training and development can affect employee attitude. First, it can help employees to feel more confident in their abilities. When employees have the skills and knowledge they need to do their jobs, they are less likely to feel stressed or overwhelmed. This can lead to a more positive attitude towards work.
Thank you shared your expectations with me also. Similarly, Ahmad and Karia (n.d.) have emphasized the relationship between training and attitude as it relates to working with others. Employees with positive attitudes become stakeholders in the process and job accomplishment is of a higher priority. Furthermore, successful organizations achieve a partnership between workers and management.
DeleteGood explanation
ReplyDeleteThank you for your consideration.
DeleteExcellent article! Your exploration of the link between Training and Development and its impact on employee attitude and work proficiency is both insightful and thought-provoking. In the modern workplace, understanding the profound relationship between skill enhancement and employee mindset is crucial, and your article sheds light on this critical connection.
ReplyDeleteThank you very much for your comment and your expectations shared with me. Yeah, employee mind set is also very important in modern workplace. To motivate employees to exhibit more innovative behaviors, researchers have identified many antecedents to innovative behavior from the perspective of employee characteristics such as creative self-efficacy (Newman et al., 2018), proactive personality (Li et al., 2017), conscientiousness, and openness to experience (George and Zhou, 2001).
DeleteImportantly, in recent years, researchers have paid more attention to growth mindset because employee growth mindset can bring out more benefits to individuals such as increased intrinsic motivation compared with fixed mindset (Zhao et al., 2018) and decreased perceived cognitive load (Xu et al., 2021).
The chosen topic elaborates on the correlation between training and employee attitudes. More over, In essence, the alignment of employee training and attitudes creates a harmonious work environment that drives success. Organisations that invest in training and foster positive attitudes among their employees reap the benefits of a skilled, motivated, and engaged workforce that contributes to the achievement of business goals. Ultimately, employee training ensures that the workforce possesses the necessary skills, knowledge, and competencies to perform their roles effectively.
ReplyDeleteThank you so much your comment and your expectations shared with me. Yes agreed. Employee training ensures that the workforce possesses the necessary skills, knowledge, and competencies to perform their roles effectively. Technology has dramatically changed how people work. Positive company culture and work-life balance have become a top priority. Rather than sitting in offices and cubicles, people collaborate in the office or work remotely. Thanks to globalization, business is now wider than your geographical region. With so many rapid changes, employee training has become more critical than ever.
DeleteEmployee training is beneficial to both organizations and employees. Approximately 94 percent of employees say they would stay with an organization if it invested more in learning. Employee training can help improve company culture, increase productivity, and support workplace safety. But that's just the beginning. Take a deeper dive into why employee training is essential and how to make it a part of your organization. This can be mutually beneficial as it can lead to low turnover rates, increased sales for the organization, and more contentment and work-life balance for employees. Take a look at some of the more specific benefits you may see as an employee, leader, or manager of an organization that implements employee training.