Organizations are maintaining a business during a severely competitive environment today's business the interior and external environment is continuously changing thanks to numerous factors. (Gamage,Imbulana ,2013).In other words, Organizations try to survive within the turbulent dynamic market, strong emphasis must be laid on human capital to be competitive and financially solvent (Nda, Fard 2013). According to Jehanzeb and Bashir (2013), the 1970s the efforts of career Training and development were mainly dedicated to young employees those demonstrate to have a high potential. It has been suggested for the organization to form an idea for the longer term and supply training and development to their fresh employees for the high ranking positions in future (Moses 1999).To ensure that employees are equipped with the proper quite skills, knowledge and skills to perform their assigned tasks, training and development play its critical role within the growth and success of the business. (Nigzi, 2011). Falola, Osibanjo and Ojo (2014) noted that Training and development play an important role within the effectiveness of a corporation. It is one among the foremost pervasive techniques for improving employees' performance-enhancing organization productivity within the workplace. Employees are the essential asset and key element of gaining competitive advantage of any organization and training is an essential tool for its actualization.
Video
1.0. Introduction to employee Training and Development.
Source.Gregg Learning 2016
Grubb, T. (2007). defined that ‘training is a short-term educational process utilizing a systematic and organized procedure by which nonsupervisory personnel learn technical knowledge and skills for a definite purpose. Development, about staffing and personnel matters, is a long-term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose’. Video 1.0 explained the definition of Training & Development, Role of Tanning (Formal / Informal & Knowledge Management) and training process.
Figure 1.0. The Context of Training and Development
Source. Nelson Education series 2011
Training and development are embedded with large environmental and organizational context as well as a human resource system. Considering Figure 1.0 training and development is just one part of human resource practices. In other words, the human resource system is convinced by environmental and organizational factors. Environmental factors such as rule, the economic climate, competition, demographics and social volume have an impact on the organization. The key factors of environmental context a Global competition. Technology, the labour market and change. The factors under organizational context are strategy, structure and culture. (Saks, Haccoum, Belcourt 2011).
Importance of Training and
Development
Training is importation for the survival of any organization. It is also imperative for the effective performance of employees, enhancement of employees' ability to adapt to the changing and challenging business environment and technology for better performance, increase employees' knowledge to develop creative and problem-solving skills. (Falola, Osibanjo and Ojo 2014). Rodriguez, Walters. (2017), Explained that employees are the backbone of the organization. All levels of employees such as strategic, tactical and operational, needs the training and development. In other words, Training and development will bridge the gap between business and management of career development programme. (Kunenc 2009). Mulang (2015) states that important points of the training and development process and those are as follows.
- Helps
remove performance deficiencies in employees
- Greater
stability, Flexibility and capacity for growth in an organization
- Accidents,
scraps and damages to machinery can be avoided
- Serves
as an effective source of recruitment
- It
is an investment in HR with a promise of better returns in future
- Reduces
dissatisfaction, absenteeism, complaints and turnover of employees
In the Sri Lankan context, Gamage and Imbulana (2013). states that Sri Lanka telecom limited at present enjoys greater employee performance through successful implementation of the training and development programmes. Also, Singer (Sri Lanka) Plc has mentioned "The Group continued to have very good industrial relations and continued its engagement activities and events for employees as well as their families. The Group continued the development and training for its staff as well as for our partners and their staff." Also noted that "Our capability development agenda enhances the skills of our employees through customized training and development programmes" Considering the company training and development agenda. Singer conducts four categories of training: major training, external training, operational training, and product training and the following are the subcategories of training programmers.
- Showroom Level Training Programs for Shop Managers and staff Members
- Product Demonstration Training and Competition
- Training on sales, Customer Care and self-Motivation
- Product Training (Industrial Sewing Machines / White Goods / Furniture and Argo Products
- Training oh Hire Purchase Business
- Language Development Programs
- ERP Tanning
Figure
2.0. Investment in Training and Employee Trained at Singer Sri Lanka Plc
Source.
Annual Report 2018/2019
According
to figure 2.0, Company has invested Rs 13.4M to train 8500 participants in both
office staff and field staff in the year of 2018/2019 conduction 394 training
programmes during the year.
References
Annual
Report (2018/2019). Singer (Sri Lanka) Plc
Falola,
H.O. Osibanjo, A.O.OJO, S.I. (2014). Effectiveness of Training and Development
on Employees performance and Organization Competitiveness in the Nigerian Banking Industry,
Bulletin of the Transylvania
University of Braşov, Series V: Economic Sciences • Vol. 7.
Gamage, P. Imbulana, L. (2013). Tanning and Development and Performance of Employees, Evidence from Sri Lanka Telecom, International Journal of Marketing, Financial Service and Management Research 02.
Grubb,
T. (2007). Performance appraisal reappraised: It’s not all positive. Journal of
Human Resource Education, 1, 1–22.
Jehanzeb, K. Bashir, N.A. (2013). Training and Development Program and
its Benefits to Employee and Organization: A Conceptual Study, European Journal
of Business and Management, Vol5.
Kunenc, M.P(2009). The Effectiveness of the Induction and Orientation Programme in the Nkangala Health District of Mpumalanga Province, 2006 to 2007, Nelson Mandela School of Medicine University of Kwazulu – Natal Durban, South Africa.
Moses, B. (1999, February 1). Career planning mirrors social change. The Globe and Mail [On-Line]. Retrieved January 18, 2001, from the World Wide Web.http://www.bbmcareerdev.com/careerplan.html
Mulang, A. (2015). The Importance of Training for Human Resource Development in Organization, Journal of Public Administration and Governance, Vol05.
Nigzi, A.S. (2011). Training And development strategy and its role in organizational performance, Journal of public administration and governance, Vol01.
Nda, M.M. & Fard, R. F (2013). The Impact of Employee Training and Development on Employee Productivity, Global Journal of Commerce & Management Perspective, Vol2, PP91-93.
Saks, AM. Haccoum, R.R. Belcourt, M (2011). Managing performance through Training and development, Nelson Education Series in HRM,5th edition 17).
