ARTICLE

A CONCEPTUAL ANALYSIS OF TRAINING AND DEVELOPMENT PROGRAMS ITS BENEFITS FOR EMPLOYEES AND ORGANIZATIONS

  1. HOME
  2. ARTICLE

02 Pages : 14-22

http://dx.doi.org/10.31703/gmsr.2020(V-III).02      10.31703/gmsr.2020(V-III).02      Published : Sep 2020

A Conceptual Analysis of Training and Development Programs: Its Benefits for Employees and Organizations

Abstract

    This paper conceptually evaluates and analyzes secondary data about the benefits associated with training and development programs conducted for employees by their organizations. Firstly, the elements and structure of training and development programs are investigated, and the benefits of these programs are presented. For most of the organizations, success or failure highly depends on their employees; therefore, employees are the esteemed assets of organizations, whether the organizations are large or small. In the digital era, new training and development programs have been introduced, which can effectively turn a normal employee into a more professional and skilful. It is of high importance for the organizations to consider T&D programs as it helps both employees and employers in many aspects, and thus the organizations can survive and gain a competitive advantage in the market.

    Training & Development, Components, Benefits, Employees, Organizations

    (1) Muhammad Mussa Khan
    PhD Scholar, Department of Media and International Culture, Zhejiang University, Hangzhou, China.
    (2) Riaz Ahmad
    Assistant Professor, Department of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, China.
    (3) Lloyd W. Fernald
    Professor Emeritus, Department of Management, University of Central Florida & Dean of Graduate Studies, Orlando University, Orlando, Florida, USA.
Fulltext PDF

References

  • Al Mamun, C. A., & Hasan, M. N. (2017). Factors affecting employee turnover and sound retention strategies in business organization: a conceptual view. Problems and Perspectives in Management, 15(1) 63-71.
  • Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of management, 29(1), 99-118.
  • Arthur Jr, W., Bennett Jr, W., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in organizations: A meta-analysis of design and evaluation features. Journal of Applied psychology, 88(2), 234.
  • Barber, J. (2004). Skill upgrading within informal training: lessons from the Indian auto mechanic. International Journal of Training and Development, 8(2), 128-139
  • Bartel, A. P. (2000). Measuring the employer's return on investments in training: Evidence from the literature. Industrial relations: a journal of economy and society, 39(3), 502-524.
  • Bartlett, K. R. (2001). The relationship between training and organizational commitment: A study in the health care field. Human resource development quarterly, 12(4), 335-352.
  • Blundell, R., Dearden, L., Meghir, C., & Sianesi, B. (1999). Human capital investment: the returns from education and training to the individual, the firm and the economy. Fiscal studies, 20(1), 1-23.
  • Callahan, B. (2000). Life-long learning pays off. Industrial Distribution, 89(5), 116.
  • Chaminade, B. (2007). A retention checklist: how do you rate. African Journal of Business Management, 4(10), 49-54.
  • Colarelli, S. M., & Montei, M. S. (1996). Some contextual influences on training utilization. The Journal of Applied Behavioral Science, 32(3), 306-322.
  • Cuniff, J. (2000). Lifelong education has become the norm. Milwaukee Journal Sentinel Q, 35.
  • Dlamini, N. N. N., Garg, A. K., & Muchie, M. (2017). The impact of transformational leadership style on organisational commitment in the hospitality industry. African Journal of Hospitality, 6(3), 1-21.
  • Dobbs, K. (2000). Tires Plus Takes the Training High Road. Training, 37(4), 56-61.
  • Editorial. (2020). The Importance of Training and Development in the Workplace. Business Insight Ltd. https://2020projectmanagement.com/resources/project-management-training-and- qualifications/the-importance-of-training-and-development-in-the-workplace
  • Feldman, D. C. (2000). The Dilbert syndrome: How employee cynicism about ineffective management is changing the nature of careers in organizations. American Behavioral Scientist, 43(8), 1286-1300.
  • Garger, E. M. (1999). FEATURES-Goodbye Training, Hello Learning-To retain key talent, remain competitive and ensure long-term profitability, organizations are making dramatic changes in the way they develop the. Workforce-Boulder, 35-43.
  • Garrow, V. (2004). Training and development and the psychological contract. Training Journal, 3(1), 8-10.
  • Gerbman, R. V. (2000). Corporate universities 101. HR Magazine, 45(2), 101-106.
  • Ghauri, P., Grønhaug, K., & Strange, R. (2020). Research methods in business studies. Cambridge University Press.
  • Goldstein, I. L., & Ford, J. K. (2002). Training in Organizations: Needs Assessment. Development, and Evaluation, 4th ed., Wadsworth, Belmont, CA.
  • Gordon, H. R., & Schultz, D. (2020). The history and growth of career and technical education in America. Waveland press.
  • Karim, R. Al. (2019). Impact of different training and development programs on employee performance in Bangladesh perspective. International Journal of Entrepreneurial Research, 2(1), 8-14. https://doi.org/10.31580/IJER.V2I1.497
  • Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics, applications, and future directions. Sage Publications.
  • Keynes, J. M. (2018). The general theory of employment, interest, and money. Springer.
  • Kleiman, M. (2000). What happens if you don't train them and they stay?. Occupational Health & Safety, 69(1), 18-18.
  • Kluve, J., Puerto, S., Robalino, D., Romero, J. M., Rother, F., Stöterau, J., ... & Witte, M. (2019). Do youth employment programs improve labor market outcomes? A quantitative review. World Development, 114, 237-253.
  • Kottke, J. L. (1999). Corporate universities: Lessons in building a world-class work force (revised). Personnel Psychology, 52(2), 530.
  • Kumar, D., & Siddika, H. (2017). Benefits Of Training And Development Program on Employees' Performance: A Study with Special Reference to Banking Sector in Bangladesh. International Journal of Research-Granthaalayah, 5(12), 77. https://doi.org/10.5281/zenodo.1133603
  • Lerman, R. I. (2017). Skill Development in Middle-Level Occupations. The Oxford Handbook of Skills and Training.
  • Logan, J. K. (2000). Retention tangibles and intangibles. Training & Development, 54(4), 48-48.
  • Memon, M. A., Salleh, R., & Baharom, M. N. R. (2016). The link between training satisfaction, work engagement and turnover intention. European Journal of Training and Development.
  • Nafukho, F. M., Alfred, M., Chakraborty, M., Johnson, M., & Cherrstrom, C. A. (2017). Predicting workplace transfer of learning. European Journal of training and Development.
  • Nixon, J. C., & Helms, M. M. (2002). Corporate universities vs higher education institutions. Industrial and commercial training.
  • Noe, R. A., & Kodwani, A. D. (2018). Employee Training and Development, 7e (7e ed.). McGraw-Hill Education.
  • O'Herron, P., & Simonsen, P. (1995). Career development gets a charge at Sears Credit. Personnel Journal, 74(5), 103-106.
  • Paradise, A. (2007). State of the industry: ASTD's annual review of trends in workplace learning and performance. Alexandria, VA: ASTD.
  • Petrecca, L. (2000). Agencies teach skill building. Advertising Age, 71(19), 12-12.
  • Popa, S., Soto-Acosta, P., & Martinez-Conesa, I. (2017). Antecedents, moderators, and outcomes of innovation climate and open innovation: An empirical study in SMEs. Technological Forecasting and Social Change, 118, 134-142.
  • Porter, M. E., & Kramer, M. R. (2019). Creating shared value. In Managing sustainable business (pp. 323-346). Springer, Dordrecht.
  • Rosenwald, M. (2000). Working class: More companies are creating corporate universities to help employees sharpen skills and learn new ones. Boston Globe H, 1, 2000.
  • Rowland, C. A., Hall, R. D., & Altarawneh, I. (2017). Training and development. EuroMed Journal of Business.
  • Satterfield, J., Swenson, S., & Rabow, M. (2009). Emotional intelligence in internal medicine residents: educational implications for clinical performance and burnout. Annals of behavioral science and medical education: journal of the Association for the Behavioral Sciences and Medical Education, 14(2), 65.
  • Schuler, R. S., & MacMillan, I. C. (1984). Gaining competitive advantage through human resource management practices. Human resource management, 23(3), 241-255.
  • Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity. Journal of applied psychology, 81(3), 219.
  • Wagner, S. (2000). Retention: finders, keepers. Training & Development, 54(8), 64-64.
  • Wilson, C. (2000). More companies recognize the impact of learning centers. St. Louis Post- Dispatch C, 8.
  • Wood, S., & Ogbonnaya, C. (2018). High-involvement management, economic recession, well-being, and organizational performance. Journal of Management, 44(8), 3070-3095.

Cite this article

APA

    APA : Khan, M. M., Ahmad, R., & Fernald, L. W. (2020). A Conceptual Analysis of Training and Development Programs: Its Benefits for Employees and Organizations. Global Management Sciences Review, V(III), 14-22. https://doi.org/10.31703/gmsr.2020(V-III).02

CHICAGO

    CHICAGO : Khan, Muhammad Mussa, Riaz Ahmad, and Lloyd W. Fernald. 2020. "A Conceptual Analysis of Training and Development Programs: Its Benefits for Employees and Organizations." Global Management Sciences Review, V (III): 14-22 doi: 10.31703/gmsr.2020(V-III).02

HARVARD

    HARVARD : KHAN, M. M., AHMAD, R. & FERNALD, L. W. 2020. A Conceptual Analysis of Training and Development Programs: Its Benefits for Employees and Organizations. Global Management Sciences Review, V, 14-22.

MHRA

    MHRA : Khan, Muhammad Mussa, Riaz Ahmad, and Lloyd W. Fernald. 2020. "A Conceptual Analysis of Training and Development Programs: Its Benefits for Employees and Organizations." Global Management Sciences Review, V: 14-22

MLA

    MLA : Khan, Muhammad Mussa, Riaz Ahmad, and Lloyd W. Fernald. "A Conceptual Analysis of Training and Development Programs: Its Benefits for Employees and Organizations." Global Management Sciences Review, V.III (2020): 14-22 Print.

OXFORD

    OXFORD : Khan, Muhammad Mussa, Ahmad, Riaz, and Fernald, Lloyd W. (2020), "A Conceptual Analysis of Training and Development Programs: Its Benefits for Employees and Organizations", Global Management Sciences Review, V (III), 14-22

TURABIAN

    TURABIAN : Khan, Muhammad Mussa, Riaz Ahmad, and Lloyd W. Fernald. "A Conceptual Analysis of Training and Development Programs: Its Benefits for Employees and Organizations." Global Management Sciences Review V, no. III (2020): 14-22. https://doi.org/10.31703/gmsr.2020(V-III).02