Literature Review of 415

LITERATURE REVIEW
TRAINING AND DEVELOPMENT CONCEPT

According to (Elnaga & Imran, 2013), training and development is a medium to fulfill the gaps
between current and expected performance. Its main focus is to improve every employee’s skill
so that they can attain certain level of knowledge. This is a planned and systematic activity of
conveying essentials skills, programmed behavior, so individuals become conscious of rules and
regulations of their job. This process is basically focused on enhancing required skills for
accomplishing organizational goals. The program always gives priority on fulfilling those targets
to bring more success for organization. It expands the efficiency of every individuals, groups and
organizations as a whole. Everyone gains extra abilities to perform their duties. Training and
development concept has a broader meaning with personal growth, skill development and new
abilities. It is related with long-term personal growth for future roles and duties.
INTENTIONS OF TRAINING AND DEVELOPMENT

According to (Elnaga and Imran 2013), training process is connected with reduction of
depression and anxiety happened in the workplace. Every person needs proper training module to
realize his actual position in the job. They may get bored and dissatisfied with their job which
leads to job change. When employees are not happy with their job, they lose motivation to keep
performing. Training helps to increase competency of every person which creates satisfaction for
them. Enhanced abilities are very useful for retention and better performance.
Employee training and development is a prime component of Human Resources planning

activities, because it not only increases retention but also attract better talent to the organization.
It increases creativity and thinking capability to make better decision, handle customer service
etc. Training also provides employees to adjust in new environments. It ensures high quality of
work at all levels in the workplace.
BENEFITS OF TRAINING AND DEVELOPMENT IN ORGANIZATIONS

Human resources play an essential role in the operations of businesses and organizations. The
talents and dedication of a particular human resource impact the survival of a specific company
to a considerable extent. According to Hatcher (2002), the efficacy of human resources is based
on a variety of elements. One of them is the amount of expertise held by a company's personnel.
The ever-changing corporate environment in today's culture needs staff with abilities
commensurate with the jobs they are allocated. The degree of competence influences the
organization’s competitive advantage in the nationally and internationally market. As a result,
Hatcher (2002) believes that deploying training and development opportunities for the workforce
in a given firm is critical. The views of such academics support the concept that employee
development is vital to the success of any business organization in today's society.
The current work is prepared in opposition to the hypothesis stated above. As a result, the author
aims to describe the numerous advantages of training and development in a modern company
setting. Movement and action may be seen from two viewpoints, as per Wilson (2005). For
instance, some advantages benefit the organization and its employees. The benefits associated
with the employer belong to the second group.
INTRODUCTION TO BUSINESS ORGANIZATIONAL TRAINING AND

DEVELOPMENT
According to (Chiaburu & Marinova 2005), training is a way for employees to develop new
abilities that complement their previous expertise. There are several goals for training and
development. The primary goal is to increase employee productivity at their workplace. To this
goal, the training process aims to improve an individual's abilities. The much-desired
professional efficiency is accomplished through this procedure of skill growth.
On the other hand, development is a method by which an organization uses some capacity
development to improve its market performance. This part of a company's development is based
on various factors. The present business climate and a company's current status are two
components.
The importance of growth is clear from these views. (Chiaburu & Marinova, 2005) believes that
training and development are inextricably linked, particularly in human resource management.
OVERVIEW OF THE IMPORTANCE OF TRAINING AND DEVELOPMENT

Many businesses do not provide adequate training and development for their employees. Lipman
(2013) cites research published in Harvard Business Review to support his claim. A high
majority of individuals indicated the cause for their departure from firms as development
unhappiness. According to the report, employees want to work in an atmosphere where their
talents may be upgraded.
Some of the advantages of training and development are reviewed to see if the hypothesis
created for the study is valid. Some of these advantages are illustrated by Lipman (2013) and
Rothwell (2001). The necessity to better human resource management in today's corporate
enterprises drives the emotions of these two academicians.
Managers in organizations with a well-established training program can quickly identify

employees with limitations that impair their performance. As an outcome, the skill levels of
employees inside a specific company unit are considerably improved. Individual employee flaws
cause many commercial organizations’ inefficiencies.
A training program establishes consistency in the distribution of skills throughout an

organization. The need to depend on a specific individual to execute certain activities is reduced
when a corporation has a larger pool of qualified people. In this way, training and development
guarantee that a company's personnel are dependable.
Research by Kesler (2002) looks into the characteristics that help a company's staff perform
better. Availability of information is a crucial factor in employee performance. Workers have
access to up-to-date knowledge on a variety of processes.
Employees with low confidence might benefit from a training and development program.
Employees can improve their performance when their levels of trust are addressed. According to
Rothwell (2001), individuals who have low self-esteem do poorly at work.
Employee happiness may be improved through a training and development program. As per
Lipman (2013), a rising tendency in American businesses is for employees to quit organizations
that do not have such a system. Individuals are pleased when skill levels grow.
The quality of goods and services provided is ensured by a company's training and development
program. Increased skill levels aid in reducing the time it takes to complete a job. The
availability of knowledge on best practices is linked to the overall service delivery in an
organization.
Employees that participate in a training and development program gain abilities that can help the
organization reduce waste. Many businesses want to keep their operating expenses as low as
possible.
To improve their overall performance, companies should establish a training and development
program for their employees.
DEFINITION OF TRAINING AND DEVELOPMENT:

Training and development initiatives are educational activities within an organization that are
intended to improve an individual's or group's job performance.
These training programs typically involve increasing a worker's knowledge and skill sets as well
as instilling more motivation to improve job performance. Training programs can be developed
independently or in conjunction with a learning administration system, with the goal of long-
term employee development. Orientations, classroom lectures, case studies, role playing,
simulations, and computer-based training, including e-learning, are all common training
practices.
Most employee training and development efforts are driven by an organization's HRD function,
which is also known as Human Resource Development (HRD).
BENEFITS OF TRAINING AND DEVELOPMENT:
Improved employee performance is one of the most important benefits of training. Training
employees to be their best selves will benefit every organization. There are numerous areas
where training can be beneficial, ranging from the development of traits such as empathy and
self-reflection to negotiation and team management.
Employees can learn something new or improve their existing skills through training and
development. This allows them to advance within the organization, align their goals, and devote
their time to areas where they believe they need more help. Companies can invest in their
employees in order to motivate them to work harder, smarter, and more efficiently. This results
in improved performance and increased productivity. A curious employee will put forth their
best effort to learn the ropes and find new ways to do their job.
TRAINING AND DEVELOPMENT PRACTICES IN DIFFERENT

ORGANIZATIONS
Training and development practices in the different organizations to their employees as one of
the human resource practices. That is crucial for the environment of organizational commitment
of the employees.
Training and improvement deals with growing and updating the skills, knowledge and
experiences of an employee through a series of training and development applications. Training
can be described as a planned and systematic effort of an employee. To acquire advantageous
overall performance in an undertaking of activities. On the other hand, expressed that
development prepares employees for one of a kind positions in the agency and builds their
capability to move into jobs in the future. Therefore, improvement is in most cases about
planning and making ready for the adjustments in the future in relation to unfamiliar jobs,
necessities and responsibilities.
When an organization provides training, it usually leads to greater commitment from the
employee. Training contributes to intricate results such as high organizational-based self-esteem,
enhanced organizational commitment and improved participant knowledge and ultimately could
affect employee retention and enhance organizational effectiveness. Development is a realistic
exercise of reading and development via which managerial workforce gather and rent
knowledge, skills, attitudes and insights to take care of their work successfully and effectively. It
is essential for the managerial staff as an effort to cope up with the complexity of company and
technology. The improvement also helps to apprehend their social and public
Training and development is an important part of human resource management. There is a

significant relationship between training and development and organizational commitment.
IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE

PERFORMANCE
Training and development refers to some specific knowledge, skills, and abilities of an
employee. In order to improve the current and future employee performance training and
development, training can help an employee in order to perform better. Training also helps to
increase knowledge. An employee can learn a lot from proper training and gather experience.
These training programs are applicable for both the new and present employees. Employees are
considered valuable assets to an organization, training and development helps a lot to build this
asset. Therefore, it is fundamental for organizations to invest in programs like training and
development to improve their skills. Human resources are divided into different categories that
work together to achieve efficiency as well as training and development.
REFERENCES
 Chiaburu, D., & Marinova, S. (2005). What predicts skill transfer? An exploratory study
of goal orientation, training self-efficacy and organizational supports. International
Journal Of Training And Development, 9(2), 110-123. https://doi.org/10.1111/j.1468-
2419.2005.00225.x
 Hatcher, Tim. Ethics and HRD: A New Approach Leading to Responsible
Organizations, Kentucky: Basic Books, (2002).
 Hamel, George. Leading the Revolution, Boston: Harvard Business School Press, (2000).
 Kesler, Gregory. “Why the Leadership Bench Never Gets Deeper: Ten Insights about
Executive Talent Development.” HR Planning Society Journal 25.1 (2002): 1-28.
 Lipman, Victor (2013). Why Employee Training is Important, Neglected can Cost You
Talent. Web.
 Rothwell, Williams. Effective Succession Planning, New York: AMACOM, (2001).
 Ulrich, David and Beatty Reeds. “From Partners to Players: Extending the HR Playing
Field.” Human Resource Management 40.4 (2001): 293-308.
 Wilson, John. Human Resource Development: Learning and Training for Individuals and
organization, London: Kogan Page Publishers,(2005).
 Elnaga, A., & Imran, A. (2013). The Effect of Training on Employee Performance.
European Journal of Business and Management, 5(4), 137-147.
 Asim, M. (2013). Impact of motivation on employee performance with effect of training:
Specific to education sector of Pakistan. International Journal of Scientific and Research
Publications, 3(9), 1-9.

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LITERATURE REVIEW

TRAINING AND DEVELOPMENT CONCEPT

INTENTIONS OF TRAINING AND DEVELOPMENT

Employee training and development is a prime component of Human Resources planning

BENEFITS OF TRAINING AND DEVELOPMENT IN ORGANIZATIONS

INTRODUCTION TO BUSINESS ORGANIZATIONAL TRAINING AND

OVERVIEW OF THE IMPORTANCE OF TRAINING AND DEVELOPMENT

Managers in organizations with a well-established training program can quickly identify

A training program establishes consistency in the distribution of skills throughout an

DEFINITION OF TRAINING AND DEVELOPMENT:

BENEFITS OF TRAINING AND DEVELOPMENT:

TRAINING AND DEVELOPMENT PRACTICES IN DIFFERENT

Training and development is an important part of human resource management. There is a

IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE

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