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    Thesis Training Course Practices

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    Almera Flores Libres
    The document discusses how employee training is important for organizations to achieve their goals and objectives. Training helps increase employee competence, productivity, and eliminates performance problems. It develops employee knowledge and skills according to job requirements. Training also improves employee conduct towards superiors, subordinates and colleagues. Providing training shows commitment to employees and increases satisfaction, which benefits organizational performance.

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    Thesis Training Course Practices

    Uploaded by

    Almera Flores Libres
    13 views2 pages
    The document discusses how employee training is important for organizations to achieve their goals and objectives. Training helps increase employee competence, productivity, and eliminates performance problems. It develops employee knowledge and skills according to job requirements. Training also improves employee conduct towards superiors, subordinates and colleagues. Providing training shows commitment to employees and increases satisfaction, which benefits organizational performance.

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    OVERVIEW ABOUT TRAINING PRACTICES

    Original Title

    THESIS TRAINING COURSE PRACTICES

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    The document discusses how employee training is important for organizations to achieve their goals and objectives. Training helps increase employee competence, productivity, and eliminates performance problems. It develops employee knowledge and skills according to job requirements. Training also improves employee conduct towards superiors, subordinates and colleagues. Providing training shows commitment to employees and increases satisfaction, which benefits organizational performance.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    13 views2 pages

    Thesis Training Course Practices

    Uploaded by

    Almera Flores Libres
    The document discusses how employee training is important for organizations to achieve their goals and objectives. Training helps increase employee competence, productivity, and eliminates performance problems. It develops employee knowledge and skills according to job requirements. Training also improves employee conduct towards superiors, subordinates and colleagues. Providing training shows commitment to employees and increases satisfaction, which benefits organizational performance.

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    © All Rights Reserved
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    The success of any organization depends on appropriate use of human

    assets available in the organization. All other assets could only be


    supplementary to human assets. Towards augmenting the human resources
    and to cope with changes – both internal and external, the organization has to
    concentrate necessarily on developing the ability, wisdom and skills of its
    workforce. For the development of human asset, ‘training’ becomes the base.
    Training is a tool to attain individual, organizational needs related to the jobs
    undertaken and is also intended to improve the work culture of the group
    involved in a group task. An ideal training programme can be expected to
    change the attitude, skills and develop forward vision of the participants
    towards the task. This paper summarizes the results of the literature review
    on the effectiveness of training programmes of employees from diverse
    perspective.

    (Chidambaram Vijayabanu 2012/2013) https://www.ceeol.com/search/article-


    detail?id=70288

    Employee training is a significant factor in attaining the goals and objectives of


    any organization. Training is an essential element to increase competence
    and productivity of employees so as to keep the business going. The main
    reason is to develop knowledge and skills of employees as per the
    requirements of the job and eliminate performance problems. Thus, upon
    completion of the training, trainees will be able to understand the complete job
    requirements of the organization where they are employed.
    Training practices are usually conducted by companies to develop the
    employees’ performance, and new employees after their selection will also be
    involved in these programs to be accustomed to rules, policies, and
    procedures of the company. These training programs are aimed at improving
    the conduct of employees toward their superior, subordinates, and colleagues
    and groom them for their prospective jobs. In other words, employees who are
    competent may help the organization gain the top position within the industry.
    By conducting training, members may be able to gain the correct procedures
    to keep pace with the demands of the job. Providing training is a way of
    showing how the company is committed to its employees, which in turn they
    feel appreciated, challenged, and feel more satisfied toward their jobs. It is but
    proper for organizations to improve their productivity and profitability by
    providing mandatory training to maximize employee potential. These training
    activities will lead to the increased competitive advantage of employees.
    However, when providing training programs, it is also necessary if the
    activities will match the needs of teams and individual employees. In addition,
    after the training, practical benefits may be observed in the workplace, for
    example, trainees may be able to transfer their new knowledge and skills to
    other employees.
    (Surbhi, 2015)
    https://journals.sagepub.com/doi/full/10.1177/2158244018783033
    maximizing the potential that training has to influence individual and
    organizational performance through changes in employees’ knowledge, skills,
    attitudes, and motivation. Consequently, the symbolic and legal benefits of
    training, although interesting and important, are not reviewed in more detail.
    Instead, we focus our review on factors within the control of training
    designers, trainers, trainees, and managers that influence whether training
    fosters learning and, by extension, improve performance.
    Brown, K. G., & Sitzmann, T. (2011).
    https://psycnet.apa.org/record/2010-06018-016

    Studies of the benefits of human resource development (HRD) for


    organizations have assumed a direct connection between training strategy
    and a hierarchy of performance outcomes: learning, behavioural change and
    performance improvement. The influence of workplace practices and
    employees' experiences on training effectiveness has received little attention.
    This study investigates evaluation strategies designed to elicit greater training
    effectiveness, and explores the influence of trainees' perceptions and work
    environment factors on this. Drawing on detailed case study findings, the
    authors highlight the importance of management practices, trainees'
    perceptions of the work environment and systems of reward in explaining
    behaviour change after training.

    (Santos Amalia)
    https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1748-8583.2003.tb00082.x

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