·
To facilitate decisions related to organizational development
and its vision.
·
To provide evidence of investment on human capital.
·
To demonstrate the value of involvement of L & D to the
organization (Burkett, 2005a)
·
To determine employees who require to provide training programs
(Mann, 1996).
Importance of evaluation
to individuals
Evaluation provides
opportunity to provide feedback to their trainers. Learning provides an
interrelation among the organization’s human resource strategy and overall
business strategy (Mabey, Salaman, and Storey,
1998). Therefore proper evaluation ensures that the organization
comprise a human capital with appropriate competences required to execute the
HR strategy.
Impacts of L & D on
individual and organizational performance
According to Delahaye
(2011) Learning and development provides the basis for well-being, innovation
and success of individuals, organizations and societies. Employees are the most
important resource of the organization hence organizations increasingly invest
on the human capital aiming to increase individual performance. This will
ultimately leads to enhance the overall performance of the organization. For
a strategic competitive advantage, it is paramount to relate
individual performance with the organizational strategic goals.
Providing L & D supports to employees to function their current role in a proficient manner. It is vital to apply more diverse learning and development activities which will enable employees to maximize their potential. New knowledge and skills developed through L & D sourcing to differentiate themselves from their competitors and to reap the benefits of the organization. This finally courses to build competitive advantage. Way of delivering of L & D should be in a way that benefits to the workplace can be observed and enhance values to employees and to organization. Further it should enable employees to transfer their new knowledge and skills for the benefit of all of key stakeholders of the organization.
Providing L & D supports to employees to function their current role in a proficient manner. It is vital to apply more diverse learning and development activities which will enable employees to maximize their potential. New knowledge and skills developed through L & D sourcing to differentiate themselves from their competitors and to reap the benefits of the organization. This finally courses to build competitive advantage. Way of delivering of L & D should be in a way that benefits to the workplace can be observed and enhance values to employees and to organization. Further it should enable employees to transfer their new knowledge and skills for the benefit of all of key stakeholders of the organization.
In contrary to the
benefits of L & D there are certain disadvantages too. It is purely a cost
to the organization. It happens severely if employees were failed to grab the
new learning and failed in applying new knowledge to the work place. Planned
outcome could not be achieved if L & D programs have not been selected
according to the organizational strategies and objectives. Therefore it is
critical align L & D with the organizational vision, objectives and
strategies. Hence study of the requirement to provide L & D, its
importance to individual and to entire organization to be evaluated in
identifying and selecting appropriate learning and development programs.
Even
though there are few constrains in the L & D, same could be mitigated
with proper human resource, who are capable to select appropriate L
& D programs, evaluate its fit with the organizational vision and
objectives and streamlining accordingly.
List of Reference
Burkett. H. (2005a) ROI
on a shoestring: evaluation strategies for resource-constrained environments:
Measuring more with less (part i), Industrial and Commercial
Training, 37(1).
Delahaye, B. L. (2011).
Human Resource Development: Adult Learning and Knowledge Management (3rd Ed.).
Milton, QLD: John Wiley & Sons Australia, Ltd.
Mabey, C., G. Salaman,
and J. Storey. (1998) Strategic human resource management: A
reader. London: Sage.Maidenhead.
Mann, S. (1996) ‘What
should training evaluations evaluate?’ Journal of European Industrial
Training, 20(9).
Samanthi , You have clearly described about the importance of learning and development to the organisation. in addition In training and development process the employees don’t concentrate much on projects in order to attend the training sessions. That may delay the deadline for the projects. Despite this fact, a large organization employer doesn’t feel for that, because as employees get highly skilled the process would be much faster and they can be competitive in the market. With lack of skilled employees, the process and strategies utilized will make the overall process slow and the quality may also get affected.
ReplyDeleteThanks Ajantha, since modern organizations are highly competitive with changing technological and business environment, globalization and evolving customer needs create more challenges on business organizations. Proper training and development of employees is vita in meeting these challenges as industries are seeking to reach its targeted profit level. Employees are significant asset for any company (Elnaga and Imran, 2013). Therefore, irrespective of the type of organizations, it should deal with learning necessitates linked up with altering and growing internationalization of industry (Abdus, 2011).
DeleteSamanthi you have well communicated about the L&D . However According to a 2016 Gallup report, 87% of millennials say learning and development in the workplace is important while 59% of millennials say having opportunities to learn and grow are extremely important when deciding whether to apply for a job. Why is that important? Well, by 2025 millennials will make up 50% of the US workforce. By 2030, 75% of the US workforce will be comprised of millennials. In order for companies to compete for top talent, they will need to be able to offer a commitment to an employee’s development.
ReplyDeleteThanks for your comment Sumedha, Learning and development is very essential for all employee levels as skills erode and become obsolete over a period of time, which needs replenishment (Nishtha and Amit (2010). Learning helps in increasing productivity of organizations, develops employees resourcefully, provides them with an opportunity to virtually learn their jobs and perform more competently. Rohan & Madhumita (2012) also supported that learning on decision making, teamwork, problem-solving and interpersonal relations are beneficial for organizations’ level of growth, as well as impacting on employees’ performance. Further, learning is considered as an instrument that fundamentally affects the successful accomplishment of organizations’ goals and objectives (Konings & Vanormelingen (2009), Colombo & Stanca (2008) and Sepulveda (2005).
DeleteYour blog has clearly illustrated importance of learning and development. It is necessary for any organization give their employees training to align organization objective with the individual objectives. Then organization could be able to map overall organization goals in a better way (Flynn et al., 1995; Kaynak, 2003; Heras, 2006). Training and development increase overall performance of organization (Shepard, Jon et al., 2003).
ReplyDeleteYes, I agree with you Gayanee. Learning affects employees’ behavior as well as their working skills which finally results into employees’ enhanced performance including constructive changes (Satterfield & Hughes, 2007). Learning helps motivating and retaining high quality human resources within an organization (Hutchings et al. 2009). According to Konings & Vanormelingen (2009), Colombo & Stanca (2008) and Sepulveda (2005) learning affects the successful accomplishment of organizations’ goals and objectives. Further, learning holds the key to unlock the potential growth and development opportunities and enhance their productivity (Rama & Shaik, 2012).
DeleteAccording to your blog you have clearly shown us the positive impacts of having better learning and development methods within an organization. Yes, I accept that the learning and development outcomes of an employee will directly connects with the productivity of the organization. The learning outcomes might be different from one employee to another, and the development methods might be different from one employee to another. Therefore according to Armstrong (2000), these training or the learning needs to be designed very carefully. The organization should provide the learning and development to their employees in a productive manner to get its positive impacts.
ReplyDeleteYes Vayanga, I totally agree with your comment. Organizations should focus on specific goals of education, learning and training of employees according to effective evaluation of employee level of knowledge. As Mazouch and Fischer (2011) stated, learning and development is a necessary effort of a company to improve quality and to meet the challenges of global competition and social change. Providing learning and development is critical, that is important to optimize their contribution to the aims and goals of the organizations. Therefore, designing or planning of learning opportunities could be done in careful manner with an effective evaluation of present position of knowledge and skills of employees and the requirements of organization as well as its goals and objectives (Shen, 2004).
DeletePerfect blog which describes the importance of Learning and Development in the current context.A learning and development program acts as a road map for workers and assists in promoting their career and personal growth. This helps the company recognize key roles and develop its talent to fill gaps in skills. Just like food nourishes our bodies, our minds feed on information and ongoing learning.
ReplyDeleteDefinitions of key learning and development goals include: gaining new knowledge or information that helps workers get a job done well. To learn physical competencies quickly and efficiently, such as using physical machinery. To affect attitudes and expectations of the workforce towards learning or organizational change.
Thanks for the comment Maheshika and I agree with you. Learning and development is a process which ensures that organization has the proficient, expert and engaged workforce it wants. This facilitates the acquisition by way of contributors and teams of skills and abilities through expertise, guidance and coaching offered with the aid of line managers and others (Harrison, 2009). The primary objective of learning and development is organizational approach to aid collective development through the collaborative, expert and moral stimulation and facilitation of finding out and knowledge that support trade goals, improve person knowledge, and recognize and construct on diversity. Learning and development is the major contribution to the successful attainment of the organization’s objectives and investment in it benefits all the stakeholders of the organization (Anderson, 2007). Therefore, learning and development plans and programmes should be integrated with the achievement of business and human resource strategies.
DeleteHi Samanthi, the essentials of learning and development in an organization is clearly been evaluated, I would also like to point out that it is important to identify the need of learning and development were most of the local organizations carry insufficient training programs without identifies the exact need this is waste of organizational resources and a demotivation factor as well. According to Armstrong (2006) by analyzing and identifying the organizations, individual and teams or need of the groups and creating and structuring the learning and development according to it will enhance the engagement of the employees towards the organization.
ReplyDeleteTotally agree with you, Charith. Learning to be enhanced with appropriate trainings as a continually renewed ongoing process with defined, monitored, refreshed and enhanced objectives to bring long-term benefits to the particular organization (Denby, 2010). Learning and training requirements needs to be matched with the business needs and be supported with a view of objectives defined by the organization. Providing appropriate training is an important in creating work efficiency therefore an organization should provide development programs and design them to change employee knowledge and skills (Ibrahim, Boerhannoeddin, Bakare, 2017). In many instances business practice is providing training programs based on personal requirements rather that identified specific needs. Most organizations do not implement a proper learning and training needs analysis (Nankcrvis et. al (2002) as they perceive this process as too costly and time consuming. Appropriate use of learning and training needs analysis verifies whether the business needs can be obtained by the training programs and therefore prevents unnecessary spending money for new employee acclimatization. This mainly focuses on programs that will move the company toward its objectives as well as impact on employee efficiency (Denby, 2010).
ReplyDelete