Effect of Training and Re-education on Employee Performance

In the present day intensely competitive marketplace, businesses must incessantly enhance the level of quality of their products and services in order to gain competitive advantages. Corporations have to attain and capitalize on their resources in an efficacious manner. As a result, it is of the best interest for the corporations to improve the job performances of their staff by carrying out training and education as one of the fundamental measures to increase productivity. Training and education is a significant component in human resource growth and development for enhancement of performance and organizational efficacy. In addition, training and education is a wide ranging aspect necessitated to attain most output and productivity from the human assets as it is utilized to enhance or increase activity that is linked with general performance requirements of the staff and the organization in its entirety.
The main objective of the research is to determine whether training and education influences employee performance in organizations.
Executive Summary
The main objective of this report is to investigate whether training and education have an impact on employee performance within an organization. The report incorporates three employees selected from different organizations and interviewed on the subject matter. The findings of the report indicate that training and education do have impact on employee performance through improvement in weak areas of job undertaking, increased skill-sets and proficiencies and also increased motivation and satisfaction knowing their worth to the company. It is recommended that management of organization should carry out scheduled trainings that are targeted to the improvement of employee’s weak sides and also that consider the feedback given by employees.
Introduction
Training and education is an endeavor to improve the existing or future employees performance by augmenting their capabilities to perform by means of learning, more often than not, by transforming the employees’ attitude and outlook or increasing their skills and know-how (Halidu, 2015). Training and education is a function that deals with making enhancement to the general performance of persons and companies in organizational settings. It is thereby delineated as an instructive process, which takes into account the polishing of competencies, benchmarks, transforming the mindset and also attaining greater understanding to improve the performance of staff (Dessler and Varrkey, 2005).
The quality and efficacy levels of employees and their advancement through training are fundamental factors in ascertaining long-standing profitability and endurance in organizational performances. Based on research undertaken by Becker, Huselid and Beatty (2009), in order to retain quality members of staff necessitates a company to invest in the development and advancement of their set of skills, know-how and capabilities. Performance can be delineated as the fulfillment of particular duties or duties measured against prearranged necessities of precision, completeness and cost or the attainment of accurate task measured toward prearranged or identified benchmarks of precision, comprehensiveness and price (Brayfield and Crockett, 1955). Based on the contract of employees, performance is considered to be the achievement of a task postulated within the contract. Increased efficacy and effectiveness are condiments of performance as measured with the help if the standards and benchmarks set by any company. Furthermore, from the perspective of service delivery, employee performance is linked to the quality of output, aptness, consistency and efficacy of the work finished.
Performance is an evaluation and appraisal of the outcomes of an individual’s conduct and behavior. It encompasses making a determination as to how effectively or ineffectively a person has accomplished a particular task or carried out a job. Several factors and aspects have an impact on employee performance, including accessibility of resources, workplace conditions, and the intricacy of the work being undertaken amongst others. To accomplish high levels of performance as an employee and supervisor, it is imperative to make certain that all parties have the capability, motivation and the resources to meet objectives. In recent times, training, education and development of employees has become a pivotal component within organizations. The main objective of the research report is to determine whether training and education influences employee performance in organizations. The sub-objectives of the study will include the following:
1. Determining the prevailing training and education programs within the organization
2. Determine the approaches that are employed in training and education programs and whether they meet the training objectives
3. Determine if training and education influence employee performance
Methods
When data and information is collected directly by the researcher for the very first time, it is referred to as primary data. Basically, primary data is attained from primary or first-hand sources. There are different methods that can be utilized for collecting primary data including surveys, questionnaires, interviews, observations and several others. In this particular research report, interviews were considered to be the most ideal approach. This is largely for the reason that it is deemed to be the most conventional approach of gathering primary data where the researcher formulates a questionnaire and poses questions either in person or via email and telephone (Kothari, 2004). Specifically, the researcher interviewed three different employees from different organizations in order to obtain first-hand insight into whether training and education has influenced their performance as employees.
Findings
The findings from the primary sources suggest that training and education have an effect on employee performance in organization. This result is largely in line with the information obtained from secondary sources on the similar subject matter. So as to obtain more specific information on training and education from the sample employees, different questions are presented to the interviewees and thereafter examined. These questions are indicated in the appendix section and lay emphasis on employee training and education and their pertinence to employee work.
The respondents indicated that they do think that training and education has benefited them in improving their job performance. The first respondent pointed out that through training, he has been able to attain new skill sets and proficiencies that have improved his know-how of the job undertaking therefore rendering better performances.
“….The level of training and education that we have obtained from the organization has significantly improved our level of proficiency and competency. For instance, we have gone through workshops that have trained us on new technology and innovation.”
This is in line with information from secondary sources. Research conducted by Sulatana et al. (2012) indicated that in the training process, employees obtain technical and interpersonal skills, in addition to material know-how so as to carry out their jobs efficiency and effectively within the workplace setting.
A second respondent indicated that training and education has been an indication to the employees that they are valued and that the organization is interested in their growth and career advancement. Specifically, the respondent indicated that employees see their worth when presented with opportunities to advance their educational attainment. This has increased their level of motivation and subsequently their productivity and performance at the workplace.
“…Undoubtedly, training and education has positively impacted individual performance and departmental performance of employees. I believe that when the organization plans for workshops and scheduled trainings, it is an indication that it also values the progression of the employees in terms of advancing their careers. Also, educational prospects such as going for Master’s have not only improved our dedication but also overall performance.”
This is in line with Wagner (2000) who indicates that training and education for employees increase organization’s reliability owing to the reason that employees acknowledge that their organization sees their value and worth by spending in their future career.
The questions posed to the interviewees purposed to ascertain the various training and education approaches implemented within the organizations. The findings obtained from the respondents indicated that there are different ways in which training and education could be improved in their organization. Respondent 3 indicated that having a specific training schedule as scheduled by the human resource team would be beneficial to facilitating increased employee performance. Specifically, the interviewee stated that:
“…Predetermined and scheduled training sessions are beneficial to the employees. This is because they do not interfere with the tasks and job targets placed on the employee and therefore do not impede the performance levels.”
Respondent 2 gave the suggestion that training and education would be improved by carrying assessments of personnel and obtaining feedback. They indicated that this would facilitate specific training that would be targeted on the weak areas of the employees that can facilitate increased proficiency and competency.
“….Training and education should serve a specific purpose otherwise it ends up becoming redundant and ineffective. Employee performance can be improved if the education and training sessions are based on appraisals of employee work and also the work targets and objectives given for a specific period. This will ensure that the trainings are meant to boost the shortcomings and weak aspects of the employee in order to improve the level of performance.”
This is in line with research conducted by Keep (2015) that demonstrates that corporate training strategies and how they are implemented within an organization play a fundamental role in guaranteeing effective employee performance and success for the entity.
Respondent 1 gave a similar response but went on further to indicate that training and education sessions should incorporate employee feedback and perspectives. This is because at the end of the day, employee themselves know precisely where their shortcomings lie and also how they can improve them. He asserted that:
“….Employee feedback should be incorporated into the planning of the different training and education sessions. The 360 degree performance feedback approach provides an all-inclusive approach in the direction of the performance of employee. It takes into consideration different key factors that comprise of teamwork, cooperation and leadership.”
Education and retraining of employees has a great deal of benefits for both individuals and organizations. Individual benefits from the education and training programs comprise of career competencies, employee satisfaction, and employee performance (Jehanzeb and Bashir, 2013). Based on research conducted by Lussier (2010) concerning the relationship exhibited between job satisfaction, employee motivation and the employee performance, similar perspectives were obtained. According to the research, organizations with more satisfied employees have the upper hand as far as staff performance is concerned. The study was aimed at investigating the connection between employee motivation, job satisfaction and the performance of the employees. The study derived that there was a significant positive correlation between employee training, job satisfaction and the staff performance level.
Conclusion
Training and education of employees is acknowledged as a pivotal component in the accomplishment of organizational goals and objectives. For an organization to maintain financial and overall efficacious performance, it is imperative to enhance the contribution of personnel to its goals and objectives (Falola et al., 2014). One of the fundamental aims of human resource management takes into account the formation of environments whereby the hidden potential and capability of the employees will be realized and there dedication to the success of the company realized. The decisive aim of training and education is go enable organizations to attain their performance outcomes. The research indicates that training and education does have an impact on employees performance. It is recommended that management of organizations should schedule regular trainings that are precise and targeted on strengthening the weak areas of employees and also providing them with proficiencies that enhance their productivity and growth in their careers and development. This research study will be beneficial to the management of companies by heartening them to embrace and implement training and education in order to attain competitive advantage in the market. The report will also be beneficial in establishing the manner in which training has influence performance of employees and the sort of improvements that can be carried out to facilitate in equipping the employees and motivating them to work harder and be more productive. This will guarantee that they make an investment in an organization whose performance is auspicious because of effective training and education of its personnel. What is more, the research study will be of significant value to scholars in this academic field. The scholars will benefit from it as it will add to the existent body of knowledge and information.
References
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