Employee Training and Development

As  defined by Senge (1990), The learning organization is one ‘where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together . When the training in an organisation is conducted, it is also important that the learner is connected to him. For an example, a training given to a trainee banking assistant in a Bank should include at least a field visit to a branch or head office department to experience the process.  That will enhance his knowledge in the business and surely help him serve the customers in a better, more professional way. In the organization which I work, the training centre has allocated practical training sessions inside and outside the organisation, related to banking. However, the bigger picture is shown and the trainee will know how everyone’s contribution is...

Introduction Training is defined as the process of upgrading the knowledge, developing skills, bringing about attitude and behavioral changes, and improving the ability of the trainee to perform tasks effectively and efficiently in organisations (Wills, 1994; Palo et al, 2003; Robert et al, 2004). Similarly, Stewart (1996) combines the two concepts of training and development and gives an organisation function which has the outcome of ensuring that the contribution of individuals and groups in achieving the organisational objectives through the development of appropriate knowledge, skills and attitude of the employees . In this present competitive banking sector, contribution and improvement of organisation performance is primarily through development of people as individuals, work groups and as members of the wider organisation. As a market leader Hatton National Bank believes that the training and development is a systematic process that intends to ensure the bank has effecti...

Impact of Training on Employees Organizations  are  finding ways  to  make the  employees specialized  rather  than  a  generalized  one,  while  rest of  the  organizations  consider training as an investment on employees and expect a return in the form of commitment and retention (Kadir 2012). Fheili (2007) believes that organizations are not interested in providing training's that are generalized  in  nature. They are focusing on specialized training's which is relevant to a specific task and make the employees unfit for competitors use. They are limiting employees’ ability to switch to another job in an  industry. Organizations  are  finding ways  to  make the  employees specialized  rather  than  a  generalized  one,  while  rest of  the  organizations  consider training as an investment on employees and expect a r...

Organizations need employees with high and significant levels of knowledge, skills and potential in order to achieve company goals. Strategies taken to meet this need are business-led in the sense that the employees are based on an understanding of the strategic imperatives of the business and support the achievement of organization goals( Armstrong 2014).  Learning is the process by which a person constructs new knowledge, skills and capabilities, whereas training is one of several responses an organization can undertake to promote learning (Reynolds et al,2002).  But organizations also need to take account of the personal needs of employees and should examining strategies for creating a learning culture for promoting organizational and individual learning ( Armstrong 2014). Harrison (2009) defined Training and Development as " the process of ensuring that the organization has the knowledgeable, skilled and engaged workforce it needs " It involves facilitat...