The Impact of Training and Development on Employees' Performance in the Banking Industry. a Case Study of Zenith Bank Plc.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

Employee training not only contributes towards benefiting individual, but also to the organization, allowing it to continue operating effectively. Improved profitability and service delivery (Morrison et al.2010)

Training and development is one of the many essential functions of human resource management; it is deemed as the planning learned experience by which employees are taught various aspects of a given job and most importantly how to perform a job and or a future tasks. The basis for training and development implementation is to mold an efficient employee who performs tasks effectively resulting in optimum productivity, which aids in an organization’s overall aspirations. Job training has been around for centuries and has been utilized to teach individuals task specific to a given job or industry; it differs from education which affords individuals general information regarding traditional topics such as science, math, history, reading, and writing. Over those centuries, a few training methods have been explored such as on the job training, classroom training, vestibule training, systematic training, and the most currently used computer training. Within each of these, training methods can be found imperative information to assist an organization successfully meeting objectives.

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

This article clearly exemplifies that training development amongst employers and employee should be well structured and focus on the impact of an employee’s job performance and the workforce.

For the effectiveness of this training program, organization has already streamlined the training with its business strategy. Company’s mission, vision, values and beliefs are communicated well at every level in the organization especially with human resource strategies such as this training program; rather made it a strategic training.  After careful consideration have given to internal and

Employee training and development is the key to the success of an organization. It is the role of the Human Resource department to provide employees with the information and tools needed for training and development, and to ensure the success of organizational development. Training and development of employee is benefits the organization by ensuring the organization able to adapt to every changing economy and industries. To ensure the organization is able to meet these changes, the human resource department designs and develop programs that meet the needs of the organization.

Training is a planned learning experience. This effectively prepares workers for their current and future jobs. Training for human resource managers focuses on the present job industry while development training prepares them for the future growth. Training enhances knowledge and job skills. Methods used to measure the success of the training are performance appraisals. This measures the adequacy of the human resource managers. After their performances are measured their results are discussed with them. Any changes that may need to be made in the training process can be easily detected.

Nowadays the world becomes more development. In organizations, business ,every where. In organizations they become more development and make training for their employees in order to prove them self’s and their skills and to have more ideas,information,and knowledge about what they are doing. These activities are investment for the organization because with this investment the organization will have more benefits from the employees and their works. In my essay I am going to discuss some important points about training and development which it’s very important for Bank sohar.

Training in Overall Organizational and HRM Strategy ‘Training is the planned provision to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organisation.’ (Manpower Services Commission, 1981). According to D. King (1964) there are many reasons why an employer should provide training including shortage of labour, high turnover, expanding production, automation, redundancy, improvement of quality, reduction of scrap, diversification of products and raising the calibre of the

When the process of recruitment is complete, the next tasks involve developing the personnel through exposure and training. The process of training and personnel development has the objective of enabling the employees to develop necessary skills for optimal performance of their respective roles. Therefore, the human resource development manager has to come up with effective schedules for training and developing the newly recruited

This capstone project literature review will consist of historic and present studies of employee training. This capstone project is compiled of literal evidence on employee training from primary and secondary literal findings. According to Gills and Johnston, (1997) as cited by Saunders et al., (2007) the fact that, knowledge does not exist in vacuum has made the researcher visit as much literature on sited research problem. The secondary research is collected from peer reviewed articles; published books, library, online databases, and validated websites. There are several theories that the capstone will help future research by in-depth analysis of study outcome. The capstone focuses on past research work to gain better understanding of the framework for organizational training. The following Literature Review publications two of three are areas of strength as it relates to the

Training and development are two very important components of human resources within an organization. The main objection of human resources training and development is to ensure that there is an availability of skilled and trained workers for an organization. An organization’s strategies for training and development can have an effect on the organization’s performance. Training and development helps to make sure that workers have the knowledge and skills to perform their jobs to the best of their ability. When employees are happy, trained, and motivated they can provide quality service or quality products for their organization.