Impact of Training and Development on Employee Performance free essay sample

The concept of training predates history; it is as old as man himself. The earliest man learnt to hunt and grow crops for his survival. One of the earliest types of training was on the job training (OJT), which is still in wide use today China began training of her workers through conceptual case studies in the 5 century BC. Confucius presented problems to his students and asked them to contemplate possible solutions to those problems. The case study is still widely in practice even today, mostly in professional schools. It is an effective tool to encourage learners to think philosophically about difficult and problematic situations without having to go through personal experiences. As time went on, modern theories of psychology, training, and staff development were applied to training methods in order to keep staff skilled, knowledgeable, and motivated Definition: Training is the process of teaching new employees the basic skills they need, to perform their jobs (Dressler, 2003) Training is a learning experience which seeks a relatively permanent change in the individual that will improve his ability to perform his job well. We will write a custom essay sample on Impact of Training and Development on Employee Performance or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Every organization needs to have well trained, experienced and adjusted employees to perform their duties efficiently. Training can involve the changing of skills, knowledge, attitudes, or behavior. It may mean changing what employees know, how they work, their attitudes toward their work, or their interaction with their coworkers or supervisor. Training is more present day oriented and focuses on individuals existing jobs and enhancement of abilities to perform well. Training should not focus on new employees only, but old employees should also be put through periodical training in order to keep their knowledge updated. 1. 1 Background information. One of the most important aspects in the contemporary hotel industry is employees’ acquaintance with new methods and techniques of Hotel management through training. In fact training is formal as well as an informal process, which is carried out for improving the performance of employees. Therefore the implementation of an effective training process at all levels of management has a significant impact on the performance of the employees. Human resource practices have a great impact on the organizational performance, every organization depends on its work force for fulfilling its operational requirements, human resource not only a subject for The professionals handling the human resources of the organization, in wider perspective it deals with all the key functions of all the departments in an organization it is a liaison between the organization and the employees of the organization it is studied by the economists to relate the efficiency in the productivity of the Organization. Future-oriented training, focusing on the personal growth of employees (Stephen, 2002), for example if an employee is promoted supervisor, his new job would require him to ensure his subordinates do their duties well. This would require his grooming in advance. This is known as employees development, and every organization must plan/carry out employees development in order to keep it functioning efficiently. 1. 3 Statement of the problem Busi ness world is going to be dominated by the services. It has been noticed that in todays world the service sector is the largest growing area of developing countries. The cross-culture encounters in business and company cultures world-wide are fueling the growth of service sector in developing countries. Nowadays an increase of tourism has resulted in the expansion of hotel industry Kenya. The hotel industry in Kenya has become highly competitive with regard to the quality of service provided by hotel industry, as the quality of services has significant effects on the profitability and success of hotels. The quality of service can be maintained by continuous development of both the employees as well as other factors involved in the quality of services. One of the way to develop employees is giving them continuous training in their respective fields as according to Armstrong (2000, p. 543) the fundamental aim of training is helping organization to achieve its goal by adding value to its key resources, i. e. its employees. This means that training is like investing in people to enable them to perform better and to empower them to make decisions due to their natural abilities. 1. 4 Objectives of the study 1. 4. 1 General Objectives The general objective of the study is to investigate the effects of training and development programmes to employees 1. 4. 2 Specific Objectives The specific aim of the study will be to achieve the following objectives; i. To assess the effectiveness of training on employees work performance ii. To investigate the kinds of performance enhancing training offered to employees iii. To describe the effects of training policy on employee performance. iv. To conclude the influences of human resources training on employees and their actual performance in the hospitality industry 1. 5 Research questions This study will seek to answer the following questions. i. What level of staff do organizations mostly consider for training development so as to improve their performance? i. How does continuous training affect employee performance iii. Which training development methods do organizations employ for performance improvement of their staff? iv. Where is the training development conducted for the staff? v. What are the areas of improvements have been witnessed by engaging in training development of their employees? 1. 6 Significance of the study 1. 6. 1 To the managers To help them know the kind of training they need to offer to their staff to increase their level of performance To have a more realistic approach to staff training and development. 1. 6. 2 To the Staff The staff will know the kind of training they need to improve on their productivity. To gauge the level of performance improvements after training and development programmes 1. 7 Scope of the study This study focuses on the perceived and actual performance of employees from management and employees’ perspective. The identification of the importance of training in the hospitality industry and how beneficial it proves for employees and employers are discussed with the help of primary and secondary sources. The study focus will be a sample selection of employees from Nairobi Safari Club. According to Zaman and Bakar (2003) research findings process is in the preliminary stage to establish the connection between the training and commitment of employees that leads to improve the actual performance of employees. Though, researches of different types have been executed in the western part of the world to explore the training program and various types of influences of training on the actual performance of employees but still the generalizability of findings are not so far accurate as there has been lack of consistency in similar sort of outcomes. Most of the researches have strongly emphasized on the close relation among the training program and level of employees’ commitment that result in improving the performance of employee as a whole (Bartlett 2001; Bartlett and Kang 2004; Grossberg 2000; Meyer and Smith, 2000; Bartlett and Kang 2004; and Tannenbaum et al, 1991). This current study investigations foundation strongly lies on the observation in a practical sense therefore by nature this is an empirical research which analyze the impact of the training programs installed in an organization on the performance of employees in a practical sense. Organizations that give special training to their employees and there are ample opportunities for promotions and good monetary benefits which encourage the employees to and good monetary benefits which encourage the employees to exert themselves and take initiatives to rise to the challenges which gives guaranteed returns to the company. A wide selection of leadership, seminars, management training and technical courses are available to employees. It is a crucial investment and it is essential to the company (Banson 2003) Its essential to devote resources for ongoing training, development of leadership skills and creating opportunities for advancement for candidates within an organization. We are developing future managers from within our labor force. It is our goal to be the employer of choice. (Milanese, 2003)They approach salespeople with an attitude that lets them know training will take an hour of their time to compensate them with skills and information. Salespeople want to know exactly what they can learn in a short time. 2. 1 Role of Training in increasing organizational commitment: According to Noe (2008) explained training as a deliberate and preplanned attempt about related job competencies so that employees learning is being facilitated (pp 4). It is significant to invest in programs of development and training in order to make sure that the organizations targets and goals are achieved (Lewis, 1997). The general view and open ideas revolving around in the business world is that the gains and advantages of employers and subordinates are associated with the programs of training and development and investing in those programs (Santos and Stuart, 2003). The role and contribution of Human Resource Development has gained more acceptability and significance in the tenure of reforms and restructuring. One of the key functions of Human Resource Development is addressing and indentifying at work setting the demonstrated behavior of individuals and their perceived attitude towards work. Lewis (1997) demonstrated and firmly argued that training and development is the vital and main reason behind the high performances of workers, organizations and nations. Training and development program is essential consideration by firms when they want to utilize their employees to maximum or optimum level. In other words, to explore the full potential of employees, the difference maker is training and development program, considered by organizations. Through the provision of adequate and appropriate training to workers, the organizations can attain the high productivity level, as per Human capital theory (Becker, 1975). The actions of employees backed by training helps such employees to groom abilities to a next level and substantial growth and employees are influenced by the training modes (London, 1989). Donovan et al (2001) proved and supported through his research findings that employees become more active and quick in responding and accepting changes, built their inner confidence stronger and develop understanding to be supportive to their peers, once they participate in various types of training program The employees actual performance is connected with the commitment of employees, when employees are well trained; they are more productive in their approach. In other words, the job satisfaction and employees productivity tends to increase more after involving them in training sessions and this productive and job satisfaction is largely influence by the commitment of employees . Training sessions help organizations in retaining their employees as training tends to improve the loyalty of employees towards organizations. Moreover, the training sessions also improve the work efficiency of workers who actively participate in training sessions. The appropriate and adequate training motivates employees in right direction which leads to improve their overall commitment towards organizations (Becker, 1975). The commitment of employee is a connected with the performance of employees. Training programs designed by the think tanks of an organization ensure that the skills of employees develop in more professional manner so that there is less wastage of resources and overall improvement in the actual working procedures of employees (Donovan et al, 2001). Training also ensures that employee is needed by organization and he should be retained, this increases their level of commitment towards his respective organization 2. 1. 1 Need for training program The psychological understanding about the actual performance of employee is linked with the organizational commitment which can be improved by means of training employees (Bartlett and Kang, 2004). In order to measure the performance of employee in actual sense the level of organizational commitment must be measured by the organization. To properly measure the level of commitment towards organization, scales were made and conceived by Meyer and Allen (1997). The performance of employee will be more affective if he is trained in a fine manner and this affective commitment tends to be more of emotional type attachment which improve the work efficiency and helps organization in succeeding competitive edge in the market, due to training employees stick to same organization which develops a commitment more of norm type to help organizations (Meyer and Allen, 1990, P. ). Mathieu and Zajac (1990) found in their study that commitment of employee is more due to participation in the developing programs and this commitment is continuance commitment by nature. Weiner (1982) argued and emphasized that normative commitment towards organization means right or moral thing to do (p. 421). These commitments enhances due to the willingness of employee to stay with same organization, which means that training assist organizations in de veloping the sense of commitment in employees. Bartlett (2001) investigated that that there is a close connection between the perception of employees towards the training program and the organizational commitment at the industry of health care. Research results showed that affective commitment and normative commitment of employee is positively linked with the perceived training ability of employees, willingness to participate, training support from senior staff and management, and the perceived benefits of training. Neo and wilk (1993) strongly viewed that once given, the appropriate means should be develop to measure the affects from training program and to motivate employees for training the right steps should be considered by organizations. Bartlett (2001) urged that if the training program is launched in organization and employees are committed to firm when they view the benefits of participation in the training and development program. Bartlett (2001) also proposed a notion that to increase the organizational commitment to a higher level the social support should be created for programs of training and development. Brief (1998) firmly viewed that perceived training benefits and the commitment towards organization is being affected by the relationship of job satisfaction with it. Bartlett (2001) concluded with the outcome of his research in the health care industry and on the basis of outcomes suggested training incentives for professionals of human resources management. 2. 1. 2 The importance of staff training Staff training is a significant part as well as the key function of Human Resource Management and Development; it is the crucial path of motivating employees and increasing productivity in the business. Mcclelland 2002, ) With the development of the technologies and the whole business environment, employees are requested to be more skilled and qualified, even if you are a good employee today, you could be out of the line some other day if you do not keep studying. A company needs organized staff training if wants to be competitive among others. (Yafang Wang 2008. ) Staff training is the k ey task to help everyone in the company to be more united. An enterprise could hire experienced employees or train employees to be skilled. When the company trains their own staff, by providing and forming a harmonious atmosphere, accurate work specification and the passion of work, team spirit will be built between employees and management team within the process. (Train,2009. ) Training of work tasks is one of the main aspects of staff training, including principles at work, professional knowledge and skills, by offering employees these essentials, staff training helps personal abilities match with business requirements. Train01 2009. ) Training could be enormously demanding and should be in-depth; lack of training or poor training brings out high employee turnover and the delivery of substandard products and services. (Sommerville 2007, 208) 2. 2 Impact of training to employees’ performance The existence of a link between the training and performance of individuals at work settings are identified by various researchers. For instance, on job and off job training in a continuous mode is the Human Resource Management practices that is regarded as high involvement and it assist the individual in building the human capital- knowledge for the particular firms in which subordinates are more productive and effective as they are gaining a practical exposure from ongoing job training and are more knowledgeable about the requirement of delivering the services that firm has planned (Batt 2002) Staff training enhances the capabilities of employees and strengthens their competitive advantage. Effective training will improve the personal characters and professional abilities. Not only employees, management and organization would benefit from staff training, customers and guests benefit as well, because of the received quality products and services. (Sommerville 2007, 210). Sommerville also pointed out that unnecessary wastage and damages can be avoided. Regular trainings can decrease work pressures and employee turnover, as a result, less labor cost will be spent and better service can be achieved. 2. 3 Types of staff training and development 2. 3. 1 Sort by training objects Training is differed by disparate groups, one is the top management group, the second group is supervisory management, and the third group is front line employees who participate in operations and providing services. As for the top management group, including general manager, directors, managers and assistant managers of every department, they take care of making decisions. The training should be about building proper economic views, marketing, forming sales strategy, budgeting and cost controlling etc. Supervisory management group is the supportive team in the organization, such as supervisors, team leaders etc. hey should be trained about management concept and ability, professional knowledge, customer services and how to deal with guests requests and complaints etc. practical information. Front line staff helps hotel’s actual operation; training for them should be focused on professional knowledge, technical competencies and working attitudes to improve their abilities 2. 3 . 2 Sort by training location According to the location that trainings take place, trainings are separated into in-house training, on-the-job training and outside training. In-house training is organized by the Human Resource department, using hotel facilities such as the training room, staff canteen. On-the-job training is usually held by each department; supervisors, team leaders and trainers are responsible for this kind of training, experienced worker or trainer trains the employee. (Dessler 2006, 157) Outside training refers to training which is held outside the hotel. Trainees attend seminars and conferences, participate in training program organized outside the hotel, or go abroad to other sister hotels for training. 2. 3. Sort by training contents Trainings are held for different purposes, some are organized to help new employees to get to know the hotel, some are for improving employees? professional skills, therefore, the trainings can be divided by their contents: †¢Apprentice training To introduce hotel general information and basic skills needed at work to new workers. This training helps building up good relationships between employee s themselves and as well as between employees and management team. Moreover, it helps employees to set up the right attitude towards work. †¢Certification training After this kind of training, employee get professional certificate on practical or theoretical tests. It aims to improve employees? skills and motivates them when they pass the tests. †¢Simulation training Practical training is held with the help of Human Resource Department, aiming to improve methods of working and increase work effectiveness by simulating the real workplace. This training is in existence in everyday work, therefore it is long-term. In order to have good results from this training, department heads play very important roles by using proper training skills. On-the-job training Employees? professional quality is the key of hotel services, the rules and principles of work are taught in this kind of training, besides, courtesy, manners and techniques of handling interpersonal relations are taught as well. This kind of training aims to train employees to learn the best way to do the work in the most quickly and effective way. †¢Language training Hotel employees are required to be able to speak one or two foreign languages, for different departments, different work categories or different positions, language requirements also differ. English as an international used language, every staff needs to be familiar with. Another language is required or to be trained depending on the location of the hotel. †¢Hotel services and administration training This training is more focused on a specific subject according to the request of improving administration and services, including telephone techniques, guest relations, sales skills, public relations general information and application, safety and first-aid †¢Cross training To ensure the communication among departments and increase the ability of adjusting to distinguished environments, cross training is used to assist employees to receive knowledge and skills from other departments. (Walker 2007, 597-598) 2. 4 Correlation between training and performance The existence of a link between the training and performance of individuals at work settings are identified by various researchers. For instance, on job and off job training in a continuous mode is the Human Resource Management practices that is regarded as high involvement and it assist the individual in building the human capital- knowledge for the particular firms in which subordinates are more productive and effective as they are gaining a practical exposure from ongoing job training and are more knowledgeable about the requirement of delivering the services that firm has planned (Batt 2002). Moreover, the customer buying behaviour is changed by the demonstration of employees behaviour (Mills et al 1983). Eventually training shows the way to have workforce that is highly skilful and has a positive impact on the businesss improvement, employee also become more productive and committed to the organisation. Various studies indicated the training programs impact as positive in the reinforcement of plans and policies (Huselid 1995, Cooke 2000). Furthermore, the argument proposed by Armstrong (2000) that via learning, the behavior of employees is modified by training that works as a tool for the modification of behavior. The performance of employee is directly interlinked with the training program. . 5 Conclusion These empirical researches do evaluate the importance of the Human Resource Management practices that are executed by the firm in the organization and it will not be wrong to say that these practices are linked with the organizational performance and the individual performance of employees. From the above mentioned theories, it is concluded that there exist a correlation between the performance of an employee and the currently operating training practices in a positive manner but the statistical explanation to show the close link between these variables are yet not been evident.

Civil Engineering Personal Statement Essay Example

Civil Engineering Personal Statement Essay Example Civil Engineering Personal Statement Essay Civil Engineering Personal Statement Essay Majority of graduation programs at some universities require the candidates to prepare an attractive personal statement and turn it in along with the application of admission. Likewise, you will most probably have to write a civil engineering personal statement if you want to gain acceptance in a civil engineering university. However, if you don’t know what to include in a university statement then you need to check out some useful sources that can help you with writing engaging statements. Providing that the statement will be the main component that will decide whether you gain admission in a particular college you have to ensure that you craft a statement that can wow the admission department. A great way to examine how a personal statement is written is by checking out some personal statement samples. A sample can assist you in figuring out what elements are necessary for a compelling statement. It can also help you with determining what type of tone would make the statement more convincing. However, finding good and unique samples is not that easy. First of all list down the names of universities where you want to apply for the civil engineering program. Now check out the websites of each university and download the personal statement sample. It is suggested that you should also ask your friends or family members, who have already been accepted into a university, to give you the copy of their personal statements. This will certainly help you a lot in figuring out how engaging essays are written. By putting these two samples side-by-side you will be able to learn more about what universities expect from the candidate. Moreover, the internet has gigantic amount of sources and surely you can find many useful content among those sources. Use a major search engine to search free personal statement samples. Go through the personal statement samples that are related to the field of civil engineering. Some sites have original personal statements of those individuals who have already applied in different universities. You can also find where those personal statements have been accepted and where those statements are rejected. While sorting through the bundles of personal statement samples ensure that you look for only those samples that are pertinent to the field. Highlight those areas that you fill will assist you in writing a unique and engaging essay. Once all the necessary information is gathered, sit down and brainstorm to put down your own unique thoughts or ideas for the statement. Now start the statement by describing one of those thoughts briefly and to the point. For instance, the introduction usually contains the anecdote or story about how the candidate inspired to explore the field of civil engineering. Remember that the introduction should be tempting and the conclusion should be inspiring to elevate your chances.