AN EMPIRICAL STUDY ON THE IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE
International Journal of Management and Social Science Research Review
The trends in Human Resource Management practices throughout the world are changing dynamically. Nowadays, employers are more concerned about employee's retention and controlled employees' turnover than cost cut off. The need of employee's retention has encouraged the employers to pay attention towards employee's development through training in order to keep them motivated. The core purpose of involvement in training and employee's motivation is to improve employee's performance resulting in
... anced organization's performance. (Flippo, 1993) defined the word training as "an act that involves growing the knowledge and skill level of an employee in order to perform a specific job". (Armstrong, 2006) "Training is a procedure of improving the knowledge attitude and skill of employees to attain organization's objectives. It is merely through a systematic course of training in which essential professional knowledge is conveyed, skills are developed and attitudes adjusted to the work situation". (Flippo, 1993) intense that training is not a choice for any organization that it may skip or keep rather it's an essential requirement. The only o ption that an organization has is to choose the method to be acquired for training of its employees that also depends on the training subject. Training has a vital role in bridging the gap that exists between knowledge and skills required for the job and employee's own calibre. In the absence of planned and systematic training, employees learn their job either with the help of trial and error through observation. These methods cost additional time and energy, thus increasing the cost of training increases too. Still, there is no assurance that the employee will learn properly. This is in this regard that training is essential for effective learning at reasonable cost.