The paper "Culture and Learning in the Workplace" is a great example of management coursework. Poor employee performance has been established as one of the major obstacles that block the attainment of organisational goals and objectives. As a result, managers try to implement strategies that aim at improving the performance of employees. Improving employee’ s performance is amongst the scores of solutions that promote organisational productivity and profitability. The survival of a firm in the modern competitive business environment depends on the creativity and inventiveness of its human resources as well as its culture.
The creativity and inventiveness of human resources can be enhanced through training and development. Training and development are one of the strategies that promote employee performance. Training and development is an essential strategic tool that promotes employee performance. However, the effectiveness of training and development strategies depends on the culture of an organisation. This report explores the role and impacts of training and development on employee performance and organisational culture. The report also assesses the role of training and development in corporate success in different cultures, impacts of applying pertinent training and development strategies on a firm’ s performance.
The report also highlights the link amid training and development and corporate culture. Background and Theoretical Framework In the modern competitive business environment, innovation is essential to enhance the sustainability and growth of firms. Scores of firms fail because of failure to innovate. For instance, the fall of Kodak among other companies is a result of lack of innovation. According to Farinha (2015), the fast pace of market shifts requires contemporary organisations to adopt fundamentally different leapfrogging perspective and make quantum leaps in recognising, responding and projecting the trends in the market.
In addition, firms must quickly let go of old practices and embrace novel ones, as old practices eventually prove to be obsolete in the modern competitive business environment. Once, a market leader in photography, Kodak failed to acknowledge the dramatic shifts instigated by digital technology. The firm’ s initiatives lacked creativity and innovation thereby making it lag behind market trends. Creativity and innovation in a firm calls for adequate training and development. Kong (2014) confirms that the training and development of human resources are aimed at developing knowledge innovation capacity.
In order for a firm to gain a competitive advantage, innovation is paramount, hence the need for continuous training and development. Training and development, on the other hand, promote employee performance as well as the overall organisational performance and depends on a firm’ s corporate culture besides consideration of people’ s culture of origin. Therefore, to attain business goals and objectives and ensure organisational growth, an organisation must update and optimize the knowledge constitutes of employees and improve their skills to ensure that their employees are competent to do and complete specific tasks.
Firms like Kodak should have implemented training and development strategies to foster innovation and improve employee performance bearing in mind the knowledge economy is propelled by a culture of innovation. Role of Training and Development in Corporate Success in Various Cultures Training entails a planned procedure that focuses on modifying skill behaviour, knowledge and attitude through learning experiences to attain effective performance in an activity. In the workplace, training helps in developing the abilities of an employee. Development entails learning that may be linked to future shifts in a worker’ s current job and it can entail formal education or job experiences.
Training and development entail any effort to improve the future or current employee performance through augmenting the ability of a worker to perform well through learning and changing his or her attitude and increasing knowledge and skills. According to (Giri 2008), training refers to the systematic development of skill, attitudes and knowledge needed by a person to perform a certain task successfully. The aim of training and development is to improve organisational performance via the enhanced performance of employees.
While training assists employees to tackle their current jobs, development prepares people to handle prospective responsibilities. Giri (2008) stresses that the main role of training is to improve employee performance, update employees’ skills, prevent managerial obsolescence and satisfy personal growth requirements.