The paper 'The Impact of Training and Development Programs on Employee Performance FCCCI Chinese School " is a good example of a management case study. Training and development are an important strategic tool that enhances the performance of employees, and organisations that understand this continuously increase training budget annually believing that it will earn them a competitive edge. The main objective of this study is to investigate the impact of training and development on employee performance in FCCCI Chinese School. Many studies focused on other sectors including the financial sector, and there was a need to find out if the same results apply to the education sector.
A descriptive case study was used to undertake the research and questionnaires were used to collect data. Descriptive statistics tools were used to analyse data. The research confirmed that training and development influences employee performance. This report will enable managers to plan for training and development and implement efficient and training needs that will increase employee performance Table of Contents 1. Introduction Training and development and performance comes under the scope of Human Resource Management subject of AIB MBA Program.
Training and development is a feature employed by HR departments to enable an organization to train its employees in order to refine their skills. According to Armstrong (2000), training activities are designed for the improvement of the performance of employees on the job that they are doing presently or are expected to do in future, while development is concerned with the employee’ s overall growth. It is important for employees to understand the nature of their job well, and its importance to the overall goal of the organisation.
Learning may take place concurrently with the job, and it is the employer’ s obligation to provide on-the-job training to improve employee’ s skills and overall performance. Accord to Harrison (2000), the work performance of the employees is affected by training and developmental activities within the organization, which in turn affects the overall organisation’ s performance. These activities include cross-cultural training, induction training, technical training, and leadership training among others. The success of any organisation depends on its performance and achievement of its goals. Employees are considered as the most valuable assets of an organisation because they are involved in fulfilling its mission.
For any organisation to be successful, its human capital and the recognition of training needs plays a crucial role. Training and development should impact positively on the performance of individuals as well as on the organisation as a whole for both short and long term. When employees make mistakes while working on their jobs, it impacts on the organisation’ s performance and its image (Armstrong, 2006). A study was undertaken by Sila (2014) on the relationship between training and performance with a case study of Kenya Women Finance Trust Easter Nyanza Region, Kenya, narrowed down to how job satisfaction, service delivery and attitude affected employee performance.
The study confirmed that training affects performance with service delivery, job satisfaction and attitude getting equal weight. These results are consistent with what other scholars recommend that training improves job satisfaction, increase service delivery effectiveness and efficiency and develops positive attitudes at the workplace.
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