Human Resource Management

Individual Assignment

On

“The Role of Employee Training in Improving

Employee Efficiency and Productivity”

Submitted to: - Submitted by:-

Prof. Sameer Pingle Abhishek Kumar

(171202)

Section-B

MBA FT (2017-19)

Institute of Management, Nirma University

Date of submission: - November 20th, 2018

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ACKNOWLEDGEMENT

I take this opportunity to thank my professor, Prof. Sameer Pingle Shah for giving me the
opportunity to undertake this project. The topic helped me learn a lot about the role of
employee training in improving employee efficiency and productivity which are being
followed these days. The topic will help me to gain valuable insights which will help me in
my future endeavors.

I would like to thank to the library team to provide all of us with such a large database and
number of journals which have helped me to complete my work.

I also take this opportunity to thank Institute of Management, Nirma University for providing
me infrastructure and access to abundant reference material.

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INTRODUCTION

Training is termed as the well-known articulation in the consistently changing focused market
condition. Human capital isolates an amazing organisation from a normal one.
Associations and Corporates placed assets into fruitful training and enhancement for human
resource have a tendency to achieve short as well as long term benefits. The given report
displays a writing audit on the significance of training and improvement on the profitability
of association and productivity of worker.
Due to change in the authoritative, innovative and social stream the employee tends to become
absolute and thus there is a need to adapt the ambiguity by continuous learning refreshing of
the expertise and knowledge.

Training and enhancement is an apparatus that guides human capital in exploring their
capability. In this way, getting ready and progression is fundamental for the productivity of
association's workforce.

Thus, with the end objective for organization to accomplish perfect come backs from their
endeavor, there is an essential need to effectively neglect training and enhancement programs.
As valid as it might sound, human capital is the most basic asset of every association under
strong and dynamic competition.

At the point when associations attempt to get by in the violent and dynamic market, human
capital must be promoted to be focused and fiscally dissolvable. In any case, there are
different variables that impact the accomplishment of organizations.

Organizations requires to have profitable workers (adequately and productively). What's

more, associations that contrast regarding their intangibles, for example, information, abilities
and inspiration of human capital, are progressively significant to stay feasible in the market.
Along these lines, associations must have individuals who can adjust to the dynamic and
quick business condition. According to Nikkei Asia Review Report 2018 japanese
businesses spends an average of around 280,000 yen ($2,536) annually on each employee for
in-house and outside training and seminars. The budget can be higher for listed companies, as
the amount goes up to 360,000 yen. Then yen figures include direct spending on training and
seminars, as well as wages equivalent to the hours employees spend at these sessions.

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Knowledge thus becomes capital, which triggers development. However, the success of
organizations depends on their well-informed, educated and experienced staff. To be
sustainable, organizations must consider the training and continuous development of their
employees as something invaluable. Training and development are very important at all
levels of staff, as skills diminish over time and become obsolete and recover (Nishtha and
Amit(2010)).

Figure: The importance of staff traing in corporate

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Employee Training
Training is an organized way for organizations to promote the development of new and old
employees and improve quality. Training is considered a systematic approach to learning and
development to improve individuals, groups and community organization (Goldstein and
Ford, 2002) of Khawaja and Nadeem (2013). Therefore, these are a series of activities carried
out by organizations to help them acquire knowledge or skills for ever greater purposes. They
contribute to the health and performance of human capital, to the organization and to the
performance of society as a whole.

According to Manju & Suresh (2011), training serves as an intervention to improve the
quality of goods and services in the company by improving the technical skills of its
employees.
Methods And Training Techniques

Apprenticeship programs: In this system, a student works with an experienced employee to

master the skills and operations of a business. Sometimes it's about teaching in the classroom.
Many skills, such as plumbing, electricians, mechanics, etc., require apprenticeship training.
Normally, it is for ITI and diploma holders.
Management Games: In this type of training programs the employees gets to face the real
life problems faced by the working employee and thus taking the necessary decision. It the
best way to give the employee the practical aspects of the job and also increasing the
employee experience thus increasing their efficiency and productivity.
On-the job training: Directly starting the job form the first day of the employee could be
most effecting way of training as it boost the motivation of the employee to perform their job
better . Reports has indicated it to be most effective way of training as a person learns better
while doing the work then listening to instruction. But this type of training also depends upon
the clavier of the person as it could be hectic for the person who are less knowledge about the
domain.
Coaching and Mentoring: It the way of training where the employee is trained by hiring a
professional trainer or the experienced person of that field. It is beneficial as the employee get
the knowledge about the domain by the experiences personnel and it is also more

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effectiveness as the person get the perfect answer about their doubt which couldn’t be clear in
a classroom or in a group

Outdoor Training: This types of training gives the employee the chance to take a break from
formal classroom or computer based training , the basic purpose of this type of training is to
help the employee build team spirits and team work experience. The problem in this type of
training is that the person may not be interested in outdoor activities thus making it difficult
for the trainer.

Job Rotation: With job rotation the employee get the knowledge about different site and
department of the organisation thud boosting their knowledge also making them more
effective. It is common in core sector like steel plants, powerplants and etc.
Employee orientation: It is the basic type of training which is done in almost every
organisation. This is the training that starts the organization's new workers to their colleagues,
their immediate bosses, and the organization's strategies, practices, and objectives. The
introduction programs extend from casual discourses to formal exercises enduring one day or
more. They incorporate planned visits to different divisions and require the perusing of
manuals.

Employee Development and Productivity in Corporate Organisations:

According to Konings & Vanormelingen (2009

‘Training affects the success of the organization's goals and objectives.’

Thus no organisation can get by without the powerful usage of individuals to accomplish both
the goals of the undertaking and the fulfillment and improvement of the representatives.
Today, associations are developing into huge, complex tasks whose structure are constantly
changing and in this way necessitate numerous workers be set up for new assignments.
Studies have distinguished the nature of worker in any association, as one of the basic
elements influencing its survival and efficiency. Associations can't make due without having
capable and experienced representatives, who are living to handle the difficulties of an
evolving world. Interest in employee advancement is advocated when administration can get a
decent profit for its venture. It is for the above reasons that this article endeavors to talk about
efficiency and staff improvement in corporate associations: the money saving advantage
investigation.

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Training is also essential to enhance the profitability of the association. It enhances and
furnishes workers with assets as well as allows them to learn and perform better.
Accordingly, it builds the efficiency of workers, as well as the profitability of the
association. A few reviews demonstrate the positive effect of preparing on representative
efficiency. Preparing as a procedure is a standout amongst the most widely recognized
approaches to enhance representative profitability and impart the objectives of the
association to workers (Ekaterini and Constantinos-Vasilios, 2009). Rohan and
Madhumita (2012). Rohan and Madhumita (2012) likewise bolster this interest in teaching
workers in basic leadership, collaboration, critical thinking and relational connections,
along these lines, decidedly affecting the association's improvement results on
representative execution. The preparation impacts the conduct of the representatives and
their working capacities. It Improves execution and prompts useful changes (Satterfield
and Hughes, 2007). Preparing is more viable in rousing and keeping up top notch HR
inside the association (Kate Hutchings, Cherrie J. Zhu, Brain K, Cooper, Yiming Zhang
and Sijun Shao, 2009).

Figure 2 Relationship cycle

But every organization’s ultimate goal is to create high income, to maximize profits, and an
effective tool to achieve this goal is efficient and effective workforce.
Therefore, the workforce is efficient and effective only if appropriate training and
development are provided which thus leads to productivity and which ultimately leads to
higher revenue and profits.

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Training and development have a positive impact on employees to make their work more
effective, strengthening their interpersonal and technical skills, their teamwork, their
confidence in work and motivation (Kate Hutchings, Cherrie J. Zhu, Brian K. Cooper ,
Yiming Zhang and Sijun Shao 2009).

Organizational training is the way to opening potential development and improvement open
doors for an upper hand (Rama V. and Nagurvali Shaik, 2012). Associations train and build
up their workforce to expand their efficiency. Accordingly, learning, aptitudes and capacities
are basic to worker execution that associations need to use to build representative
profitability. Likewise with help for (Noe, 2006), associations spend a considerable amount
of cash and time on preparing to enable workers to find out about occupation related
aptitudes. Hence, it is similarly vital to display the consequences of the preparation endeavors
(Dowling and Welch, 2005).

Figure : Q-System (for productivity and profitability)

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CONCLUSION
At last, training and advancement enhances the profitability of representatives, as well as that
of the association. It has been properly said that worker improvement is the way to the
manageable advancement of the association. Associations must have workers who can adjust
rapidly to a continually changing world market. Organizations need to put resources into the
ceaseless preparing and advancement of their representatives with the end goal to hold
workers and be effective. The 21st century is useful for those associations that can learn
quicker and adjust to changes than their rivals. The preparation enhances worker activity and
the nature of work, helping them concentrate more on accomplishing the association's
objectives while enhancing the effectiveness of representatives inside the association.
In summary, training and development that affect employee productivity not only
improves the well-being of organizations, but also helps the prosperity of most countries
that have considered the design and training and development of the labor force at the
national level. As national approaches mean to enhance the country's human capital, this,
thus, is ideal for the country's monetary development. In any case, it is prescribed that the
administrations of organisations organize worker preparing and improvement with the end
goal to keep up the best workforce and increment authoritative efficiency. Extra research
examines on representative preparing and advancement are likewise prescribed to pick up a
more extensive comprehension of their profitable effect.
Specifically it is perceived that a compelling training and improvement strategy can be an
essential factor in tending to imbalances in work in connection to race, gender and disabilities.
It is suggested that association create a preparation and advancement plan, the point of which
will be to engage all representatives to complete their jobs to the most noteworthy norms, and
convey fantastic administrations to client. In these rules, preparing and improvement are
extensively characterized as those exercises went for raising the norms of representative
practice and therefore lifting the nature of the workers, and clients learning and association
encounters.
A good Employee Training results in:
• Creating Job Satisfaction, Reducing Conflicts and Contempt, Disruptive Behaviours,
Decreasing Levels of Absenteeism and other costs and accidents.
• Help improve personal performance and organizational effectiveness.

• Developing Your Own Talent to Improve Employee Morale and Organizational

Stability. Helps to achieve organizational goals.

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 • The harmonious way of doing things and to prevent overlapping and duplication of
duties and responsibilities in the organization.
• Reduce public spending and improve the quality and quantity of products or services
• organization.

• Strengthen loyalty and create a sense of flexibility and solidarity for employees.
• The effectiveness and value of staff to enhance the value of staff through career
advancement and future safety.
• Creating employment, social, personal, private growth and success.

• Reduce direct and indirect supervision

• Promoting the economy and efficiency of all countries has become a top priority for
the country's economic survival
• The survival and sustainability of the productive growth in the output of the optimized
units in each country depends.

Therefore, we can also draw the conclusion that the application of scientific training can be
effective in increasing Productivity and profitability.

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REFERENCES

 Graham, K. & Tierney, J. (2003). Improving teacher education through human

resource development at ITEK. Midterm review for Nuffield Foundation.
 Haigh, N. (1998). Staff development: an enabling role. In Latchem &
Lockwood (1998) pp. 182-192.
 Lentell, H. (1994). Professional development. Open praxis, 1994 (1), 29-30.
 Poole, M., and Jenkins, G. (1996). ‘Competitiveness and Human Resource
Management Policies,’ Journal of General Management, 22, 2, 1-19.
 Anthony Landale (1999). Gower handbook of Training and development
Gower publishing. Ltd.
 Patrick J. Montana and Bruce H. Charnov (2000). “Training and
development.” Management. Barrons & Educational Series. P. 225.
 J. Broadhaust, “Employment development is a great business opportunity:
investment in people is the key to company growth,‟‟ human resource
management international digest, vol.20, no 6, pp27-30, Jan 2012.
 P. Dutta, „‟what is the definition of staff development,‟‟ Ehow contributing
water, 2005, pp.62-76

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UNDERTAKING

To Whom It May Concern:

I, Abhishek kumar hereby declare that this assignment is my original work and is not copied
from anyone/anywhere. If found similar to other sources, I shall take complete responsibility
of action, taken thereof by, HRM team.

Signature : _________________

Name : Abhishek Kumar

Roll No. : 181202

Section :B

Batch : MBA-FT (2018-2020)

Date : 20/11/2018

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