Critical literature on impact of training and development on employee review

Critical on impact of training and development on employee job performance - Literature review Example Reference 11 Bibliography 12 Introduction The main purpose of the project is to bring forth a critical analysis of the impact of training and development programs on the performance of employees in organisations. Human Resources have played a major role in the economic development of a number of nations. Nations like Britain, Japan and USA have demonstrated immense economic growth in this regard (Brewster, Mayrhofer & Morley, 2004, p.17). Thus, it implies that nations would attain greater and faster economic development on the grounds that they pay greater attention to train its human resources. The project presents the supporting as well as the opposing views on this subject by using relevant literature. Research Question The present research seeks to find the impact of training and development programs on the performance of employees in organisations. The research question is as follows: Do training and development programs improve job performance of employees in organisations? Literature Review Overview of Training In order to maintain a sustainable economic growth as well as an effective performance, the employees’ contribution towards the goals and objectives of the organisation is required to be optimized. Leading writers have emphasised and recognised the importance and requirement of training as the central role played by the management in organisations. Drucker, (1998), have commented that one of the major contributions expected from the managers is to set the vision for the employees and also enhance their ability to perform (Laing, 2009, p.17). The very first step in the designing of a training and development program includes conducting a needs assessment. It includes assisting the new recruits in the workplace with the necessary skills and responsibilities (Kuther & Morgan, 2009, p.103). It is crucial to identify the need in this regard which can be done in several manners. Generally, it is identified as the gap between the present position and which is needed now and also in future (Miller & Osinski, 2002, p.1). The gaps include discrepancies between what the organisation wants and what actually occurs. It is also determined by the difference between the current and the desired performance of employees. The difference between the present and the desired competencies of employees also gives an estimate about the training needs. Several views were collected pertaining to the identification of the key drivers of the training initiatives like the training quality, inputs, extent of interaction and targets over the last few years. The results revealed that the most important determinants were ‘health and safety’, ‘technical changes’ and ‘customer service’. It implies that organisations were primarily found to be using training and development programs for retaining and motivating employees and also for providing the necessary skills and knowledge to the employees to keep themselves at par with the changes in technology and customer service (Miller & Osinski, 2002, p.1). The Training and Development Process In order to ensure that the new and also the experienced employees have the required knowledge and skills for successful performance of their jobs, organisations undertake investments in training programs. Research reveals that the organisations’ productivity bea rs a direct relation with the amount of investments it makes on employees (Bohlander & Snell, 2009, p.306). Recently, Merrill Lynch completely overhauled its training program towards the financial advisors to ensure they would be in a better position to serve their clients. The program included training of â€Å"Monte Carlo analysis†