3.Training and Development

 Training and Development

 

In today’s world, where the life cycle of technology and products become shorter and shorter, update employees’ knowledge and skill become more critical for both organizations and employees. In this regard, employees expected to learn new skills and knowledge to improve themselves and the work they do. It is important to them to feel that they are learning, growing and remaining competitive comparing to their industry peers. Thus, organizations that provide continuous training and skills upgrading programs can maintain their competitive advantage and at the same time are more likely to satisfy and retain their valuable employees.

In addition, organizations also benefit from these training programs in term of increasing organizational competitive advantage, effectiveness, and profitability (Al-Sharafi et al., 2018). According to Irshad and Afridi (2007) an investment on employee Training and development is considered important factor in employee retention. Organization has the incentive to make investment in form of training & development only on those workers, from whom organization expect to return and give output on its investment. Organizations are intensification development for talented employees, through proficiency analysis, input on employee interests, need development and multisource appraisal of capabilities and formulate plans for action.

Kossivi et al. (2016) viewed that, a key factor to employee retention is training and development.

 

It is further observed that, on the job training increases retention and commitment and employee loyalty is improved through training and development. Das and Baruah (2013) have found that one of the important factors in employee retention is investment on employee training and career development. Organization always invests in the form of training and development on those workers from whom they expect to return and give output on its investment and viewed that organizations can keep the leading edge in this competitive world by having their employees well

trained in the latest technologies. Chandranshu and Ruchi (2012) further states that, since learning and development opportunities appear crucial for the retention of talented employees, an organization must establish a supportive learning and working climate. In general it refers to the environment wherein employees both learn and work. More specifically, the concept could be described by referring to: guidance and

appreciation at work; pressure of work; the amount of empowerment and the responsibility that employees experience; choice in job tasks and development; provision of challenging and meaningful work; and advancement and development opportunities. According to Patra and Singh (2012) company that wants to strengthen its bond with its employees must invest in the development of their employees entails in creating opportunities for promotion within the company and also providing opportunities for training and skill development that let employees to improve their employability on the internal and/or external labour market.

The Organization is always invested in the form of training and development of those workers from whom they expect to return and give output on its investment. Further, the view that organizations can keep the leading edge in this competitive world by having their employees well trained in the latest technologies (Mathimaran & Kumar, 2017). Haider et al. (2015) made a comparison between the firms with rapid growth and slow growth firms. Their study revealed that the organization with a rapid growth heavily rely on the abilities of their employees. These employees put their efforts to uphold the growth oriented strategies of the organization. To achieve strategic objectives, growing firms widely use training programs for their employees. They emphasize upon employee development as compared to their non-growing

competitors. Hence, training and employee development programs are quite common in growing organizations. Furthermore, Irshad and Afridi (2007) suggested that firms and individual made investment on human capital in the form of training. Training enhances the skills of employees. When employees are hired to enhance the skill, organization needs to start training program. Moreover, employees have perception to acquire new knowledge & skills which they apply on the job and also share with other employees.