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In the first article, What Impact Has Training Have on Employee Commitment and Turnover by Scott Brum provides a balanced and dispassionate discussion on the effect of training on employee retention and commitment. The author starts by providing background information on…
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Download file to see previous pages... The audiences for the article include students, human resource managers, scholars, and other people involved in managerial duties. As cited by Brum (2007), a committed employee is one who is projected to remain at any given organization.
The article defines the way we think of training employees in view of employee commitment and retention. The author evaluates a variety of literature in lieu of finding the gaps in the literature. The study evaluated the determinants of employee commitment, including investment, reward, and lack of alternatives.
The study used a large variety of literature which increased the reliability and validity of the collected data. From literature employees are retained in firms that have heavily invested. Most employees also view training as a gift or reward thus enhancing their morale, job performance, and commitment, thus resulting in reduced employee turnover. When there is lack of alternatives, there are increased chances of the employee being committed. In other words, there are alternatives but the available alternatives are not better than the current ones.
It has been found out that training is a tool can aid firms in developing a more committed and productive workforce. In the reward system, the employee assists the company more because the company has also assisted him or her. This creates a sense of debt in the employee towards the organization.
In the study, Brum reported that training plays a very crucial role in the development of employee commitment. The employees participate in training programs with certain needs as well as objectives. If the outcome of the training program does not meet the needs of the participants, it results in negative change in attitude, lower commitment, and increase in the number of employees leaving the firm. Brum (2007) also pointed that those employee who considered training as the most relevant to their current jobs had the capability to acquire ...Download file to see next pagesRead More
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