Importance of Employee Training Programs - Term Paper Example

?Importance of Employee Training Programs Summary Organizational training has a significant impact on employees. Unlike other trainings, organizational training contributes to employee motivation and commitment towards their organization. According to Amoah & Baum, (1997) the hotel industry best describes the impact of employee’s training. This is due to the labour intensive nature of the industry and the significance of practical training on employee’s motivation and skills. Organizational training also contributes the role of HR department within an organization. In addition, organizational training contributes to employee’s motivation, skills, and knowledge. This contribution is indicated as intellectual capital, which contributes to the growth of an organization. The objective of the article was to investigate the impact of organizational training on employee commitment. The impacts of organizational training on employee’s commitment can be analysed by considering employee’s attitude towards their organization in relation to their organizational training. Certain attitude defines employee’s commitment towards an organization. This includes employee’s willingness to offer their service to the organization, attachment to the organization and their commitment to the organization’s goals and objectives. On the other hand, organizational training can be assessed through a multidimensional structure that comprises support for training, motivation, access to training and benefits from training. The field of organizational training has rich literature, which focus on the impact of organizational training and employee’s commitment. First hand literature material on the topic include Buchanan, 1974; Mowdayet al., 1979; Porter et al., 1974, Allen & Meyer, 1990; Wasti, 2002 and Wasti & Can, 2008. Scholars behind these literature materials assumed that organizational training has mutual benefit for the organization and the employees. However, their literature mainly focuses on the impacts of organizational training on employee without considering the impacts of employee training on the organization. This aspect relates to the article’s hypothesis, which states, “Employees’ perception of motivation to training positively affects their organizational commitment” (Bulut, & Culha, 2010, p. 311). Empirical and theoretical studies carried on organizational training are based on human capital as a core asset. Unlike other assets, appreciation of human capital requires organization and employee’s efforts. In the current competitive business environment, employee training has become a strategic management tactic. In addition, the practice has become a core activity of human resource management similar to recruitment, employee selection, and appraisals. According to Martin (2009), employee motivation is also a basic indicator of the impact of organizational training on employees. Thus, motivation of employees indicates the extent to which they are willing to benefit themselves and the organization through their efforts. Organizational training has reciprocal benefits for both the organization and the employees. Through such training, business managers get a chance to practice their management strategies while the employees benefit from the extra skills. The study was based on an empirical survey that collected data from different Turkish five star hotels. The survey established that 86% of the respondents supported the benefits of organizational training. However finer results can be achieved by incorporating customer surveys on the basic findings. Relationship with Industrial Psychology Industrial psychology focuses on the relationship between organization’s success and employee’s performance and well-being. Similarly, Bulut and Culha’s article focus on employee training as a strategy of enhancing their well-being. This aspect creates the main link between the article and industrial psychology theory. In addition, industrial psychologist applies psychological principles and techniques to establish strategies of improving performance. Industrial psychologists are also concerned with the role of employee motivation in building a company’s customer base. Similarly, the article considered the role of employee training on customer relation. Studies in industrial psychology are changing constantly due to the increasing complexity of modern organizations (Gainey, Klass, & Moore, 2002). This indicates that an organization has to cope with these changes in order to maintain its relevance. In addition, organizations need to minimize their operation cost by adopting cost benefit analysis strategies. Organizational training is a cost effective method of maintaining the performance of an organization in the modern competitive business environment. This is because the activity has mutual benefits to both the organization and the employees. The article relates organizational training to employee’s motivation and satisfaction. This relation indicates an investment on the organization’s human capital. According to the article, improved performance is the overall benefit of organizational training as a strategic management requirement. In an ideal situation, industrial psychology should be a basic component of human resource management. However due to its significance, it is applied in other departments and sectors within an organization. Similarly, the article considers the overall benefit of industrial training within an organization through improved employee performance. Thus, employee training not only benefits the HR department but also other related departments such as the sales department (Gainey, Klass, & Moore, 2002). The complexity of employee’s training is what makes the subject a critical aspect of industrial psychology. The peer reviewed article titled “Martin Attitude-behavior relations: A theoretical analysis and review of empirical research” by Ajzen, Icek and Fishbein, Martin consider the significance of employee training as a basis for its inclusion in industrial psychology. The articles base its findings and conclusion on empirical and qualitative surveys. This is the main relationship between the article and other industrial psychology works. Empirical research studies are core principles of psychology (Colquitt, 2001). This is because such studies provide responses to critical questions that cannot be answered though quantitative techniques. Thus, the article uses empirical findings to analyze human behavior in the workplace. Conclusion Industrial psychology provides a theoretical perspective concerning employee’s performance and their well-being. The article by Bulut and Culha has a significant relation with other industrial psychology literature. The article is based on empirical and qualitative research studies. This is the main relationship between the article and other industrial psychology literature. Similar to other industrial psychology literature, the article bases its findings on the mutual benefit between the employees and the organization. However, the article emphasizes the significance of industrial psychology in the HR department. This is because the benefits resulting from employee motivation benefit the entire organization. References Amoah, V. A. and Baum, T. (1997). Tourism education: policy versus practice’, International Journal of Contemporary Hospitality Management, 9, 5–12. Bulut, C., & Culha, O. (2010). The effects of organizational training on organizational commitment. International Journal of Training and Development, 14 (4), 309-322. Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86 (3), 386-400. Gainey, T. W., Klass, B. S., & Moore, D. (2002). Outsourcing the training function: Results from the field. Human Resource Planning, 25(1), 16-22. 28. Icek, A. & Martin, F. (2009). Attitude-behavior relations: A theoretical analysis and review of empirical research. Psychological Bulletin, 84 (5), 888-918. Read More