Organizational Performance Assignment: Impact Of Employee Training On Organization

Question

Task: Write a report on organizational performance assignmentevaluating the impact of employee training on organisational performance.

Answer

Introduction
The 21st-century business environment is witnessing intense competition. Th investigation carried on this organizational performance assignmentsignifies that the market in which organizations are operating is becoming very volatile and they are constantly facing changes in external and internal environmental factors. These changes have a significant impact on the stakeholders of the organization. There is no exception in the case of employees. Employees and their performances are highly responsible for the growth or devaluation of any business (Elnaga and Imran, 2013). Thus, corporate leaders focus on employee training to optimize organizational performance. The aim of this report is to evaluate the impact of effective employee training on the performance of an organization.

Employee training
As mentioned earlier, the business sector is encountering intense competition. High standard performance of the employees helps a firm to fight in the global market. Thus, it is the responsibility of the organizational leaders to focus on the continuous development of the skills of the employees. Employee training is one process that has an impact on the development of employee skills that further contributes to the performance of the employees (Hanaysha, 2016). The program that is formed to enhance the skills of employees within the firm is known as employee training. Employee training also aims at training the employees in such a way so that they can build the ability to accomplish tasks skillfully and qualitatively.

Impact of employee training on organizational performance
Employee training helps the employee to gather knowledge about the current trends, challenges, and changes in the global market. This further helps them to understand the current need of the firm and the demands of the customer. This is how the performance standard of the employees increases that further has an impact on the organizational performance. Training also enhances the skill of the employees so that they develop the ability to handle work efficiently. Effective training is responsible for decreasing anxiety among employees that have a positive impact on the productivity of the employees (Shahzadi, et.al., 2014). Moreover, engagement of internal stakeholders within the business activities, especially the workforce of a firm is of utmost importance for optimizing the performance of the organization. Staff training helps the workforce of the organization to feel valued because it shows them career advancement path. When the employees start understanding the value of their contribution to the firm, they show engaged behaviors. With the increase in the engagement of the workforce in decision making, problem-solving and brainstorming sessions of the organization, the performance of the employees and the organization also increases.

In addition to this, employee motivation is one of the important factors that enhances the performance of a firm. It is found that training and development programs within the workplace can help the organizational leaders motivate the workers in their workplace. Training and development help in the personality development of the employees or workers in the workplace and people often gain practical skills through workplace training. The personal abilities of a worker are positively correlated with employee motivation. When employees manage to develop relevant personal skills within the workplace, their confidence increases. With the increase in confidence, the dedication and the engagement of the employees towards the organization also increases (Dobre, 2013). This increases the performance of the organization and helps the firm strive in the competitive business environment. In addition to this, organizational performance is also dependent upon the commitment of the workforce towards the organization. When the employees have attachment towards the firm, they are working into then it is known as organizational commitment. An employee with a strong continuance commitment rarely leaves the firm and always brings productivity to the workplace.Thus, to increase the continuance commitment of employees, corporate leaders or HR teams mustprovide training to employeesto advance their skills. Moreover, promote them and add value to the work they do. (Newman, Thanacoody and Hui, 2011). Thus, from this, it is clear that employee training can increase the commitment of the employees towards the firm. This reduces the turnover rate of the employees that further enhances the performance of the organization.

Furthermore, customers are known as one of the important stakeholders of an organization. The consumption pattern of the customers is positively correlated with the revenue incurred by the firm. Thus, customer satisfaction has a close association with the performance of the organization. Effective employee training has an impact on the job outcomes of the employee. It is found that employees who are stressed and dissatisfied with the work environment often fail to satisfy the needs of the customers. On the other hand, motivated employees are responsible for satisfying customer needs (Zablah, Franke, Brown and Bartholomew, 2012). Thus, when employees are properly trained within the workplace, they can understand the needs and demands of the customers. Employee training also helps the employees to get well-informed about customer communication techniques. This is how employee training helps employees to engage customers that further impact positively on the productivity and profitability of the firm. Finally, one important training benefit is it enhances the job satisfaction of the employees. Corporate leaders tend to assess the needs of the training. If employees within the workplace are not motivated enough to work and show negative attitudes towards the workplace, then employee training is of utmost importance (Anwar and Shukur, 2015). Once, the training needs are assessed corporate trainers train employees so that they feel motivated and change their attitudes and behaviours towards the organisation. This also enhances the job satisfaction level. This is how employee job satisfaction increases employee engagement that further has an impact on the performance of the employees.

Conclusion
The aim of this report was to evaluate the impact of employee training on the performance of the organization. The report concludes that effective training of employees enhances job satisfaction, increases organizational commitment, increases employee motivation, and also adds value to the work done by the employees. All these factors are closely associated with the enhancement in the performance of the employees. Thus, from this, it can be understood that assessing the needs of training and implementation of effective training programs within the workplace improves the quality of employee performance and enhances productivity of the firm.

Reference List
Anwar, G. and Shukur, I., 2015. The Impact of Training and Development on Job Satisfaction: A Case Study of Private Banks in Erbil. International Journal of Social Sciences & Educational Studies, 2(1), p.65.
Dobre, O.I., 2013. Employee motivation and organizational performance. Review of applied socio-economic research, 5(1), pp.54-60. Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European journal of Business and Management, 5(4), pp.137-147.
Hanaysha, J., 2016. Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment.Organizational performance assignment Procedia-Social and Behavioral Sciences, 229, pp.298-306. Newman, A., Thanacoody, R. and Hui, W., 2011. The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector. The international journal of human resource management, 22(8), pp.1765-1787.
Shahzadi, I., Javed, A., Pirzada, S.S., Nasreen, S. and Khanam, F., 2014. Impact of employee motivation on employee performance.
European Journal of Business and Management, 6(23), pp.159-166.
Zablah, A.R., Franke, G.R., Brown, T.J. and Bartholomew, D.E., 2012. How and when does customer orientation influence frontline employee job outcomes A meta-analytic evaluation. Journal of Marketing, 76(3), pp.21-40.