TRAINING AND DEVELOPMENT TO ENHANCE EMPLOYEE ENGAGEMENT



 

Engaged employees possessing the required knowledge, skills, and proficiency is crucial for the growth of the organization (Kirkpatrick and Wendy Kayser Kirkpatrick, 2016). Training and development act as a major factor for enhancing engagement and commitment usually beginning with the orientation process for new hires. Tahir et al.,(2014) said that one of the best ways to engage employees and increase productivity is through providing training and development to employees.

 

In the airline industry, newly hired employees are presented with several opportunities to know more about the organization’s goals, working schedules, salary, and employee expectations. It is an important step to show the importance of the employees’ contributions toward reaching the company’s mission. The orientation process usually also involves delivering of information to the employees in terms of the hierarchical outline of the company’s roles, teams, and employees and a tour of the employee’s designated area of work. The process also includes a discussion on how official matters are dealt with and the safety regulations of the company.

 

In the training process, new recruits are prepared with the required knowledge and skills to enhance their skills. The training process enhances value and satisfaction for employees while learning new tasks and receiving feedback. Employees with positive outlook and deliverance from the training process already gain the benefit of acquiring better salaries, increasing value thus discouraging chances of turnover in the future. According to Arunmozhi (2015), trained employees showed more engagement at the workplace as compared to non-trained employees (Jain and Khurana, 2017). Moreover, it is also essential to continue to offer training and development opportunities. Most employees leave their jobs after spending some time in the organization, more so when they feel there is less interaction and value shown by the employers. For employees to maintain a favorable bond and allow for the exchange of valuable ideas for the organization to succeed, training and development should always be a constant.

Companies that do not have any form of training and development placements within the organization must consider it especially considering the easy availability of internet access and digital technology. There is currently more convenience to delivering information and training to employees saving travel expenses and saving on hard copies of the information. It also encourages employees to manage other commitments such as family obligations. As a positive consequence, the employees feel more valued and commit more to the organization.

Figure 1- Proposed Conceptual Framework

(Source: European Centre for Research Training and Development UK)

According to this framework, there is a significant positive relationship between work environment, training &development, employee engagement, job satisfaction, and organizational performance. Employee engagement and job satisfaction significantly influence the relationship between work environment, training & development, and organization performance (Sendawula et al., 2018).

 

REFERENCES

Jain, S. and Khurana, N. (2017). Enhancing employee engagement through training and development. Asian Journal of Management, 8(1), p.1.  Available at: https://www.researchgate.net/publication/314511076_Enhancing_employee_engagement_through_training_and_development [ Accessed on 30 Nov.2022]

 

Kirkpatrick, J.D. and Wendy Kayser Kirkpatrick (2016). Kirkpatrick’s Four Levels of Training Evaluation. Association for Talent Development. Available at: https://files.eric.ed.gov/fulltext/EJ1290265.pdf [ Accessed on 30 Nov. 2022]

 

Sendawula, K., Nakyejwe Kimuli, S., Bananuka, J. and Najjemba Muganga, G. (2018). Training, Employee Engagement and Employee performance: Evidence from Uganda’s Health Sector. Cogent Business & Management, [online] 5(1), pp.1–12. Available at: https://www.tandfonline.com/doi/full/10.1080/23311975.2018.1470891 [Accessed on 30 Nov.2022]

 

Tahir, N., Yousafzai, I.K., Yousafzai, I.K., Jan, Dr.S. and Hashim, M. (2014). The Impact of Training and Development on Employees Performance and Productivity A case study of United Bank Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(4). Available at: https://hrmars.com/papers_submitted/756/The_Impact_of_Training_and_Development_on_Employees_Performance_and_Productivity.pdf [ Accessed on 30 Nov. 2022]



Comments

  1. Manoj Mendis10 December 2022 at 03:59

    Great post Tarishma, Staff training is now substantially more common than it was ten years ago. Nowadays, almost every business provides its staff with some kind of training. Companies are starting to understand that learning is truly a lifelong endeavor and that developmental activities like employee training have a significantly positive impact on job satisfaction, productivity, and, ultimately, overall profitability, according to Aaron W. Hughey and Kenneth J. Mussnug (1997). The truth is that training may improve the bottom line if it is thoughtfully planned and implemented.

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  2. Tarishma Goundar11 December 2022 at 21:52

    Thank you Manoj. Yes. Chiang, Back and Canter (2005) conducted a study of the impact of training on training quality and impact on job satisfaction and intention to stay. The results revealed that there was a positive impact of training on job satisfaction and training satisfaction. They also positively construed that job satisfaction progressively led to intention to stay. There also existed an indirect quality of job satisfaction based on training quality.

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