Home > Archives > IJSRST162521
Training and Development Program and its Benefits to Employee and Organization : A Conceptual Study
Authors(1) :-Vinita Jha
The purpose of this paper is to present a conceptual study established on the employee training and development program and its benefits.This paper will inspect the structure and elements of employee training and development program and later the study present what are the positive outcomes for employees and organizations. Training and development play an important role in the effectiveness of organizations and to the experiences of people in work.Training has implications for productivity, health and safety at work and personal development. Modern organizations therefore use their resources (money, time, energy,information, etc.) for permanent training and advancement of their employees. Training and development is an instrument that aid human capital in exploring their dexterity. Therefore training and development is vital to the productivity of organizationâ€™s workforce. The study described here is a vigilant assessment of literature on fundamental of employee development program and its benefits to organizations and employees.
Training & Development, Training Design, Training Benefits.
- Alliger GM, Tannenbaum SI, Bennett W Jr, Traver H, Shotland A. (1997). A meta-analysis of the relationsamong training criteria. Journal of Personal Psychology, 50:341–58.
- Arthur WJ, Bennett WJ, Edens P, Bell ST. (2003). Effectiveness of training in organizations: a met-analysis ofdesign and evaluation features. Journal Applied Psychology. 88:234–45.
- Barber J. (2004). Skill upgrading within informal training: lessons from the Indian auto mechanic. InternationalJournal of Training and Development, 8:128–39.
- Bartel, A.P. (2000). Measuring the Employer’s Return on Investment in Training: Evidence from the Literature.Industrial Relations, 39, 3, 502–524.
- Bartlett, K.R. (2001). The Relationship between Training and Organizational Commitment: A Study in theHealth Care Field. Human Resource Development Quarterly, 12, 4, 335–352.
- Becker, G. S. (1993). Human capital: A theoretical and empirical analysis with special reference to education(3rd Ed.). Chicago, IL: University of Chicago Press
- Blundell, R., Dearden, L., Meghir, C. and Sianesi, B. (1999). Human Capital Investment: The Returns fromEducation and Training to the Individual, the Firm and the Economy. Fiscal Studies, 20(1): 1-23.
- Blau, G. J., and Boal, K. B. (1987). Conceptualizing how job involvement and organizational commitment affectturnover and absenteeism. The Academy of Management Review, 12(2): 288-300.
- Bryman, A. (2007). Business Research Methods. Oxford; Oxford university press.
- Callahan, B. (2000, May). Life-long learning pays off. Industrial Distribution, 89 (5), 116.
- Cavana, R. Y., (2001). Applied business research: Qualitative and Quantitative Methods. London; John Wiley.
- Chaminade B (2007). A retention checklist: how do you rate? Www.humanresourcesmagazine.co.au. Accessed,28 November, 2007.
- Colarelli, S. M., and Montei, M. S. 1996. Some contextual influences on training utilization. The Journal ofApplied Behavioral Science, 32(3): 306-322.
- Cuniff, J. (2000, July 26). Lifelong education has become the norm. Milwaukee Journal Sentinel, 35Q.
- Dillich, S. (2000, August 4). Corporate universities. Computing Canada, 26 (16), 25.
- Dobbs, K. (2000, April). Tires Plus takes the training high road. Training, 37 (4), 56-63.
- Feldman, D. (2000, May). The Dilbert syndrome: How employee cynicism about ineffective management ischanging the nature of careers in organizations. American Behavioral Scientist, 43, 1286-1301.
- Fenn, D. (1999, February). Corporate universities for small companies. Inc, 21 (2), 95-96.
- Garger, E. M. (1999, November). Goodbye training, hello learning. Workforce, 78 (11), 35-42.
- Greengard, S. (2000, June). Going the distance. Workforce, 79 (6), 22-23.
- Garrow, V. (2004). Training and Development and the Psychological Contract. Training Journal, April 8–10.
- Gerbman, R. V. (2000, February). Corporate Universities 101. HR Magazine, 45 (2), 101-106.
- Jurkiewicz, C.L. (2000). Generation X and the public employee. Public Personnel Management, 29 (1), 55-75.
- Goldstein IL, Ford JK. (2002). Training in Organizations. Belmont, CA: Wadsworth. 4th ed.
- Holton EF III. (2003). Cycle time: a missing dimension in HRD research and theory. Hum. Resour. Dev. Rev.2:335–36.
- Kraiger K. (2002). Decision-based Evaluation. In Creating, Implementing, and Maintaining Effective Trainingand Development: State-of-the-Art Lessons for Practice, ed. K Kraiger, pp. 331–75. San Francisco, CA:Jossey-Bass
- Kozlowski SWJ, Brown KG, Weissbein DA, Cannon-Bowers JA, Salas E. (2000). A multi-level perspective ontraining effectiveness: enhancing horizontal and vertical transfer. In Multilevel Theory, Research, and Methodsin Organizations, ed. KJ Klein, SWJ Kozlowski, pp. 157–210. San Francisco, CA: Jossey-Bass
- Kottke, J. L. (1999). Corporate universities: Lessons in building a world-class work force (revised). PersonnelPsychology, 52, 530-533.320.
- Leonard, Bill. (1998). HR Magazine, July 1998, vol. 43 Issue I, p. 22-25.
- Logan, J. K. (2000, April). Retention tangibles and intangibles: More meaning in work is essential, but goodchair massages won’t hurt. Training and Development, 54 (4), 48-50.
- Meister, J. C. (1998, November). Ten steps to creating a corporate university. Training and Development, 52(11), 38-43.
- Melymuka, K. (2000, April 3). Keeping your star performers. Computerworld, 34 (14), 44.
- Moses, B. (1999, February 1). Career planning mirrors social change. The Globe and Mail [On-Line]. RetrievedJanuary 18, 2001 from the World Wide Web: http://www.bbmcareerdev.com/careerplan.html
- Mel Kleiman (2000, January). What happens if you don’t train them and they stay? Occupational Health andSafety, 69 (1), pp. 18, 70.
- Nunn, J. (2000, September/October). Career planning key to employee retention. Journal of PropertyManagement, 65 (5), 20-21.
- O’Herron, P., and Simonsen, P. (1995, May). Career development gets a charge at Sears Credit. PersonnelJournal, 74 (5), 103-106.
- Petrecca, L. (2000, May 1). Agencies teach skill building. Advertising Age, 71 (19), 12.
- Paradise A. (2007). State of the Industry: ASTD’s Annual Review of Trends in Workplace Learning andPerformance. Alexandria, VA: ASTD
- Rosenwald, M. (2000, October 15). Working class: More companies are creating corporate universities to helpemployees sharpen skills and learn new ones. Boston Globe, H1.
- Satterfield JM, Hughes E. (2007). Emotion skills training for medical students: a systematic review. MedicalEducation, 41:935–41.
- Schuler, R.S., and MacMillan, I.C. (1984). Gaining Competitive Advantage through Human ResourceManagement Practices. Human Resource Management, 23, 3, 241–255.
- Settoon, R.P., Bennett, N., and Liden, R.C. (1996), Social exchange in organizations: Perceived organizationalsupport, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81, 219-227.
- Tung, R.L. (1987). Expatriate Assignments: Enhancing Success and Minimizing Failure. Academy ofManagement Executive, vol.1; issue.2: pp 117-25.
- Wagner, S. (2000, August). Retention: Finders, keepers. Training and Development, 54 (8), 64.
- Wilson, C. (2000, July 26). More companies recognize the impact of learning centers. St. Louis Post-Dispatch,C8.
- Zikmund and William, G., (2002). Business research Methods. London; Thomson Learning.
Published in : Volume 2 | Issue 5 | September-October 2016
Date of Publication : 2016-10-30
License: This work is licensed under a Creative Commons Attribution 4.0 International License.
Page(s) : 80-86
Manuscript Number : IJSRST162521
Publisher : Technoscience Academy
PRINT ISSN : 2395-6011
ONLINE ISSN : 2395-602X
Cite This Article :
Vinita Jha, "Training and Development Program and its Benefits to Employee and Organization : A Conceptual Study", International Journal of Scientific Research in Science and Technology(IJSRST), Print ISSN : 2395-6011, Online ISSN : 2395-602X, Volume 2, Issue 5, pp.80-86, September-October-2016
URL : http://ijsrst.com/IJSRST162521