Olaniyan and Ojom (2008) opine that growth in organizations can be achieved by training and developing the skills of employees. They continue to explain that training provides employees with skills which are necessary to perform their duties. This is achieved by improving the skills of employees, and shaping the skills of new recruits to match the needs of the organization.
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In addition, it is worth mentioning that training and development improves the efficiency and effectiveness of employees when performing various tasks in an organization. It has also been noted that the work of managers is reduced when employees are trained because the employees require no supervision (Olaniyan & Ojom 2008).
El-Tannir (2002) supports the findings of Olaniyan and Ojon (2008) by explaining further that continuous training improves the performance of employees at the workplace. El-Tannir (2002) explains that the introduction of technology allows organizations to train and develop the skills of their employees at the workplace.
This helps reduce the time wasted when employees train and work from different stations. The author is of the opinion that training and development is particularly valuable to modern organizations because it helps employees solve problems experienced at the workplace (El-Tannir 2002).
It is also evident that training and development is hugely beneficial in an organization because it improves employee retention. Arms (2002) support the aspect of training and development by saying that it reduces risks in an organization. In addition, training and development improves the skills of employees, and the products developed match the needs of consumers. As such, the consumers gather confidence in an organization, and sales improve.
Ultimately, an organization makes profits when the sales increase (Arms 2002). According to Arms (2002), there are nine benefits accrued when an organization is involved in the training and development.
These include: improved productivity, better quality of the products manufactured, and that employees are empowered to introduce innovative strategies in an organization. In addition, training and development crates teamwork in an organization; aligns the skills of employees to meet organization al goals, and employees develop their professional careers at the workplace. It is also evident that organizational risks are reduced, and the liability of the organization is minimized (Arms 2002).
The theories provided by the previous writers are supported by a research conducted by Babaita in 2010. The research involved a case study of the Nigerian banks and the main objective was to determine whether training and development improves the productivity of employees.
The survey conducted both qualitative and quantitative analysis of data to support the hypothesis. The population of the study was employees of 25 commercial banks in the country. The sample was selected, and 2 new generation and 2 old generation banks were selected.
Questionnaires were used in collecting data from the employees of the sampled banks. The findings of the research showed that productivity of employees improves when training and development is applied. The author recommended that all employees, including the senor management, as well as the junior employees, should be training continuously. It was also proposed that the training programs should be aligned to the goals of the organization.
This would increase the effectiveness and efficiency in achieving the objectives of an organization (Babaita 2010). Therefore, the findings of the authors support the hypothesis that training and development are tremendously powerful in improving the performance of employees in an organization.
Arms, D 2002, Effective Learning and Development Programs are Crucial. Strategic Finance, pp. 16-18.
Babaita,I S 2010, Productivity as a Driving Force for Investment in Training and Management Development in the Banking Industry, European Journal of Social Sciences, vol. 13. No. 2. pp. 278-290.
El-Tannir, A A 2002,”The corporate university model for continuous learning, training and development”, Education + Training, vol. 44. No. 2. pp. 76-81
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Olaniyan, D A & Ojom L. B 2008, Staff Training and Development: A Vital Tool for Organisational Effectiveness. European Journal of Scientific Research, vol. 24. No. 3. pp.326-331.