THE IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE’S PERFORMANCE
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
The need for employee‟s retention has encouraged the employers to pay attention towards employee development through training in order to keep them motivated. Training with development as a function of human resource management is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. For the organization, training and development leads to improved profitability while cultivating more positive attitudes toward profit orientation. For the individuals, training and development improve job knowledge while also helping in identifying with the goals of the organization. Training and development can be defined as the planned learning experiences that teach employees how to perform current and future jobs.
According to Raja, Furqan and Muhammad (2011: P. 7), training and development have become the most important factor in the business world today, because training increases the efficiency and the effectiveness of both employees and the organization. Training is a systematic restructuring of behaviour, attitude and skills through learning, education, instruction and planned experience. Training is designed to change or improve the behaviour of employees in the work place so as to stimulate efficiency. The cardinal purpose of training is to assist the organization achieves its short and long term objectives by adding value to its human capital. Training and development are not undertaken for the sake of training, but rather are designed to achieve some needs.