HUMAN RESOURCE MANAGEMENT

Name: Asmahan Refaie

Batch: 1

Face ID: CIAT/2022/01/020

Submitted to: Abhilekh Thakur

 page

The concept of training and development 2

The role of training and development in the organization 2

Training and development effectiveness 4

Case study of Google 6

references 8

1|Page
1.1 The concept of training and development
Training and development refer to the process of improving the skills, knowledge, and
abilities of employees in order to enhance their performance and productivity (Abomeh &
Peace, 2015). Training typically focuses on specific job-related tasks and skills, while
development often involves broader, long-term goals such as career advancement or
leadership development (Rodriguez & Walters, 2017). Some common methods of training
and development include on-the-job training, mentoring, workshops, and classroom-style
instruction (Saks & Burke‐Smalley, 2014; Sprinkle & Urick, 2018).

In addition to the methods mentioned earlier, other forms of training and development
include e-learning, self-paced learning, coaching, and simulations (Rustamov, 2020). Each
of these methods has its own advantages and is suitable for different types of training and
development needs. E-learning, for example, is a cost-effective and flexible way to provide
training to employees, while coaching and mentoring can be an effective way to develop
leadership skills (Callan et al., 2015).

Another important aspect of training and development is the evaluation of its effectiveness.
This can be done through pre-and post-training assessments, testing, and feedback from
employees and supervisors. By evaluating the effectiveness of training and development
programs, organizations can identify areas where additional training is needed and make
adjustments to ensure that the programs are meeting their intended goals (Topno, 2012).
The ultimate goal of training and development is to improve the overall performance and
competitiveness of an organization by investing in the growth and development of its
employees (Elnaga & Imran, 2013).

1.2 The role of training and development in the organization

Training and development in an organization play a critical role in employee performance,
productivity, and even company growth. Training and development help employees acquire
new skills and knowledge, which is necessary for the optimization of their work
performance and to ensure that they stay abreast of the latest technology and trends in the
workplace (Elnaga & Imran, 2013). Moreover, training and development increase job

2|Page
satisfaction, morale, and commitment to the organization and its goals, furthering the
growth of the business (Raziq & Maulabakhsh, 2015).

Training and development can have a major impact on an organization’s success. According
to Engetou (2017), a well-structured training program can help an organization develop a
high level of employee performance and improve the quality of its products and services.
Training and development can also help to create a better team environment, which in turn
can lead to improved collaboration and communication. This, in turn, can result in
increased efficiency and productivity, which can contribute to an organization’s success.
Additionally, training and development can help an organization create a strong culture that
promotes employee engagement and encourages innovation. This can lead to a better work
environment, which can ultimately result in greater customer satisfaction and loyalty. In
addition, training and development can help an organization gain a competitive advantage
in its industry. It can do this by allowing the organization to develop a specialized skill set
that gives it a unique edge over its competitors. Finally, training and development can also
help an organization stay up-to-date with the latest developments in its industry, which can
help it maintain its competitive edge. All of these factors can have a significant impact on an
organization’s success.

Training and development are vital components to the success of any organization. A 2013
study by Elnaga and Imran (2013) found that training and development can have a positive
impact on organizational growth and success. The authors studied the effects of training
and development in terms of employee performance, job satisfaction, and organizational
commitment. They found that training and development can lead to increased job
satisfaction and higher employee performance, as employees have better skills and
resources to carry out their job tasks. Additionally, training and development can lead to
increased organizational commitment, as employees feel more connected to their
organization and are more likely to stay loyal to the company. Furthermore, the authors
found that training and development can lead to improved organizational growth and
success, as it increases employee productivity and efficiency. Through their research,
Elnaga and Imran concluded that training and development are essential for any
organization that wants to succeed and grow.

3|Page
Training and development are essential for the success of an organization because it helps
employees acquire the skills and knowledge they need to perform their jobs effectively. It
also helps to improve the overall performance and competitiveness of the organization by
investing in the growth and development of its employees (Nwaeke & Obiekwe, 2017).

Here are a few ways in which training and development can benefit an organization:

1) Improved productivity: Well-trained employees are more efficient and effective at

their jobs, which can lead to increased productivity and performance (Uma, 2013).
2) Increased employee satisfaction: Employees who feel that they are learning and
growing in their careers are more likely to be engaged and satisfied with their jobs
(Khan et al., 2016).
3) Better retention: Investing in the growth and development of employees can help to
reduce turnover and improve retention (Fletcher et al., 2018).
4) Adaptation to change: Training and development programs can help employees
adapt to new technologies, processes, and job requirements, which is important in
today’s rapidly changing business environment (Saleem et al., 2011).
5) Improved competitiveness: Organizations that invest in training and development
are better equipped to stay competitive in the marketplace (Oluwaseun, 2018).
6) Succession planning: Training and development programs can help organizations to
identify and develop employees who have the potential to fill leadership roles in the
future (Galbraith et al., 2012).

In summary, training and development are important because it improves employee

performance, help to adapt to change, lead to better retention, and enable organizations to
stay competitive.

1.3 Training and development effectiveness

As alluded to earlier, training and development can be an effective way to improve
employee performance and enhance the overall competitiveness of an organization.
However, the effectiveness of a training and development program depends on several
factors, such as the design and delivery of the program, the quality of the materials and

4|Page
resources used, and the level of participation and engagement from employees (Bimpitsos
& Petridou, 2012; Sung & Choi, 2018).

Improvements can be made to the training and development process in order to maximize
its efficiency and effectiveness. This could include providing more focused and interactive
training sessions, making use of modern technologies such as virtual classrooms, and
providing more feedback and guidance on the progress of employees (Chang, 2016; Farooq
& Khan, 2011). Additionally, businesses should ensure that their training and development
programs are tailored to the specific needs of their employees so that the most beneficial
and relevant information is provided (Garcia-Palao et al., 2019). By making these
improvements to the training and development process, businesses can ensure that their
employees are equipped with the necessary skills and knowledge to be successful and that
their business stays competitive.

There are a few ways to improve the effectiveness of training and development programs:

1. Tailor the training to the specific needs of the employees: Training and development
programs should be designed to address the specific needs of the employees and the
organization. By targeting the specific areas that need improvement, the training
will be more effective (Kuna et al., 2022).

2. Use a variety of methods: Different methods of training and development can be

used to reach different types of learners and address different types of learning
objectives (Alsalamah & Callinan, 2021).

3. Encourage active participation: Employees are more likely to retain what they have
learned if they are actively engaged in the training process. Encouraging
participation through activities, discussions, and feedback will make the process
more effective (Garzon Artacho et al., 2020).

4. Follow-up and evaluation: Follow-up and evaluation are critical to the success of any
training and development program. This will help organizations to measure the
effectiveness of the program and identify areas for improvement (Darmawan et al.,
2020).

5|Page
 5. Make it accessible and continuous: Training should be accessible to all employees,
not just a select few, and should be ongoing to ensure that employees are
continuously developing and improving their skills (Cooper & Kurland, 2002).

In summary, training and development can be effective, but it needs to be tailored to the
specific needs of the employees and the organization, uses a variety of methods, encourage
active participation, follow up and evaluate and be made accessible and continuous. By
addressing these factors, organizations can improve the effectiveness of their training and
development programs and better achieve their goals.

1.4 Case study of Google

One example of an organization that has effectively implemented training and development
programs is Google. Google is a multinational technology company that specializes in
internet-related services and products. These include search engines, online advertising
technologies, cloud computing, software, and hardware. Google was founded in 1998 by
Larry Page and Sergey Brin while they were Ph.D. students at Stanford University. The
company’s mission is to organize the world’s information and make it universally accessible
and useful. Google’s search engine, also called Google, is the most widely used search
engine in the world and handles billions of searches per day. Google’s other products
include the Google Chrome web browser, the Google Maps application, the Google Drive
cloud storage service, and the Google Assistant virtual assistant, among many others.
Google is headquartered in Mountain View, California, and is a subsidiary of Alphabet Inc
(Brezina, 2012).

Google is known for its innovative approach to employee development and has invested
heavily in training and development initiatives to help its employees stay current with new
technologies and job requirements (Stringer, 2020).

One of the ways that Google does this is through its “Google for Entrepreneurs” program,
which provides training and resources to entrepreneurs and startups around the world.
This program includes workshops, mentoring, and networking opportunities to help
entrepreneurs develop their skills and grow their businesses (Andersen, 2013).
Additionally, Google also has an internal program called the “Grow with Google” initiative,

6|Page
which provides free online training, tools and resources to help employees develop new
digital skills and advance their careers (Reiter & Miklosik, 2020).

Another way Google does training and development is through its “20% time” policy, which
allows employees to spend 20% of their work time on projects that are not directly related
to their job. This allows employees to explore new technologies and ideas and develop new
skills (Juliani, 2014).

Google’s training and development initiatives have been effective in many ways. For
example, the company’s “20% time” policy has led to the development of several successful
products, including Google News and Gmail. Additionally, the company’s internal training
programs have helped employees stay current with new technologies and job requirements
and have contributed to the company’s overall success in the highly competitive technology
industry. Google’s training and development programs have also helped to improve
employee satisfaction and retention (D’Onfro, 2015).

Overall, Google’s approach to training and development is a good example of how

organizations can effectively invest in the growth and development of their employees. By
providing training, resources, and opportunities for skill development and career
advancement, Google has been able to improve the performance and competitiveness of its
employees and the overall performance of the company.

7|Page
References

Abomeh, O. S., & Peace, N. N. (2015). Effects of training on employees’ productivity in Nigeria
insurance industry. British Journal of Economics, Management & Trade, 7(3), 227-235.
Alsalamah, A., & Callinan, C. (2021). Adaptation of Kirkpatrick’s four-level model of training
criteria to evaluate training programmes for head teachers. Education Sciences, 11(3),
116.
Andersen, D. (2013). Welcome Google For Entrepreneurs, Startup Grind’s New Global Partner.
Welcome Google For Entrepreneurs, Startup Grind’s New Global Partner.
https://www.startupgrind.com/blog/welcome-google-for-entrepreneurs-startup-grinds-
new-global-partner/
Bimpitsos, C., & Petridou, E. (2012). A transdisciplinary approach to training: preliminary
research findings based on a case analysis. European Journal of Training and
Development, 36(9), 911-929.
Brezina, C. (2012). Sergey Brin, Larry Page, Eric Schmidt, and Google. The Rosen Publishing
Group, Inc.
Callan, V. J., Johnston, M. A., & Poulsen, A. L. (2015). How organizations are using blended e-
learning to deliver more flexible approaches to trade training. Journal of Vocational
Education & Training, 67(3), 294-309.
Chang, V. (2016). Review and discussion: E-learning for academia and industry. International
Journal of Information Management, 36(3), 476-485.
Cooper, C. D., & Kurland, N. B. (2002). Telecommuting, professional isolation, and employee
development in public and private organizations. Journal of Organizational Behavior:
The International Journal of Industrial, Occupational and Organizational Psychology
and Behavior, 23(4), 511-532.
D’Onfro, J. (2015). The truth about Google’s famous “20% time” policy. Business Insider, 17.
Darmawan, I., Budiyanta, N., Aribowo, D., Fatkhurokhman, M., Hamid, M., Guntara, Y., &
Nurhaji, S. (2020). Electricity course on vocational training centers: a contribution to
unemployment management. Journal of Physics: Conference Series,
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European
journal of Business and Management, 5(4), 137-147.
Engetou, E. (2017). The impact of training and development on organizational performance.

8|Page
Farooq, M., & Khan, M. A. (2011). Impact of training and feedback on employee performance.
Far east journal of psychology and business, 5(1), 23-33.
Fletcher, L., Alfes, K., & Robinson, D. (2018). The relationship between perceived training and
development and employee retention: the mediating role of work attitudes. The
International Journal of Human Resource Management, 29(18), 2701-2728.
Galbraith, Q., Smith, S. D., & Walker, B. (2012). A case for succession planning: How academic
libraries are responding to the need to prepare future leaders. Library management,
33(4/5), 221-240.
Garcia-Palao, C., Oltra-Mestre, M. J., & Coughlan, P. (2019). Improving teamworking
competence through action learning. Experiences in operations management education.
Action Learning: Research and Practice, 16(3), 205-222.
Garzon Artacho, E., Martínez, T. S., Ortega Martin, J. L., Marin Marin, J. A., & Gomez Garcia,
G. (2020). Teacher training in lifelong learning—The importance of digital competence
in the encouragement of teaching innovation. Sustainability, 12(7), 2852.
Juliani, A. (2014). Inquiry and innovation in the classroom: Using 20% time, genius hour, and
PBL to drive student success. Routledge.
Khan, A. A., Abbasi, S., Waseem, R. M., Ayaz, M., & Ijaz, M. (2016). Impact of training and
development of employees on employee performance through job satisfaction: A study of
telecom sector of Pakistan. Business Management and Strategy, 7(1), 29-46.
Kuna, P., Hašková, A., & Hodál, P. (2022). Tailor-made training for industrial sector employees.
Sustainability, 14(4), 2104.
Nwaeke, L. I., & Obiekwe, O. (2017). Impact of manpower training and development on
organizational productivity and performance: A theoretical review. European journal of
Business and Management, 9(4), 153-159.
Oluwaseun, O. O. (2018). Employee training and development as a model for organizational
success. International Journal of Engineering Technologies and Management Research,
5(3), 181-189.
Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job satisfaction.
Procedia Economics and Finance, 23, 717-725.
Reiter, M., & Miklosik, A. (2020). Digital transformation of organizations in the context of ITIL?
4. Marketing Identity: COVID-2.0, 37, 522-536.

9|Page
Rodriguez, J., & Walters, K. (2017). The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development, 3(10), 206-212.
Rustamov, K. S. (2020). E-learning methodologeis and features. Проблемы науки(9), 69-72.
Saks, A. M., & Burke‐Smalley, L. A. (2014). Is transfer of training related to firm performance?
International Journal of Training and Development, 18(2), 104-115.
Saleem, Q., Shahid, M., & Naseem, A. (2011). Degree of influence of training and development
on employee’s behavior. International journal of computing and business research, 2(3),
2229-6166.
Sprinkle, T. A., & Urick, M. J. (2018). Three generational issues in organizational learning:
Knowledge management, perspectives on training and “low-stakes” development. The
Learning Organization.
Stringer, G. (2020). How innovative companies train their employees (Google, Amazon, Uber &
more). How innovative companies train their employees (Google, Amazon, Uber &
more). https://gethownow.com/blog/how-innovative-companies-train-their-employees-
google-amazon-uber-more/
Sung, S. Y., & Choi, J. N. (2018). Effects of training and development on employee outcomes
and firm innovative performance: Moderating roles of voluntary participation and
evaluation. Human resource management, 57(6), 1339-1353.
Topno, H. (2012). Evaluation of training and development: An analysis of various models.
Journal of Business and Management, 5(2), 16-22.
Uma, S. (2013). A study on training importance for employees of their successful performance in
the organization. International Journal of Science and Research, 2(11), 137-140.

10 | P a g e