The effect of training and development on employee attitude

 

The effect of training and development on employee attitude

Employees are basic part of every organization through which the goals and objectives of the organization accomplish. If employees have the capabilities of related task so they will bring the best output. These capabilities can be boost up by giving the effective training to the employees. Training and development offer helpful effect to employees of the organization in a sense that they have more advanced position towards their work as they can be more competent, work better with fewer errors and require less supervision.

Among the training courses, the training of managerial ability has the most significant influence, followed by self-development courses. In addition, supervisors’ attitudes toward employees receiving managerial ability training, during and after the training, clearly have a positive moderating effect on employees’ overall work attitudes.

Need for Training

Training is needed for the following reasons

·      New incumbents and inexperienced employees require training for effective performance on the job.

·      Employees not only to work but work more effectively with minimum supervision, minimum cost, less waste and produce good quality services.

·      Increasing use of fast changing techniques in production and other operations require training into new methods for the operatives.

·      Experienced employees need refresher training to enable them to keep abreast of changing techniques and the use of sophisticated tools and equipment.

·      Training is necessary when a person has to move from one job to another because of promotion / transfer.

What are the Benefits of Training

1) High morale – employees who receive training have increased confidence and motivations.

2) Lower cost of production – training eliminates risks because trained personnel are able to make better and economic use of material and equipment thereby reducing and avoiding waste.

3) Lower turnover – training brings a sense of security at the workplace which in turn reduces labor turnover and  absenteeism is avoided.

4) Change management – training helps to manage change by increasing the understanding and involvement of employees in the change process and also provides the skills and abilities needed to adjust to new situations.

5) Provide recognition, enhanced responsibility and the possibility of increased pay and promotion.

6) Help to improve the availability and quality of staff.

 

Some Attitudinal Training Methods

1. Jigsaw Method

The Jigsaw is a method of attitudinal training followed when there is too much information for one person to read or absorb. It encourages reading or listening salient points included in the training programme.  Jigsaw method is helpful to develop effective practice for communicating critical points to others. Jigsaw provides different perspectives on information. It can be particularly helpful to second language learners.

2. Fish Bowl Method

The objective of fish bowl exercise is to inculcate in the participants, the discipline of observing others and provide constructive feedback. This method is helpful to learn about one self, one’s behavior and personality as seen through the eyes of others and consequently to overcome weaknesses for improving strengths.

In this method, the trainer shall act as a facilitator and guide the participants towards constructive results. At the outset, he will state the ground rules for the training and each member of the outer group must play the role. The trainer should precede the exercise with discourse on group dynamics and human behavior, principles of learning and individual actions in groups. This will provide the basis on which feedback is given.

3. T-groups

T-groups are helpful for understanding the self and contributing towards organizational change & development through training in attitudinal changes in the participants and creating better teamwork. T-groups can be classified into following categories. A T-group may consist of eight to fifteen persons. After setting forth the objectives, the trainer remains in the background creating a vacuum, which impels participants to develop structure and meaning.

Stranger groups: In this group participants have no prior knowledge of one another. But members can express and involve themselves without fear or retaliation. However, the commencement of the training is difficult as all are strangers in the group.

Family Groups: In this group participants belong to the same department or hierarchical level and have prior knowledge of each other. But the members may shy away from giving feedback, may dilute it or may not disclose themselves in fear of its being used against them.

4. Business Game

Business game is a training technique in which participants consider sequence of problems and take decisions. It is simulation which consisting of sequential decision-making exercise structured around a hypothetical model of the operations of an organization. As it is only a simulation there is no real loss to the organization in case participants make mistakes. Among different training methods, business game is increasingly used in management development programs for effectiveness of learning.

These games are helpful to demonstrate some aspects of organization activities it helps in changing the attitudes. It provides experience in the application statistical and analytical methods. 

The game must be compared with real life situations, wherever possible. So that business game is taken as simulation of the real life situations for learning. Business games are very helpful to emphasize the importance of long range planning. This method can be used for effective management development programme .

The procedure followed for successful business game should include the following steps.

•        There should be previous briefing for the participants.
•         Enough time should be available for first run of the game.
•        The trainer should give first feedback quickly to trainees for interest.
•        There should be publication of information on results achieved.
•         Repeated rounds of game should be sequential and logical.
•        The trainer should announce the final result at the end of game.

Conclusion

Training has an important role to play and it is expected to inculcate positive changes in knowledge, skills and attitudes. Employees training tries to improve skills so that employee is better equipped to do his present job or to prepare him for a higher position with increased responsibilities. Organizations should provide opportunities for continuous development of employees not only in their present jobs but also to develop the capabilities for other jobs also. Organization must grow along with the employees, because organization should adapt itself to the changing environment.

References

 

Allen, N. J. & Meyer, J. P. (1990) The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, (63),pp.1–18.

Almer, E. D. & Hooks, K. L. (2005) A theoretical framework of the relationship between public accounting firms and their auditors. Behavioral Research in Accounting, (17),pp.1–22.

Mbaknol (2020) attitudinal training method (online).Available at https://www.mbaknol.com/human-resource-management/some-attitudinal-training-methods/ Accessed on 30th April 2021.