Introduction:
There have been ongoing changes in the human resource management because of the increasing technological advancement and globalization. Organizations are not treating the human resources as one of the assets and are coming up with human resource strategies in order to transform the human resource in the competitive advantage. It is important for the organizations to come up with effective and efficient strategies to improve and enhance the overall performance of the employees as it is directly related or associated with the overall growth and performance of the organization.
Training and Human Resource Development (HRD):
Different organizations are giving high importance to the training and development of human resources. Effective and efficient training and human resource development strategies and plans are designed in order to provide the employees with the opportunities to learn new skills and competencies according to their job requirement. The training and development programs on one hand improve the overall skills and competencies of the human resource of the organization and on the other hand provide the employees with the growth opportunities. This in turn directly influences the level of employee motivation and satisfaction which is reflected in high performance (Jacobs & Park, 2009).
Performance Management and Improvement:
Performance management is a vast and broad area as there are different domains of performance management and improvement. Organizations all over the world are striving to use and implement different performance management and improvement tools in order to improve the overall performance and growth. One important element in this regard is of employee perspective and training and development of employees, as this result in improving the internal capabilities and skills of the organization and in turn improves the overall growth and performance of the organization (Rothwell, Hohne, & King, 2012).
Relationship between Training / Human Resource Development and Performance Improvement:
Different researchers and human resource specialists have emphasized on the relationship between the training and development of the human resource and overall performance improvement. It is evident from different research studies that the increasing training and human resource development programs and activities provide the employees with growth and development opportunities which in turn improve their satisfaction and motivation level. Highly motivated and satisfied employees result in giving high and improved performance which in turn improves the overall performance of the organization (Werner & DeSimone, 2011).
Applications and Examples of Impact of Training and Human Resource Development on Performance Improvement:
There are several examples and applications of impact of training and human resource development on performance improvement. Different research studies have showed the relation between the training and development of the employees and the overall performance improvement. For instance, in the healthcare organizations high emphasis is given to the training and development of nurses in order to improve the performance and quality of the healthcare services. According to Malagi (2011) the nurses are one of the most important elements in the healthcare organization or hospitals and hence it is important to provide them with proper training and development opportunities in order to improve the performance. Similarly, Bartlett (2001) showed the relationship between the training and development of nurses in the hospitals and the overall organizational commitment which eventually results in improving and enhancing the growth and performance.
According to my personal experience, training and development can result in improving the overall performance. During my job with a leading healthcare organization I received constant training sessions regarding the advanced nursing courses and skills this in turn improved my level of motivation and eventually the overall performance.
References
Bartlett, K. R. (2001). The relationship between training and organizational commitment: A study in the health care field. Human Resource Development Quarterly, 12(4), 335-352.
Jacobs, R. L., & Park, Y. (2009). A proposed conceptual framework of workplace learning: Implications for theory development and research in human resource development. Human Resource Development Review, 8(2), 133-150.
Malagi, G. (2011). A study to assess the staff training system impact for Nurses in a selected hospital. Retrieved February 3, 2013, from http://119.82.96.198:8080/jspui/handle/123456789/5201
Rothwell, W. J., Hohne, C. K., & King, S. B. (2012). Human performance improvement. New York: Routledge.
Werner, J. M., & DeSimone, R. L. (2011). Human resource development. Ohio: South-Western Pub.
