Introduction to Training

The preparation process consists of a set of steps that need to be consistently followed in order to provide a successful training programme. The course is a systemic task that changes an employee's abilities, behavior, and actions to perform a particular job (Source: cchrm, 2017).

                        

     Video 1: David Kolb’s Learning Style

                                                             Source: Student Success Space, 2017 

Many researchers have perceived the importance of training as a focal role for the executives. 

As Castellanos (2011) pointed out, the perception of the value of education in recent years has been strongly affected by the increase in competitiveness and the overall achievement of alliances, which strongly underscore the belief in representative growth.Davoren, (2018) has highlighted the fact that technological change, atomization, outsourcing, changing conditions, and organizational reform have slowly led some administrators to realize that success depends on their staff's talents and strengths, and this means a remarkable and relentless commitment to learning and developing. Lancer, (2016) narrates that, for example, the board's ideas on human capital ensure partnership and value enhancement have guided senior managers to understand the wider importance of education, career advancement, and long-distance learning. That kind of idea also requires careful arrangement.

                                                                       Figure 2: Enhancing Training Skills

                                   Source: speakactchange, 2017

As suggested by Borkar & Koranne, (2014) learning is a sort of improvement in the skills and sensations that workers need to perform productively in the given technique, as well as to work under subordinate conditions. This enhances the Board of Representatives' potential in a viable manner by propelling them and reforming them in a way that is both well-composed and polite, which in the end affects the group show. Appiah (2010) defines learning as a pointer to enhancing the prevailing skills, knowledge, ability and role of representatives resulting from a workable staff display.

However, one additional thing is included; that is to say, training widens affiliation creation. Lee, Lian, & Chen, (1999) points out that, in line with this, they accept that training is a significant intention to improve the employee profitability, which ultimately affects the organization's implementation and feasibility. Schultz, (2015) points out that the most important effect of training on members and association execution is to improve the organization's quality and production level, to increase the organization's efficiency, to protect the association's soundness, to reduce the risk, to reduce the association's costs and costs, to strengthen association management and to create. 

All of these can be accomplished through detailed modification and refreshment of actions, expertise, and strengths to effectively meet future working angles. According to Khan, the survey (2013) shows that 44 percent of representatives in Europe receive work-related specialized skills training and 33 percent receive skills training in data innovation (IT). In the previous year, 18% of delegates tried learning-related deals while 25% tried training related to personnel development skills, 21% tried training in management skills and 15% tried to improve administrative skills (Soenens & Vansteenkiste, 2010).

List of References        

Appiah, B. (2010). The Impact Of Training On Employee Performance: A Case Study Of HFC Bank (Ghana) Limited. Thesis Submitted To The Department Of Business Administration, Ashesi University College.

Atkinson, T. (2017) Kolb Learning Style [Online]. Available at:<https://www.youtube.com/watch?v=J_HjW54xJ1Q&feature=youtu.be>[Accessed on 28 April 2020]

Borkar, S., & Koranne, S. (2014). Study of Service Quality Management in Hotel Industry. Pacific Business Review International, 21-25.

Castellanos, R. M. (2011). Training as a source of competitive advantage: Performance impact and the role of firm strategy, the Spanish case, The International Journal of Human Resource Management, Issue3 [Online] Available at <https://www.tandfonline.com/doi/abs/10.1080/09585 192.2011.543635> [Accessed on 28th April 2020]

Davoren, J. (2018). Smallbusiness.chron.com. How Effective Is Simulation Training in HR? [Online].Available at https://smallbusiness.chron.com/effective-simulation-training-hr-62822. html [Accessed on 02nd May 2020]

IPM (2017) Certificate Course in Human Resource Management, IPM Study Text .3rd ed. Colombo Page 218 – 2017

Khan, R. S. (2013, vol 30). Functional food product development, Opportunities and challenges for food manufacturers, Rends in Food Science and Technology: [Online] Available at <https:// doi.org/10.1016/j.tifs. 2012.11.004> [Accessed on 02nd May 2020]

Lancer, N. (2016). Techniques for coaching and mentoring, London: Routledge. [Online] Available at  https://www.hr.com/en/communities/training_and_development/list-of-training-methods _eacwezdm.html [Accessed on 03rd May 2020].

Lee, Y. D., Lian, J. W., & Chen, C. Y. (1999). A study on the measurement of productivity for white collar employees: A case of electronic industry in Thaivan. Chinese Military Academy Journal, 345-361.

Schultz, W. (2015). Inclusion with Nature: The Psychology Of Human-Nature Relations. Psychology of Sustainable Development, 61-78.

Soenens, B., & Vansteenkiste, M. (2010). A Theoretical Upgrade of the Concept of Parental Psychological Control: Proposing New Insights on the Basis of Self-Determination Theory. Developmental Review (30), 74-99.