Impact of Training and Developement on Employees Essay Example for Free

Impact of Training and Developement on Employees Essay1.1 IntroductionThe purpose of fostering is to help people notice something they need to slam or able to do for specific purpose much(prenominal) as to achieve organizational intents and aims, carry out specific tasks, prepare new responsibilities or attain their clear goals. Successful training programs share they affect changes, that are designed to achieve objectives that describe what people will be able to do as result of training are learned centered, not trained centered.According to paymond A. Noe etal, 2011 p 7 training is a planed effort to enable employees to learn job related knowledge, skills and behavior. For example many organizations offer safety training to teach employees work safety habits . development involves acquiring knowledge, skill and behavior that break employees ability to meet the challenges of a variety of new or existing jobs, including client and customer demands of those jobs (Ibid). Development programs often guidance on preparing employees for management responsibility, bid wise if caller-up plans to set up teams to manufacture products , it may offer development program to help employee learn the ins and outs of effective team work. Development implies skill that is not necessary to related to employees current job and development indicates that it is future oriented (M. londom 1989)training has the distinct role in achievement of an organizational goal by incorporating the interests of organization and the work force( stone R.j Human resource management, 2002) .however Training and development focus on enabling the employees to perform their duties better date HR functions focus on the day to day operations of the company, such as payroll, disability, and employee and management conflicts or issues. HR protects employees and the company by following the correct and legal guidelines for resolutions.1.2 back ground of organizationIn 1994 STC (Somaliland Telecommunication Corporation) established by one of Somalilander and it was first Telecommunication Company in Somaliland. Later company started to open share by public in order to maximize capacity of the company. Then company expand service throughout main cities of Somaliland, such as Berbera Burco, Boorama and Lowyocado, then it become the biggest Telecommunication Company in Somaliland at that time It was booming for several years then conflict between companion the main source of the conflict was the administration.Which makes difficult the company to be competitive position compare to other that is why liquidation comes too finally. In 2006 January convention of Somalilander, and Somalis bought the whole company they change the name of the company, from STC to SITALINK under the name of SITALINK it was working couple years. In 2008 JULY the name charge once more in to NATIONLINK, which is overcompensate now legal name of the company. This is Telecommunication Company that offering Service is All the Somaliland, Somali and other countries like central Africa, Congo, and Switzerland and so on.This is Company corporate. go offering This Company like* Mobile Service (GSM)* Landlines (PSTN)* Internet (ISP)* E- Mail, Cash Payment (Mobile Money)* VoIP ServiceVisionWorking toward the future demands that we not only focus on todays needs, but also develop technologies for the needs of tomorrow.MissionChange and dynamic thinking is a distinguishing feature we relished over the years. In order To harbor up with the pace of innovation and growth in the business of telecommunication our only choice is to embrace forward thinking and better adaptation to change. To absolute the art of better adaptation to changes is not a matter of choice, but out of sheer necessity.1.3 statement of problemMy preliminary indirect observation shows us that there is no specific policy of training and development that is guided to employees. And also invested employees with high c ost of training which are sometimes sent to overseas, strike from the organization, hence this is loss and it affects the efficiency of an organization. but on the other hand Nation subsume has all mostly HR policies that is written on organizational procedures, which are delivered to employees in order to act on their activities. As human resource officer of Nation link told the researcher that their HR policies based on Somaliland labor law.1.3 Research questions1.4.1 Did they have HR policy? If yes what did their policy state training and development program conducted in their organization?1.4.2 Is there any meter to select trainees?1.4.3 What is training methods used?1.4.4 Did training and development program have impact on organizations performance?1.4.5 Who do they use to do their training ?1.4 objective of the study1.5.6 general objectives of the study is to assess the impact of training and development on employees performance of Nation link1.5.7 The specific objective ar e -a.) To establish HR policy especially training and development policy b.) To describe how they select trainees c.) To know training method(s) used to conducting training. d.) To understand that training and development have impact on performance of an organization.1.5 scope of the studySince it is difficult to comment on each and every department of nation link due to both the researcher and organizations respondents busy as well and limited time, for these barriers, the researcher would like to focus only on the HR department at the Headquarter in Hargeisa town, because HR activities are handled mainly at the headquarter and this limits the study on activities of training and development.1.6 significance of the study