The relationship between leadership training and employee performance

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Most leadership development studies offer evidence of a strong positive relationship between human resource management practices and organizational performance.

Research reveals that training and development programs are vital human resource management practices, positively affecting the quality of workers’ knowledge, skills and abilities and thus leading to better employee performance on the job. This relationship ultimately contributes to supreme organizational performance.

As behavioral experts describe, learning through training influences organizational performance through more extraordinary leadership effectiveness, which is a critical factor in achieving business goals.

However, implementing training programs to cover performance issues, such as bridging the gap between norm and actual performance, is an effective way to improve employee performance.

Therefore, closing the leadership performance gap refers to the implementation of relevant training intervention to develop worker skills and abilities and improve employee performance. Additionally, training helps an organization recognize that its employees are underperforming.

Thus, their knowledge, skills and attitudes must be shaped according to the needs of the organization. There can be various reasons for the poor performance of the employees, such as the workers may no longer feel motivated to use their skills, or maybe they do not have enough confidence in their abilities, or possibly face a conflict between the work and personal life.

The organization should consider all the above aspects while selecting the most appropriate training intervention that helps the organization to address all issues and build employee motivation to participate and meet expectations. of the organization by showing the desired performance.

The organization should consider all the above aspects while selecting the most appropriate training intervention that helps the organization to address all issues and build employee motivation to participate and meet the expectations of the workforce. organization by showing the desired performance.

This superior employee performance only occurs through a good quality training program that leads to employee motivation and meeting their needs.

Again, employee skills are developed through effective training programs. This not only improves the overall performance of the employees to perform the current job effectively, but also improves the knowledge, skills and attitude of the workers needed for the future job, thus contributing to superior organizational performance.

Employees’ leadership skills are developed through training, enabling them to implement job-related work effectively and competitively to achieve company goals.

However, employee performance is also affected by certain environmental factors such as corporate culture, organizational structure, job design, performance appraisal systems, power and politics in the organization and group dynamics.

If the previously mentioned problems exist in the organization, employee performance declines not because of a lack of relevant knowledge, skills, and attitudes, but because of the aforementioned barriers. These elements must be taken into account to make the training effective and to ensure a positive effect of the training on the performance of the employees.

Employees feel more committed to the organization when they feel organizational commitment to them and thus show better performance.

There is therefore a positive correlation between the practical training program and employee productivity; however, for this to be possible, it is the responsibility of managers to identify the factors that impede the effectiveness of training programs and take the necessary steps to neutralize their effect on employee performance.

Additionally, a high level of employee engagement is achieved if the training achieves learning outcomes and improves performance, both at the individual and organizational level.

Basically, it can be debated that the effect of a training program on employee outcomes such as motivation, job satisfaction, and organizational commitment has not received much attention so far.

We can test whether organizations can influence and transform the attitudes of their workers through appropriate training interventions.

Also read: How companies can focus on employees to avoid the “big quit”

Employee training should be planned in such a way that it results in a greater level of organizational commitment and growth. On the other hand, employee engagement stems from certain human resources practices, namely succession planning and promotions, career development and training opportunities. All of these practices, when performed, result in excellent employee performance. Therefore, we can conclude that there is a link between human resource management practices and organizational commitment to uncovering the causes of effective employee performance.

Although the above information provides insight into the benefits of training and its positive influence on employee performance, some experts have argued that the management of an organization generally feels hesitant when investing in its human resources. for various reasons.

Sometimes, despite having received effective and timely training programs, employees intend to cash it in for their market value and job opportunity or are willing to change jobs simply because of higher wages. students. Thus, the organization’s investment in training results in a cost rather than a profit. We also observe that the resistance of the organization to offer training pushes individuals to invest in their career development and more excellent performance.

As mentioned earlier, training sessions accelerate the initiative capacity and creativity of the workforce and the abilities to avoid obsolescence of human resources due to demographic factors such as age, attitude, education or inability to cope with technological change. It has been reported that training is a systematic process of improving knowledge, skills and attitude, thus leading to satisfactory performance of employees at work. It is imperative that the need and objectives of the training program be identified before offering it to employees. Finally, training can improve employee performance by building technical skills, functional skills, soft skills, motivation, and organizational loyalty.


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