Literature review on employee training and development

Literature review

Literature review on employee training and development.

Name: Brook Yemane

Student ID: LS1708202

Major:    Business Administration

Supervisor:     Wu Xin

School of Economics & Management

Beihang University, Beijing, China

Abstract

An employee is life bloodstream of a company, in today competitive market having a skilled manpower is a key for an organization to walk in a stiff Market. In order to develop a well and skilled manpower company must develop a culture of Training and development. Training is a strategic involvement which aimed to enhance employee performance. Training and development help toimprove individual skills and the ability for the achievement of organization goal, Training has a power to increase job satisfaction and morale. a capable employee will not be competent in the market forever because skill and ability become obsolete because of time and change, consequently, an employee must develop their skill, ability and knowledge.Skills deteriorate and become obsolete and therefore every time a new skill is demanded.

This literature review introduces the concept of systematic Training program. this program is common in developed countries but in country like Ethiopia, the culture is very low for this program. A systematic Training is an effective way that helps to fill a gap for employee current performance and expected performance, systematic training program help employee not only for the current performance also for future performance. From all employee working in the organization; which employee demand training, in which area the employee needs training, if this demands of systematic training are identified by the organization then the training program can be launched properly.An organization creates a workforce; the workforce must be a skilled manpower in order to walk in sustain and competitive market.  systematic Training program guarantee employee to develop skills and handling tasks so that they can perform in outshining way.

Keywords: Training, Development, employee performance, systematic Training

Contents

Abstract. i

2.1 Concept and definition of Training.. 1

2.11 concept of Training. 1

2.12 what is Training?. 4

2.13 The need for Training program.. 7

2.14 Why training and development?. 8

2.15 Objective of a training program.. 9

2.2 Training needs assessment. 10

2.21 important issue in training program.. 12

2.22 Area of Training. 13

2.3 Method of Training.. 14

2.4 Effective Training and development program in the organizati 16

2.41 Training Transfer. 18

2.5 Training Evaluation.. 19

2.51 Benefit of Training and development. 21

2.52 Factors that hinder training program.. 22

Reference. 24

2.1Concept and definition of Training

2.11 concept of Training

Well trained manpower is critical to a business’ prosperity. It has been demonstrated that the most effective and gainful representatives are the individuals who have gotten effective Training. These gatherings of representatives can be depicted as the “cream of the product” that regularly has the most grounded stake in an association’s future.^[1]

Every employee might not have enough information at the moment when they join a new organization about his task about the company HR policies and work environment etc.… it’s known that learning is ongoing progress so that every employee has a space to learn a new thing. employees who are fit in the job become a little bit older but at the same time they are performing very well in the company, but let’s say the technology had been changed from before new software new method had come, and the employee is not performing as the same as they performing as before because of technology what would be the solution? Firing, hiring new employees? Obviously, the employee and the company at the same time face a problem having a training program cultures in the company help employee to develop their skill and abilities and also help organization to cut unnecessary costs Therefore organizations   can reduce the gap and the job requirement by providing efficient training system for their employees^[2][15]. when organizations develop new technology system and when their employee are challenged for the new technology or walls company can develop a systematic training program^[2]. A systematic Training program can play a key role in Human asset Administration it can make the employee more effective and efficient which in turn make the organization to have a well and skilled manpower^[16]. Improvement on employee ability is anticipated from a systematic training and development ^[17]. Training is developed to make employee effective and efficient in single task or multiple task^[3]. Employees must be involved in the development of the training program there must be amutual relation between organization and employee in order to make the training a “systematic Training”^[19]. Development is progression to make employee ready for future task and problems^[18].

From all employee working in the organization which employee demand training in which area of training, the employee needs training if this demands of systematic training are identified by the organization then the training program can be launched properly^[20].An organization creates a workforce; the workforce must be a skilled manpower in order to walk in sustain and competitive market.  systematic Training program guarantee employee to develop a skill and handling task so that they can perform in outshining way^[21].Training and development program is a backbone of for health industry^[22]. Training and development constantly provide an employee to learn something new.Training is occupied by full of learning in order to stay competitive in the market training is key^[23]. Enhancing and empowering skills and ability is sources of an outcome of an effective training system^[24]. Training and development help to handle more tasks and improve the old ability and helps to handle future tasks and problems^[25].Training and development programs must be controlled, as organizations invest a vast amount of resources so that the organization must control the employee’s performance whether the training is making a change in the ability and performance of the employee. As Gamage and Imbulana have said that a well and skilled manpower, inspired and enhanced morale employee will be formed if the organization asses the training and follow up^[26]. Training will help the organization to distinguish their place in the market position^[27]. Training cultivates the gap between expected performance and existing performance^[28].

From one of the functions in the Human resource management is training and development employee who path in this progress have a viable effect on their performance related to those employees who didn’t a path in the training and development programs^[29]. An employee who doesn’t a path in the circulation of training and development will be affected in their personal development goal^[2].

Employee might not participate in a training program because of believing that  they have the ability to handle current task and future task we can mention a lot of reason but the ultimate loss will be on the employee, Training and development have the  power to change a behavior of a person and ability to handle current task and future task, a well prepared and trained employee will have the ability to know the nature of the task and will not have any problem to handle a job compared to an employee who didn’t take training program^[2]. In today competitive market work condition changes constantly because of tough competition in this condition if employees are not gaining a new knowledge and ability it will be hard for them to sustain in the market, Training is processing so that employee can act ineffective and inefficient way^[30].

Management may not be certain in the investment of training program, this is because of if they train their employee with a vast cost the employee demand in the market will be high so that the employee will leave for another firm for a vast salary, the asset made bythe firm in the training and development program will be loss instead of profit ^[32]. Know a day’s management had understand in order to be competitive in the marketplace the only solution is to have a skilled manpower no ultimate solution, so now a day’s management is investing in the training and development program at least in order to reduce the difference of their employee current skill and what the job requirements^[31].

Like other activities in the organization Training and development depends on company rules and policies. A company with a disciplined Training and development program would be called Systematic Training, during the hiring and selection progression. Besides, in creating what training and development demands organization’s must develop in first place job description after they must have a standard of evaluation called performance appraisal^[2].

2.12 what is Training?

DeCenzo and Robbins (2000), clarify Training as a “learning knowledge, in that, it looks for a moderately lasting change in a person that will enhance his capacity to perform on the work”. This means preparing must be composed such that, it will include either the changing or upgrading of aptitudes, learning, states of mind, and social conduct. This change or upgrade of aptitudes, learning, states of mind, and social conduct could include what there presentative knows, how he works, his relations and associations with colleagues and directors^[33].

Monappa & Saiyadain (2008), stated that training is a learning activity with an objective of helping an employee to acquire knowledge, skill, ability and attuite to perform a particular job.  training must be seen by firms as a long-term investment in the human asset ^[34].

Efficient training and development plan help to enhance the employee ability. Training is that help as a bridge between the current performance and the Expected performance. Training can be done through different methods the most common one is on the job and off the job. Training enables employees to take part in the Task by helping them to produce more effectively and efficiently by improving the organization ability^{[3, 4]}

Training and development not only expand workers Ability but also help a company to use their Human Asset effectively and efficiently in favor of gaining competitive Advantage. Consequently, it looks compulsory by an organization to make a strategic plan for training and development in order to develop employee performance and to make the organization competitive in the world Market^[4].

Training is a strategic plan which aimed to enhance employee performance, training and development objective is to improve individual skills and an ability for the achievement of organizational goal.Training and development program has a power to reduce stress and frustration of employee^[4]. If the employee performance and expected performance are incompatible the employee job satisfaction will be very low.  Rowden (2002), claims training is an effective way for enhancing job satisfaction, as employee perform well it will lead to him to be appreciated by his supervisor which build the employee to be adjusted with his job

Cole (2004), stated that human Assets are the most complex resources of all other resources the human resources department must give full attention in order to enable them to work in full working capability. In order to make the resources to work with full capability, management must address motivation, strong leadership, two-way communication, competitive payment system, health and insurance and training and development ^[35].

He further provides definitions

1. Education –basically give direction for ability and wisdom formed usually intended to mean basic instruction in knowledge and skills formed to give the way of life.
2. Training –is prepared to give knowledge and skill for specific tasks it narrows the gap between expected performance and current performance.
3. Development – Development give a wide view on ability than training, it much more focus on people career than job-specific parts more focus on developing the employee skill and knowledge broadly
4. Learning – is the progression of obtaining skill, knowledge, capacity; in order to enhance the ability to understand new environments; it supports wholly of the above three terms.
5. Competence-it defines basically to one capability to prove to others that they can accomplish their duty, all about putting learning on action

Employee ability and skill will be enhanced if only a systematic training program is implemented in the organization, systematic training program help employee not only for the current performance also for future performance. In order to develop a systematic training program in the organization, the organization must have a well-planned training program. A planned program requests the trainer and trainee must be prepared in advance for the training program^[5]

According to Kenney & Reid (1986) planned training processes by aiming to develop employee ability and skill, in order training to achieve their objective they must consist of the following steps^{[36] [37]}:

1. Identify and define the need for the training program
2. Defining the training requirement in consideration of what skill and knowledge will be gained what behavior and attitude will be changed.
3. Defining the general and main objective of the training
4. In order to meet the program objective right method and techniques and location must be used.
5. Selecting the right trainer if the training cannot be given by internal sources organizations must give a chance for an external sources training program provider
6. Evaluating the training program
7. Extending and expanding the training program if it’s necessary

Figure 1 The Process of Systematic training program

2.13 The need for Training program

Grobler, Warnich, Carrel, Elbert, and Hatfieldargues that identifying and defining the need of the training program is the first step in order to develop a systematic training program^[38].Training must cover the employee performance development demand according to the job specification. Both the firm and the employee must work together in order to know the employment gap for the specific job. employees must be given a chance to decide regarding the training program, while firms must give a training program that enables their employee to cope up with a complex situation. The American society training and development suggest that employee must gain a minimum of 40 hours training program annually.

McConnell supports the idea of being a partner between firms and employees will help to identify the training needs, the involvement of employee will help also in the developing attainable goal^[19]. By being involved in identifying the need for the training the employee not only support the training to be systematic it also helps the employee to boost his moral. ^[6]

Training is continuous progress which must be given continuedly in order to add more value in the employee performance, firm and employee must work together in the employee education system^[39].

The first process must be done is employee self-assessment, he must identify his opportunity and unfilled skill and knowledge. The second step is checking the assessment can be realistically developed. The third step is setting `a goal, here the employee identifies his goal and method in order to achieve the goal.^[6]

During the first stage, the employee must identify his strength, weakness, his interest in the developing process. In the second step the company focus on the employee performance the firm see if the employee fit in the strategic plan of the company. In the third step the firm see the goal of the employee when a goal is sated it must be achievable, realistic and challengeable, the company must help the employee in developing of the goal. The last but not least the firm must provide all resources need for achieving the goal.^[6]

2.14Why training and development?

According to Thompson (2002) survey done in the UK in 1996, she found that young employee gives more value for training and development rather than a high salary.in the research, she found that 73% of the employee will stay in a company who invest more time and energy in their career development rather than the company who pay a lot of money. Since after 1980 training and development known widely training and development are key for a company in order to have a skilled manpower^[40].

a capable employee will not be competent in the market forever because skill and ability become obsolete because of time and change, consequently, an employee must develop every time their skill, ability, knowledge. do not remain competent forever. Skills deteriorate and become obsolete and therefore new skills need to be learned. A report from the USA shows that corporation business who have more than 100 employees will spend 1 billion dollars for their training and development program.Regarding the point mentioned earlier Katcher and Snydergive some reason why firm must see training and development as a culture in their organization^[41][6];

1. Capital improvement: – most firms, especially a country like Ethiopia, invest on their plant and asset but they don’t give more consideration on investing or upgrading their Human asset, firms always focus on profit maximization issue, mostly they focus on maximization their short-term demand. The human asset is the only key for firms to go through incompetent market therefore firm must give continuous training program for their employee.
2. Moral improvement: – the employee who develops his skill and ability will also develop their productivity, having a competent skill and ability help employee to develop personal development skill and career. Research shows that employee who is productive are happier than the unproductive one.
3. Ability to adapt change: – firm who have a skilled manpower have the chance to stay in a competitive market no matter how change occurs, skilled manpower demands to learn new things and to develop himself this will help the employee to learn new things and to adopt new environment

2.15Objective of a training program

Argyris (1971) battles that an association’s adequacy is reliant on its capacity to achieve the accompanying goals^[42]:

1. To accomplish objectives
2. To keep up itself globally
3. To adjust to its condition

Further to this conflict, B.M. Bass (1969) recognized three different elements which could require preparing movement as cited by Monappa and Saiyadain^{[43] [34]}:

1. To keep pace with cutting-edge industrialization for the association’s survival
2. To prepare and retrain for the shop floor to the best official (improvement) as a result of development in quantities of representatives and layers of various leveled levels and assortment of complex association structures and control instruments
3. Preparing cruel relations has turned out to be important for handling human issues for serene modern relations.

These two journalists give an unmistakable sign human asset advancement (HRD) workforce what the points and targets of preparing and advancement by associations should be to state for preparing and improvement by association not to be misuse of assets by the associations, it must try to accomplish the previously mentioned five (5) destinations and presumably some additionally rely upon the natural and business circumstance of the association concerned.\

Form the abovereasons we can understand that Ethiopia airport enterprise need a systematic and a well-planned training program, in today competitive market the aviation industry had become the most unpredictable market technology is growing so fast the industry is demanding more skilled manpower, if Ethiopia airport enterprise one to be the leading airport services provider the mainkey point is todevelop a well systematic training program in the organization.

2.2 Training needs assessment

Training Needs Assessment is a contingent process of analyzing the training figure in order to make a decision on when the training must be given in order to enhance employee performance, Training need assessment analyze who should be the trainer and trainee and defines perfectly what the content of the training program should be delivered ^[44][7].

Wright and Geroyargue that training need assessment has to be as systematic progress that includes collecting of data, analyzing and clarification of individual gap, organization strength and weakness and department strength and weakness training need assessment t must have the following characteristics^{[45][6, 7]}.

(a) it must be based on company culture and organizational attitude

(b) must be proactive

(c)have the ability to differentiate the situation that can be delivered through training and that cannot

(d) allow different employee that can directly or indirectly be affected by the training program

(e)it’s based on visible skills relatively manager and professional attitudes

(f) it sees the sample collected and analyzed from various sources

(g) see the feasibility of the training program

Monappa & Saiyadain, give the following training need identification method^[34];

1. Organization analysis
2. Task analysis
3. Individual analysis

Training needs can be identified by identifying the organizational needs based on:

1. Organizational strengths and weakness in different areas like accidents, excessive scrap, and frequent breakage of machinery.
2. Department strength and weakness including special problems of the department or a common problem of a group of employees.

• Individual strengths and weakness in the areas of the job. Determining organization training needs is the diagnostic phase of setting training objectives. Three types of analysis are often performed to determine and organizations training organization analysis, task analysis, Individual analysis.

1. Organization analysis: here the training need is assessed based on the company strategic objective. The main question in this assessing method is does the training would help to achieve our objective?

When the organization analysis is done the company must see his external and internal environment. In the external environment, the company must analysis environmental scanning in PEST analysis, for the internal part the company must analyze SWOT.

2. Task analysis: In conducting task analysis, two primary factors should be determined importance and proficiency, Importance related to the relevance of specific tasks and behaviors in a particular job and the frequency with which they are performed proficiency is the employee’s competence in performing these tasks job. Description performance appraisals and interview or supervisor and jobs incumbents should provide the data needed
3. Individual analysis:Its focus is ‘who needs to be trained’? ‘’what kind of training is needed? At this level, training need can be defined and analyzed in terms of;
4. The gap between expected performance and current performance
5. Standard specifies by the organization
6. Employee performance from performanceApril report
7. Evaluation by the supervisor
8. Employee need assessment
9. Research and interview by the firm and managers

2.21 important issue in training program

In order to make the training program systematic and effective organization must follow important stages, here are some necessary steps; ^{[3, 6]}

1)         Preparing the Instructor (trainer):great care must be taken (exercised) in choosing effective instructors or trainers.  To some extent, the success of the training program depends on the proper selection of the person who performs the training task.  Personal characteristics, the ability to speak well, to write convincingly, to organize the work of others, to be inventive and to inspire others to greater achievement are important factors in the selection of trainers.

The training program may be conducted by several people.

• Top managers
• Hired outside consultant
• Personnel or human resource specialists
• Immediate supervisor
• Preparing the trainee: Selection of trainees designed to train particularly new employees with certain skills, it is to help employees find better jobs.
• Getting ready to teach: It involves planning the program, preparing the instructor’s outline, dip the session moving along logically, discuss each item in depth, Repeat, but in different word, take the material from standardized text when it is available, when standardized text is not available to develop the program and course content based on group approach.
• Presenting the operation: There are various alternative ways of presenting the operation thought explanation, Demonstration, pictures, charts diagrams and other training aids.
• Try out the trainee’s performance: The trainee asked to start the job independently, the trainee through repetitive practice will acquire more skill,
• Follow up: It provides fee back on training effectiveness and on a total value of training system.

2.22 Area of Training

Training in business and industry may be used as a means for imparting information, teaching skills, influencing opinions and attitudes of the employees. Organizations provide training totheir employees in the following areas.^[1-3]

• Company policies as procedures: This area of training is to be provided with view to acquainting the new employee with the company rules, practices, procedures, traditions management organization structure environment, product and service offered by the company information regarding company rules and policies creates favorable attitudes of confidence in the minds of new employees about the company and its product/services.
• Training in specific Skills:in this type of training the main objective is to make the employee more specialize in a specific job or task. It would make the employee more productive and effective on the job.
• Problem-solving training: In this case management may call together all managerial personnel to discuss common problems so as to arrive effective solutions across the table. This not only helps in solving the problem but also serves as a forum for the exchange of ideas and information that could be utilized. The trainer has to organize such meetings, train and encourage the trainees to participate actively in such meetings.
• Human relations training: – Human relation training assumes greater significance in the organization as employees have to maintain human relationships not only with other employees but also with their customers. Employees are to be trained in the area of self-learning, interpersonal competence, group dynamics perception, leadership styles, motivation, grievance redresses, disciplinary procedure, and the like. This training enables the employees for better teamwork and productivity of the organization.
• Managerial and Supervisor Training: Even the non-managers sometimes perform managerial and supervisory functions like planning, decisions making organizing maintaining inter-personal relations directing and controlling. Hence management has to train the employee in managerial and supervisory skill also.
• Apprentice training: Provide training in basic skills and knowledge in specified trades to educated unemployed with a view toimproving their employment opportunities or to enable them to start their own industry. This type of training is between one to four years. This training is generally used for providing technical knowledge in the areas like trades, business opportunity, etc.

2.3 Method of Training

After the company determine the need assessment and objective the next step will be what kind of method to use in order to deliver the training program, a welled and planned training program give highly concentration on the right method to use for delivering the training program^[6],even if the training program content is highly valuable to enhance one skill and ability if the right method is not used the training program will fail without achieving the objectives, this will lead to firm to vast cost. ^{[6, 8]}.

There are different methods to use for delivering training program but the most common ones are on the job training and off the job training program^[34][6].

On the job training Method

This type of training also known as job instruction training on the job training takes place when employees are trained at their place of work. Under this method, an employee is instructed by some experienced employee, who may be a special instructor or supervisor. The success of this type of training mainly depends on the trainer. It has the advantage of offering firsthand knowledge and experience under the actual working condition^[8].

On a job, Training methods include job rotation, coaching, job instruction and special assignment ^[34][8].

Job Rotation: The trainee is moved from job to another job at certain intervals, the method gives an opportunity to the trainee to understand the problems of employees in another job it this method help to the training to transfer from one another.

Coaching:  The trainee is placed under a particular supervisor who functions as a coach in training the individual the supervisor provides feedback to the trainee on this performance and offers him some suggestions for improvement such training generally provided to managerial personnel.

Job Instruction:   This method is also known as training step by step trainer explains the trainee the way of doing the jobs, job knowledge, and skills and allow him to the job.Committee assignments under this method group of trainees are given and asked to solve and the actual organizational problem the trainees solve the problem jointly it develops teamwork.

Special assignments: –Not last but the least is special assignments this method try to provide lower-level executives with firsthand experience in working on actual problems. The trainees work on problems and find out solutions for them.

Off the job Training method

Under this method of training, the trainee is separated from the job situation and his attention is focused on learning the material related to his future job performance.  He does not contribute anything towards production during training. This type of training may be arranged in the enterprise or may be acquired from external sources training providers.^{[1, 6]}

Off the job training method includes the following;

Vestibule training:  Take place actual work condition is simulated in a classroom material, files and equipment those are used in actual job performance are also used in training.

Role-playing: This is a method of human interaction that involves realistic behavior in imaginary situations.  It involves action doing and practice.  The participants play the role of certain characters if is mostly used for developing interpersonal interactions and relations.

Lecture Method:in this method one person explains the different aspects of a program. The technical or special information can be given in a simple way through the lecture system.   It is cost effective when it’s used for a large group of trainees.  The major limitation of the lecture method is that it does not provide for the transfer of training effectively.

Conference or discussion:  This method involves a group of people who pose ideas, examine and share facts ideas and data test assumptions and draw conclusions.  The success of this method depends on the leadership qualities of the person who leads the group.

Programmed instruction:  It is presented in a series of carefully planned sequential units the trainee goes through these units by answering questions or filling in the blanks.

Apprentice Training- It is a combination of on the job and off the job training.  It involves both formal classroom learning and practical on the job experience.

2.4 Effective Training and development program in the organization

Systematic employee training will enhance the quality and quantity of good and services provided by the organization and also can enhance accuracy, efficiency, decrease faulty, good employee customer relation. A well trained and skilled manpower is key to the success of an organization. By having a welled trained manpower organization can redact recruitment cost and default costs.^{[6, 9, 10]}

Another benefit from a well and planed training program is a quality improvement. An effective training enhances employee job performance ability and skill. As employee performance increase, organization performance also increases.^[46][3]state that training not only increases employee performance is also a solution for cost saving. As a sign of training organization turnover will decrease.It is too significant to give training and development program for manager and supervisor. The most manager may face a lack of ability in problem-solving issue and also manager skill and ability might become obsolete because of time.  McConnellstate that an employee must participate in the area of training problem-solving. It includes analyzing, developing objectives, see an alternative course of action, and implementing it. One of the major problem in the most organization is there is no known – Manager problem-solving training area which affects the company not to develop employee who has the ability that can handle and solve the managerial problem^{[19][6, 11]}.

The participative management system is developed by many organizations especially in the developed country, where the employee participates in a decision concerning to their job. Perry state that in participative employee put their idea, they participate in problem-solving that highly related to the organization success^[47][6].

Investment in training and development program is highly important for the organization if the firm demands to be competent in a stiff market. Training and development might be expensive for the organization but in the long term, the return on investment cannot be measured in money. investment in training and development program is a must if a firm wants to be globally competent. When an organization fails in the development of their human asset their business starts to fail at the same time. Now a day change occurs rapidly it’s important to notice for a firm developing a well and a systematic program is the only key to walk in a competitive market^[48][6].

Training and development program is necessity for organization and even more for Ethiopia Airport enterprise, Ethiopia is now changing the economic sector from Agriculture to the industry in order to implement an effective industrial sector the main key is a skilled manpower that why the country is demanding a skilled manpower. The researcher believes that education is the only key point for one country to develop sustainable economic growth. A country like Ethiopia has a huge number of unskilled manpower at the same time with a huge amount of labor force. This individual in Ethiopia demands a well and systematic training program in order to achieve the country strategic objective, therefore, a company including Ethiopia airport enterprise must develop not a training program a welled planned and systematic training program in order to develop a skilled manpower. According to McConnell, an organization who see training and development as an opportunity for long-term productivity will develop a welled and skilled manpower. Training can be a solution for low-quality goods and services, turnover of the employee, decrease skill deficiency and also prevent skill obsolescence^[19][6].

2.41 Training Transfer

In training program that makes inefficient, the training program is the lack of training transfer, in the most organization after the employee get the knowledge and skill he/she will not transfer it in the workplace or in the situation^[49]. It has been known that from different research after employee learn new skill and knowledge from the training, mostly they return to their old position they find it more comfortable to do thing as they have been doing earlier, they make the employee not to be accountable for the training program and also lead the training program to fail, the organization will face a vast cost in time and money.^{[1, 12]}.

systematic training developed when the training program provides by the organization enhance the job performance of the employee ^[50].

• Increase the job performance: positive effect
• Decrease job performance: negative effect
• Has no effect: Neutral

It is a key point to see here neutral and negative is a vast cost for the organization which literally means the training program had failed, therefore it’s important to notice for Ethiopian airport enterprise before implementing the training program its necessary to do need analysis program.

Casico state that when the following step is taken the training program will be more effective^[50]:

• When the training content is defined based on the organization strategic goal
• Selecting and classifying employee to the training program based on systematic selection method. It can be done through trainee self-assessment, performance appraisals, supervisor recommendation and career development plan. Here a good question to rise is does the employee really demand or need the training program?
• Analyzing the training program is directly related to the work/ and job application in the company.
• Ensuring that after the training program provided the employee is applying the training in the job by means of systematic follow-up.

training and training transfer would be effective when the trainee, trainer, and Manager collaborate and work together^[51].

2.5Training Evaluation

The last advance in the training and development process is the evaluation of the entire preparingprogram.The Evaluation procedure is critical in light of the fact that, the training had at it on set a few destinations to accomplish and in this manner the assessment procedure toward the finish of the preparation program.^{[1, 5]} The Evaluation process gives a chance to investigate and influence a cost-to profit investigation of the preparation program. This is finished by contrasting the aftereffects of the preparation and the target of the preparation and advancement program that were set before the initiation of the program.^{[1, 13]}.The criteria used to assess preparing and advancement program relies upon the destinations set.it is more compelling to utilize various criteria to assess preparing. There are additionally other people who contend that a single rule, for example, the degree of exchange of the preparation to the activity execution is sufficient or on the other hand attractive way to deal with assessment. This would be genuine where the fundamental motivation behind the preparing customized was to enhance representative execution to expand profitability.^[52][1]

Dessler (2008), give for the basic element for the result of the training program^[53].

1. Respond of the trainee to the training program is evaluated whether the trainee sees any effect on them.

2.in the behavior of learning, the trainee will be evaluated in terms of skill and ability whether they get the learning principle here the main objective is Doe’s trainee had learned what they are supposed to learn

3. see whether the trainee performance is enhanced or not, to find out if the trainee productivity increase
4. see whether the training program meets the objective stated before the training program implemented, the training program must give a measurable result in order to achieve its objective.

It’s a key point to develop a good environment for a trainee in order to make the training effective and systematic, in order to develop a good environment in the organization there must be highly supported for trainee by a supervisor, Manager, and the organization itself.

A problem might occur in a training program, the first problem might occur is inability of the training program to enhance trainee performance a problem why the organization go in the road of training program, Training must be evaluated through a systematically recording the result of the training how the trainee act and perform in their job and how they behave to achieve the organization goal.^{[13, 14]}

Cascio state that after evaluating the training program the training must answer the following question ^[50]:

• Is there any change?
• The change that occurs is because of the training program?
• Does the change have a positive relation to the achievement of the organization goal?
• If the Training program is implemented again will it give the same change on new trainee?

These questions give a guide that must be measured after a training program transformation due to the training program must be measured in terms of effectiveness, efficiency, quality, turnover.

Asare –Bediako (2008), agree with the evaluation of training program he stated that scheduling and unifying training program is an investment by an organization, therefore, a company needs to do their return on investment like in another business area^[51]. He also mentioned 4 ways;

1. Learner satisfaction
2. Assessing knowledge
3. Assessing knowledge procedure and
4. The impact of a training program

From the evaluation process, the learning application and impact of the training program is key to evaluation procedure they will bring a positive change and profit for the organization.

2.51 Benefit of Training and development

Mullins (2007), gives the reason for preparing and advancement – to enhance information and aptitudes and to change learners state of mind. In this way preparing winds up plainly a standout amongst the most vital potential inspiration and henceforth the accompanying advantages do collect from preparing and improvement programs^[54]:

1. The increment in the certainty and responsibility of staff
2. It gives the required acknowledgment and upgrades duty which could lead to an expansion in pay and advancement. This all the more so in an association wherepay.

• increments and advancement depend on the consequences of execution examinations

As per Cole (2004), advantages to associations in methodical preparing and advancement include;^[35][10];

1. The arrangement of a pool of gifted workforce for the association;
2. The more noteworthy responsibility of staff
3. Enhanced support of clients
4. Change in work execution with its subsequent increment in efficiency by and large.

From the majority of the above, it turns out to be very certain that preparation and improvement is an exceptionally key component in the change procedure of association’s execution and expanded the level of singular execution lastly prompting hierarchical capability. Preparing subsequently overcomes any issues between what ought to happen and what is going on; I. e. the coveted objectives or measures and the genuine level of execution an association which in this manner encourages learning, development, and improvement of individual representatives must have preparing as an essential some portion of the association’s business methodology^[1]

2.52Factors that hinder training program

many firmsclaim with training and development this is because training and development is work for school not for the firm. Also, they claim that it’s the duty of the employee to know how to handle their job. In addition, training and development have a vast cost so that it’s difficult to convince owners to approve the program. According to many pieces of research if training and development are aligned with the strategic objective (vision, Mission, objective) and mutual relationship between firm and employee for the identification of training and development need firm can develop a systematic Training program which have a positive long-term impact on the firm profit, productivity, skilled manpower^[55][6].

the first thing for the failure of a training program is if the training is not compatible with the strategic objective of the company. For example, if the firm problem is with reward system, commission, job design then giving training program is pointless. Thirdly if the training doesn’t have direction and focus, the training program will fail. The training program must have a focused process that leads the employee to the desired result. Training and development must have an objective with direction and focus for knowing the final gain which is a change in skill and ability^[47][6].

Researches when organization compares training and development with the short run return investment they might see it as a loss, therefore, the training is unacceptable. Training also fail when the training has no effect on the employee behavior whenever a firm sees a training as a single event the training become ineffective to change employee behavior, training also fail if employees are not accountable for the training result, generally if employees are not accountable for the training result there will be no change in skill, ability, and behavior^[56].

If the environment of the learning is not suitable for the employee the training effect will be little or no. Furthermore,without the help supervisor training will also fail. When there is no support from the line manager the employees will fear to implement the new ability and skill gain in the training program.  resist implementing the new skills and knowledge acquired during the training course. Management involvement is crucial for the success of a training and development program top management involvement is necessary. Top executives not only assign resources they also initiate the design process and need for the training program. Last but not least training and development will fail if there is no feedback. If the organization fail to evaluate the training program by providing feedback and training impact analysis then it hard to understand the success of the program^[6].

According to many pieces of research At Ethiopia in most organization employees are provided with training; though, after the training program, they fail to transfer the training program to the working environment in order to enhance performance. when the trained employee leaves the organization it’s going to be difficult to fill job by  internal vacancies  which lead to fill the job by  external vacancies which lead to firms to unnecessary costs.it has been known that adult chose different training method to younger employee; adult employee chose practical training method rather than lecture training method, delivering method is necessary for the training to be effective and systematic; therefore firm must know the employee preferable method in order to make the training effective.

Reference

[1] DEGRAFT-OTOO E., The effect of training and development on employeeperformance at accra polytechnic[D],the Institute Of Distance Learning, Kwame Nkrumah Universityof Science and Technology MASTER OF BUSINESS ADMINISTRATION, ( 2012.) 83.

[2] Afaq Ahmed Khan S.O.B.H.A., Raja Muhammad Waseem, Impact of training and development of employees onemployee performance through job satisfaction: Astudy of telecom sector of pakistan[J], Business Management and Strategy, 2016  Vol. 7,  29-46.

[3] Abeba Mitiku Asfaw M.D.A., Lemessa Bayissa, The impact of training and development on employee performance and effectiveness: A case study of district five administration office, bole sub-city, addis ababa, ethiopia[J], Journal of Human Resource and Sustainability Studies, 2015  10.4236/jhrss.2015.34025  188-202.

[4] Dr . Amir Elnaga A.I., The effect of training on employee performance[J], European Journal of Business and Management, 2013  Vol.5, 137-147.

[5] Nassazi A., Effects of training on employeeperformance. Evidence from uganda[D],VAASAN AMMATTIKORKEAKOULUUNIVERSITY OF APPLIED SCIENCESInternational Business Business Economics and Tourism, (2013) 57.

[6] Franklin Dang Kum R.C., Anis Mahomed Karodia, The impact of training and development on employeeperformance[J], journal of business Economices and managment studies 2014  Vol.3  72-105.

[7] R. R. Ferreira G.A., Training needs assessment where we are and where we should go[J], BAR, Rio de Janeiro, 2013  10 77-99.

[8] Raja Abdul Ghafoor Khan F.A.K., Khan D.M.A., <8-impact-of-training-and-development-on-organizational-performance.Pdf>[J], 2011  11  63-68.

[9] Zane Berge M.d.V., Nancy Berge, Donna Smith, The increasing scope of training and development competency [J], An International Journal, 2002  9  43-63.

[10] Khawaja Jehanzeb D.N.A.B., Training and development program and its benefits to employee and organization: An conceptual study[J], European Journal of Business and Management, 2013  Vol.5.

[11] Garavan T.N., Training, development, education and learning[J], Journal of European Industrial Training, 1997.

[12] Tews M.J., Does training have to be fun? A review and conceptual model of the role of fun in workplace training[J], Human Resource Management Review 2017  10.1016/j.hrmr.2017.11.003.

[13] Iftikhar Ahmad S.D., Evaluating training and development[J], Gomal Journal of Medical Sciences, 2009, Vol. 7  165-166.

[14] Stephens T., De Silva A.P., Beane A., et al., Capacity building for critical care training delivery: Development and evaluation of the network for improving critical care skills training (nicst) programme in sri lanka[J], Intensive Crit Care Nurs, 2017  39  28-36.

[15]DayalI, Conceptual framework for determining training needs in an organization[R],1970.

[16]Guest, D. E., Human resource management and performance a review and research agenda[J]. International journal of human resource management, http://www.dx.doi.org/10.1080/095851997341630 (1997),8(3), 263-276.

[17] Elangovan, A., & Karakowsky, L, The role of trainee and environmental factors in transfer of training[J]. An exploratory framework. Leadership & Organization Development Journal,(1999), 20(5) ,268-276.

[18] Kadiresan, V., Selamat, M. H., Selladurail, S., SPR, C. R., & Mohamed, R. K. M. H.Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention[G]. Asian Social Science,2015: 11(24),162.

[19] McConnelll, R.C, Managing employee performance[J]. Journal of Health Care Management, (2004):23(3) 273–283.

[20] Kum, F. D., & Cowden, R, The Impact of Training and Development on Employee Performance[J]. A Case Study ofEscon Consulting, Singaporean Journal of Business Economics, and management studies, (2014): 3(3).

[21] Bataineh, K. A. A., Impacts of Employee Training on the Performance of Commercial Banks in Jordan[J]. European Journal of Business and Management,2014: 6(27), 192-196.

[22] Ahmad, I., &ud Din, S. Evaluating Training and Development[J]. Gomal Journal of Medical Sciences,2009:7(2).

[23] Niazi, B. R. A. S. Training and development strategy and its role in organizational performance[J]. journal of public administration Governance. http://www.dx.doi.org/10.5296/jpaq.v1i2.8621(2), 2011: 1(2), 42-57.

[24] Chidambaram, V., & Ramachandran, A. A study on efficacy of employee training[R]. Review of literature. Business: Theory and Practice/Verslas: TeorijairPraktika, http://www.dx.doi.org/10.3846/btp.2012.29, 2012: 13(3), 275-282.

[25] Kulkarni, P. P. (2013). A Literature Review on Training & Development and Quality of Work Life[R]. Researchers World, 2013: 4(2), 136.

[26] Gamage, P., &Imbulana, L.Training development and performance of employee[J].Evidence from Shrilanka telecom. International Journal of Marketing, Financial Services and management Research,2013:2(9), 12-24.

[27] Jehanzeb, K., & Bashir, N. A. Training and development program and its benefits to employee and organization[J]: A conceptual study. European Journal of Business and Management, 2013: 5(2), 243-252.

[28] Elnaga, A., & Imran, A. The effect of training on employee performance[J]. European Journal of Business and Management,2013: 5(4), 137-147.

[29] Javaid, K., Ahmad, N., & Iqbal, N. Impact of Training on Employee Performance in the context of Telecommunication sector of DG Khan,(Pakistan)[M]. International Letters of Social and Humanistic Sciences. http://www.dx.doi.org/10.18052/www.scipress.com/ILSHS.17.60 , 2014:(06), 60-73.

[30] Imran, M., & Tanveer, A. (2015). IMPACT OF TRAINING & DEVELOPMENT EMPLOYEES’PERFORMANCE IN BANKS OF PAKISTAN[J]. European Journal of Training and Development Studies,2015: 3(1).

[31] Mansour, M. Evaluation of Training in Organizations[J]: An Empirical Investigation from a Developing Country. International journal of education and research,2013: 1(6), 1-12.

[32] Cheramie, R. A., Sturman, M. C., & Walsh, K. Executive career managementSwitching organizations and the boundaryless career[J]. Journal of Vocational Behavior.http://www.dx.doi.org/10.1016/j.jvb.2007.09.002, 2007:71(3), 359-374.

[33] DeCenzo, A. D, Robbins, P. S, Personnel / Human Resource Management[G]. Prentice-Hall, New Delhi, 2000:4^th edition.

[34] Monappa, A & Saiyadain, M, Personnel Management[G]. Tata McGraw-Hill, New Delhi, (2008): 2th edition.

[35] Cole, G. A. Management Theory and Practice[G].  Thomson Learning, 2004:6^th edition.

[36] Kenney, J. & Reid, M, Training Interventions[G]. London: Institute of Personnel Management, (1986).

[37] Armstrong, M, A handbook of personnel Management Practices[G]. Kogan Page Limited London (1995).

[38]Grobler, P, Warnich, S., Carrell, R., Elbert, F. and Hartfield, D, Human resource management in South Africa[G].  UK: Thomson Learning 2004: 3^rd.

[39] Noe, A.R., Hollanbeck, R.J., Gerhart, B. and Wright, P.M, Human resource management[G]. USA: McGraw-Hill: 2003, 3^rd edition.

[40] Thomson, A, Managing People and training and Development[G].  ButterworthHeinemann, 2002: 3^rd edition.

[41] Katcher, S. and Snyder, T. Organizational commitment[G]. USA: Atomic Dog, 2003.

[42] Argyris, C, The Management of Learning[G]. Maidenhead: McGraw-Hill, 1971.

[43] Bass, B. M. & Vaughan, J. A. Training in Industry[G].The Management of Learning. London, Tavistock Publications, 1969.

[44] Clarke, N.The politics of training needs analysis[J]. Journal of Workplace Learning, doi: 10.1108/13665620310474598, (2003): 15(4), 141-153.

[45] Wright, P. C., &Geroy, G. D. Needs analysis theory and the effectiveness of large-scale government-sponsored training programmers[J]: a case study. Journal of Management Development,doi: 10.1108/0262171921001452, (1992). 11(5), 16-27.

[46] Rothwell, W.J. and Kazanas, H.C, Planning and managing human resources[G]. Mumbai:Jaico,2006: 2^nd edition.

[47] Perry, B, Organizational management and information systems[G]. Oxford: Elsevier,2007.

[48] Nel, P., Gerber, P., van Dyk, P., Haasbroek, D., Schultz, H., Sono, T. and Werner,Human resources management[G].  South Africa: Oxford University Press, 2004: 6^th edition.

[49] Moorhead, G. & Griffin, W. R, Organizational Behavior: managing people and organization[G]. Boston New York, 1998: 5^th edition.

[50]Cascio, W. F, Managing Human Resources: productivity, Quality of work life, profits[G]. McGraw-Hill Inc,1992.

[51] Asare-Bediako, K, Professional Skills in Human Resource Management[G]. Asare-Bediako 7 Associate Limited, 277 Windy Hills,2008: 2^nd edition.

[52] Ivancevich, J. M, Human Resource Management[G]. Boston: Irwin McGraw-Hill,2010:8th ed.

[53] Dessler, G, Human Resource Management[G].Pearson International Edition,2008: 11th edition.

[54] Mullins, J. Laurie, Management and organizational Behavior[G]. prentice hall,Pearson Education, Edinburg Gate,2007: 8th edition.

[55] Robbins, S.P., Odendaal, A. and Roodt, G, Organizational behavior: Global and Southern African perspectives[G]. South Africa: Pearson Education,2003.

[56] Kleiman, L.S, Human resource management[G]. Atomic Dog USA,2003:(3rdEd).