Critical literature on impact of training and development on employee review

Critical on impact of formulation and victimisation on employee job put to deathance - Literature review ExampleReference11Bibliography12IntroductionThe primary(prenominal) purpose of the project is to bring forth a critical analysis of the impact of training and development courses on the performance of employees in organisations. Human Resources have played a major role in the economic development of a number of nations. Nations like Britain, Japan and USA have demonstrated huge economic growth in this see (Brewster, Mayrhofer & Morley, 2004, p.17). Thus, it implies that nations would attain greater and faster economic development on the grounds that they pay greater attention to train its human resources. The project arranges the supporting as well(p)(p) as the opposing views on this subject by using relevant literature. investigate QuestionThe donation research seeks to find the impact of training and development programs on the performance of employees in organisatio ns. The research interrogative mood is as followsDo training and development programs improve job performance of employees in organisations? Literature inspectionOverview of TrainingIn order to maintain a sustainable economic growth as well as an effective performance, the employees contribution towards the goals and objectives of the organisation is required to be optimized. Leading writers have emphasised and recognized the importance and requirement of training as the central role played by the management in organisations. Drucker, (1998), have commented that one of the major contributions expected from the managers is to set the vision for the employees and too enhance their ability to perform (Laing, 2009, p.17). The very first step in the designing of a training and development program includes conducting a needs assessment. It includes assisting the new recruits in the workplace with the necessary skills and responsibilities (Kuther & Morgan, 2009, p.103). It is crucial t o identify the need in this regard which can be done in several manners. Generally, it is identified as the gap amid the present position and which is needed now and also in future (Miller & Osinski, 2002, p.1). The gaps include discrepancies between what the organisation wants and what really occurs. It is also determined by the difference between the current and the desired performance of employees. The difference between the present and the desired competencies of employees also gives an estimate about the training needs. Several views were collected pertaining to the identification of the expose drivers of the training initiatives like the training quality, inputs, extent of interaction and targets over the last few years. The results revealed that the most important determinants were health and safety, technical changes and customer service. It implies that organisations were primarily found to be using training and development programs for retaining and motivating employee s and also for providing the necessary skills and knowledge to the employees to keep themselves at par with the changes in applied science and customer service (Miller & Osinski, 2002, p.1). The Training and Development Process In order to ensure that the new and also the experienced employees have the required knowledge and skills for successful performance of their jobs, organisations undertake investments in training programs. Research reveals that the organisations productivity bears a direct relation with the amount of investments it makes on employees (Bohlander & Snell, 2009, p.306). Recently, Merrill Lynch completely overhauled its training program towards the financial advisors to ensure they would be in a better position to serve their clients. The program include training of Monte Carlo analysis