Training and Development are of the most important aspects of the organizations as they represent the strategy organizations adopt to build a pool of skilled and highly qualified employees. This research paper tries to elaborate the effect of training and development on employee’s performance and accordingly on organization’s performance. Another objective of this paper is to stress on the importance given by the Egyptian Organizations to training and development as well as their opinions of training and development’s effect on their employees. The backbone of this study are the literature review that highlights the role of effective training and development in improving the employees performance, as well as a questionnaire conducted to get solid and real data from the Egyptian society concerning the training and development as a crucial matter for them, from the questionnaire the effect of training and development on the productivity has been confirmed and that the enhanced job performance increase the customer satisfaction about the products/ services of the company. Introduction
In the past decades, the terms “Human Resource Management (HRM)” and “Human Resource” have replaced the term “Personnel Management” and they have obtained an extremely and growing importance. Nowadays almost each and every organization has a specific department to deal with all aspects related to its human resources. The overall purpose of HRM is guarantying that an organization is making the best use out of its human capital which is considered as the most important asset of any organization. Human Resource Management is a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations and it is an integral part of the management of any establishment, to an extent that failure of any organization to take human resource issues seriously is a great problem that will result on the performance of the organization as well as its advancement. The concept has been developed by many contributors; some of the concept definitions are as follows: “Human resource management involves all management decisions and actions that affect the nature of the relationship between the organization and the employees - its human resources-” (Beer et al, 1984). “HRM comprises a set of policies designed to maximize organizational integration, employee commitment, flexibility and quality of work”. (Guest, 1987). HRM is “The management of work and people towards desired ends” (Boxall et al, 2007). One of the most significant features of HRM is the importance attached to the strategic integration. (Legge, 1989) disputed that one of the common themes of the typical definitions of HRM is that “human resource policies should be integrated with strategic business planning”. According to (Armstrong, 1996) “Human Resource concerns itself with recruitment, selection, placement, training, compensation and industrial relations among others”, thus, The functions of the human resource management are crucial to any successful organization and they include recruitment and selection, learning/training and development, career management, motivation, rewarding people, employee’s relations and communications, employee’s health, safety and well being,… Since human resources are the most important asset of any organization especially those who are highly qualified and trained, training and development are the backbone for the high performance of the organization and the achievement of its goals. Because without training and development, it will be very difficult to acquire skills and knowledge and without skills and knowledge employees will not be able to perform well and achieve their goals and thus the organizations will not achieve its goals and objectives. Training and development refer to the official and ongoing educational activities within an organization designed to enhance the fulfillment and performance of...
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