Training And Development: An Important Role In The Overall Success Of An Organization

Training and development play an important role in the overall success of an organization. The main reason for this is that they work towards improving the skills and capabilities of human resources according to the organizational needs and future goals. This has a positive impact on the performance of an organization thereby enabling the organization to achieve their goals and get ahead of their competitors (Brinkerhoff, 2005). Moreover, training and development have become increasingly important in the knowledge based economy as competent employees enable organizations to create a sustainable competitive advantage whereby organizations are able to retain their competitive positions in the long run (Al-Qudah et. al., 2014). Furthermore, creative
Due to this, the workforce is better capable of dealing with the challenges and taking advantage of the opportunities posed in the modern business environment (Brinkerhoff, 2005). Moreover, training and development also improves the morale of the employees leading to higher retention among them (Denby, 2010). Furthermore, training development leads to high satisfaction levels among employees which translate into better customer service, customer retention, customer satisfaction and customer loyalty in the long run (Denby, 2010). Therefore, organizations should work towards utilizing the tool of training and development in an effective manner. In this regard, it is important for organizations to evaluate their training programs in order to understand the return that these programs can give on the investment made. This is because organizations can end up spending millions of dollars on training and developing their employees which might not actually give them the desired benefits (Al-Qudah et. al.,
It is also important that organizations effectively select employees for their international assignments. However, other than selecting the right employees organizations also need to arrange specialized trainings for their expatriate managers. These trainings familiarize the expatriate manager about the cultural factors in the foreign country, develop foreign language proficiency and increase knowledge about the business and social environment (Forster, 2000). This is done so that the expatriate manager is able to overcome the effect of culture shock easily and is able to adjust in the new environment. Furthermore, organizations also arrange cross-cultural training programs for the family members of the expatriate manager as this would enable them to better adjust in the new environment and support each other in case of cultural problems faced by them (Forster,