FACTORS AFFECTING ER - TRAINING AND DEVELOPMENT

While compensation is an important part of employee retention, one must not focus only on monitory benefits, talent transformation or training and development is one of the key factors that an employee need in order to do his/her work uninterrupted.

Nowadays in the competitive world, the work load of an employee gets higher and higher with variety of new types of work added to their job responsibilities. Certain position’s job responsibilities even though it is the same, there may be different process, procedures or ways of doing such in different companies.

Sometimes when employees are not trained properly on their job they will get problems in performing the job, which will make them fall into unwanted tension and stress ends up in leaving the company.

What we spoke above was the initial training' related to perform their job, but there is another kind of training which is transferring the skills or additional skills that the employees might need to be a performer or an expert in his/her job. Messmer (2000) found that one of the important factors in employee retention is investment   on employee training and career development. Organizations must realize that competitive advantage could be attained by employees’ skills, therefore giving necessary training to develop their skills is important.

Scott Brum (2007) highlighted that when the employees are introduced to more training, they show higher level of commitment as compared to others. Different employees want different things, so offering the same benefits package and working conditions to all will inevitably create dissatisfaction. This is a turnover risk. Eva Kyndt et al (2009) revealed that training has a potential to change the turnover thoughts and is an important factor that helps in originating the intentions of turnover.

Garg & Rastogi (2006) , explained that in today’s competitive environment feedback is very essential for organizations from employees and the more knowledge the employee learn, the more he or she will perform and meet the global challenges of the market place.

The smoothens of the workflow of employees leads to job satisfaction reduce employee turnover, therefore in addition to the monitory benefit one must focus on the other factors such as training and development to retain the efficient and experts of an organization.

Reference;

Brum, S., 2007. What impact does training have on employee commitment and employee turnover. Schmidt Labor Research Center Seminar Research Series, 8 (3), 84-96.

Garg, P. & Rastongi, R. (2006). New model of job design motivation employees Performance. Journal of Management Development.

Kelley, L. et al., 2007. Emerald Article: An exploration of the relationship between learning organizations and the retention of knowledge workers. The Learning Organization, 14(3), 204-221.

Messmer, M. (2000). Orientations programs can be key to employee retention. In Strategic Finance. 81 (8):12-15.