Training and Development

Training and Development 


Management further needs to spend on Training and Development to their recruited employees, in order to understand the job, acquire knowledge and development of skills which will benefit the employee to perform the job with minimum supervision and without mistakes. An employee with adequate knowledge, skill, and experience become experts in their field and enhance the self esteem and increases the engagement level (Armstrong & Taylor, 2014) However, “Organizations should not embark on an attempt to raise engagement levels unless they are prepared to invest sufficiently into it — time, effort and money.” (Robinson et al, 2004) The training to be extended to line managers as well, they should be fully equipped to engage the employees for a mutually beneficial relationship for organization and the employee. The line managers must provide positive response to employees, improving relationship between leaders and employees and employees feel valuable & worthwhile. The leader should communicate differently with each employee since they come from different background (Osborne et al, 2017). “The importance of the line manager in the engagement model, for example, suggests that a major investment in line management development might be needed” (Robinson et al, 2004). The reseach done on people who leaves organizations have proved that people leave organizationa not for better propects but due to ineffective managers (Walker, 2012).  


List of References


Armstrong, M. & Taylor, S. (2014). Armstrong’s Handbook of Human Resource Management & Practice. 13th ed. London: Koganpage.

Osborne, S. & Hammoud M., S. ( 2017)Effective Employee Engagement in the Workplace , International Journal of Applied Management and Technology  2017, Volume 16, Issue 1, Pages 50–67

Robinson, D., Perryman, S., Hayday, S. (2004) The Drivers of Employee Engagement.  Institute of Employee Studies. IES report 408.

Walker, S (2012) Employee Enagagement & Communication Research- Measurement Stratergy & Action.

Comments

  1. Prasad NimanthaNovember 30, 2019 at 8:08 AM

    "Hi Lakshmi,
    We can also take the Tierneys empirical study ( Friedrichsen, 2015), that describes the impact of leadership and the teams towards the change of the psychological climate of the employee. It is identified that the that the supervisors and the nature of the teams directly influences the employee’s climate perceptions due to the integral roles of the two entities in the change or the engagement process."



    ReplyDelete
    Replies
    1. Lakshmi Ratnajothy December 5, 2019 at 1:38 PM

      Line managers play a key role in enhancing job engagement with the support of organizational initiatives in the areas of job design, learning programes, including leadership development for line managers, and performance and reward management
      systems. To enhance engagement managers should:
      ● make employees aware of their individual strengths;
      ● provide continuous feedback on how those strengths are being used;
      ● ‘clear the path’ so that employees can do what they do best without unnecessary
      distractions;
      ● build trust by showing commitment to the employee’s success;
      ● challenge people within areas of their distinctive strengths;
      ● focus upon particular skills and knowledge in order to build talent into strength;
      ● give employees ownership and creation of their outcomes.
      (Armstrong, 2014)

      Delete
  2. ajaykrJanuary 12, 2022 at 1:44 AM

    Wonderful blog! Employee engagement activities at the workplace can lead employees to be stress-free and energetic. The simple approach to engaging employees in fun activities and games. An employee engagement company in India, help various corporate and organizations to organize team-building, employee engagement and reward & recognition events.

    ReplyDelete

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