FACULTY OF ADMINISTRATIVE SCIENCE AND POLICY STUDIES

AM110: DIPLOMA PUBLIC ADMINISTRATION

PAD215: – INTRODUCTION TO HUMAN RESOURCE MANAGEMENT IN PUBLIC SECTOR

TITLE: ‘EMPLOYEE ARE AN ASSET OF THE ORGANIZATION’. DISCUSS ON THE

IMPORTANT OF EMPLOYEE TRAINING AND DEVELOPMENT

PREPARED BY:
1. SAFINAH BINTI ABDULLAH (2021150257)
2. NOURMAYUSNIZA BINTI TALIF (2021371331)
3. MUHAMMAD HAFIZ BIN ISMAIL (2021521065)
4. NURFARAZATUL HUSNA BINTI ROZILAN (2021321511)
5. NURUL DAYANA BINTI NOR AZMAN (2021198415)

LECTURER’S NAME:
MISS RAFIZAH BINTI MOHD NOOR

CLASS: NAMAF3A

DATE OF SUBMISSION:
TABLE OF CONTENT

NO. TITLE PAGES

1.0 INTRODUCTION 1-3

1.1 DEFINITION OF TRAINING

1.2 DEFINITION OF DEVELOPMENT
2.0 IMPORTANCE OF TRAINING AND DEVELOPMENT 4-6

2.1 BOOST EMPLOYEE PRODUCTIVITY

2.2 IMPROVING COMPANY CULTURE
2.3 TRAINING FOR NEW RESPONSIBILITIES
2.4 ADDRESSING EMPLOYEE WEAKNESSES
2.5 EMPLOYEE JOB SATISFACTION
3.0 SUGGESTION / RECOMMENDATION 7- 12

3.1 INTRODUCING TRAINING STRATEGIES

3.2 ORGANIZATIONAL ANALYSIS
3.3 TASK ANALYSIS
3.4 INDIVIDUAL ANALYSIS
3.5 TRAINING METHODS
3.6 INVEST IN THE BEST QUALITY INSTRUCTORS &
PROGRAMS
3.7 MAKE LEARNING MORE FLEXIBLE & ACCESIBLE
3.8 PROVIDE REGULAR AND CONSTRUCTIVE FEEDBACK

4.0 CONCLUSION 12-13

5.0 REFERENCES 14
1.0 INTRODUCTION

EMPLOYEES are the most important assets in an organization whose role is to determine the

direction and goals of the organization are implemented and achieved. It is their abilities,

knowledge, and experience that can't be replaced.

When an employee joins an organization, the individual automatically agrees to be loyal and

contribute sweat in order to achieve the organization’s goals. Therefore, employees need to give

their full commitment to the organization, thereby increasing productivity through responsibility.

They also are needed in the company to help carry out each task.

Among his duties is to perform operational work in management and others. Therefore, each

employee will be trained in performing the work entrusted to them. Appropriate training is

important to ensure the quality of work employees at various levels in an organization.

Training is an important element in ensuring employees have the skills, abilities and knowledge

that can help them improve work performance as well as assist in perform current work as well as

future work. Effective training can provide many benefits to such employees for staff development

and enhancement efficiency and skills of employees.

Most organizations will prioritize training that are able to benefit the organization more so if the

benefits of the training can be seen and felt quickly. Training and development helping companies

gain and retain top talent, increase job satisfaction and morale, improve productivity and earn more

profit.

Additionally, businesses that have actively interested and dedicated employees see lower

absenteeism rates and higher productivity. Furthermore, the knowledge and skills acquired during

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training as well assist them in mastering their respective areas of responsibility as well help carry

out work systematically.

1.1 DEFINITION OF TRAINING

According to Poon (1994), training is a reference to all the organized efforts of an organization to

facilitate the learning of certain work behaviors. This effort aims to improve the current and future

performance of employees by improving the ability of employees to perform their duties so that

the objectives of the organization can be achieved. Employee abilities can be enhanced by

changing their attitudes or adding to their skills and knowledge.

According to Cascio (1989), training consists of planned programs designed to improve

performance at the individual, group, and/or organizational levels. improved performance, on the

other hand, implies that there has been a measurable change in knowledge, skills, attitudes and/or

social behavior.

Meanwhile, according to Truelove (1995), training is an effort/effort to increase the knowledge,

skills and behaviors required in performing something work -related. The motive is to improve

employee performance in a special way. For Ricks, Ginn, and Daughtrey (1995) argue that training

is a reference to activities and experiences designed to develop skills, knowledge, and behaviors

at the behest of an organization. Training is often closely related to specific or work-related tasks

and it is designed to teach new skills or enhance existing skills. Training is also included in

preparing employees to perform new tasks.

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1.2 DEFINITION OF DEVELOPMENT

According to Truelove (1995), development is the process by which the individual learns through

experience to become more proficient. The motive is to use the skills and knowledge that have

been imparted in training — not just current performance but future performance. It involves the

concept of psychological development, level of maturity and increasing self -confidence.

For Ricks, Ginn, and Daughtrey (1995), development refers to the addition of employees' ability

to enhance future careers by emphasizing self -confidence and decision -making skills.

Traditionally, lower -level workers are “trained”, while upper -level workers are “developed”. This

difference, which focuses on the learning of hands -on skills compared to interpersonal and

decision -making skills.

Training and development are specialized areas to assist management. The training and

development program as a whole is a complex and complex field. In a small organization, training

and development can be easy, just instructions from the organization’s supervisor

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2.0 IMPORTANT OF EMPLOYEE TRAINING AND DEVELOPMENT

2.1 BOOST EMPLOYEE PRODUCTIVITY

In Malaysia we know that productivity employee very important because it will be effective for

the company to be an excellent company. If the company have the training for the employee, it

will be effective to the employee to take part in the company. It will make the work of the employee

will be more efficient. If the company want to make the more efficient so they can build a training

programs and organization to be perform by HR technologist.

The HR technologist is designed to make a program like that to archive the excellent company by

the following programs:

• Mining data

• Measuring performance result

• Giving pre-post training assessment

• Conducting polls and tests

The objective of this programs is:

• To determine the levels of improvement

• Asking the employer to share about what they expect of the training programs

• Can measure the knowledge and engagement

2.2 IMPROVING COMPANY CULTURE

We know that all the company have their culture but when the company have the training and

development programs it can improving the culture of the company. As the example the culture of

communication, if the company didn’t have a good communication it can’t interact with others

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employer and customer. The company will not be efficient because of that. When the new

employer come into the company with the training programs and development, it can change the

culture about the communications. The new employer will know how to communicate with others

company and worker in the company. It won’t have any issue of this problem when we know how

to handle this culture in our company.

2.3 TRAINING FOR NEW RESPONSIBILITIES

If the company want to make a good company or efficient, it must have a training program. When

the new out comer comes to the company they will know about the job and the responsibilities. It

can change all the company when they know about their job. They can show the performance in

the company when they know their job. As example when they come to the company, they will

not come with zero about the job because they had a training program before that.

2.4 ADDRESSING EMPLOYEE WEAKNESSES

Most employees have some weaknesses in their workplace skills. A training program allows you

to strengthen those skills that each employee needs to improve. A development program brings all

employees to a higher level so they all have similar skills and knowledge. This helps reduce any

weak links within the company who rely heavily on others to complete basic work tasks.

Providing the necessary training creates an overall knowledgeable staff with employees who can

take over for one another as needed, work on teams or work independently without constant help

and supervision from others.

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2.5 EMPLOYEE JOB SATISFACTION

Employees with access to training and development programs have the advantage over employees

in other companies who are left to seek out training opportunities on their own. The investment in

training that a company makes shows the employees they are valued. The training creates a

supportive workplace.

Employees may gain access to training they wouldn't have otherwise known about or sought out

themselves. Employees who feel appreciated and challenged through training opportunities may

feel more satisfaction toward their jobs.

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3.0 SUGGESTION / RECOMMENDATION

3.1 INTRODUCING TRAINING STRATEGIES

Training, is similar to the planning of other activities in an organization where it must be planned

and in line with the needs of corporate strategy. The mission and objectives of the organization

will determine the objectives of the organization. The objective will in turn determine the number,

level, and type of employees required. For individual work, there should be guidelines that

determine the requirements of a job and in turn will determine whether lessons, knowledge, and

skills need to be known. Once the job requirements have been identified, the next step is to analyze

any individual shortcomings to enable the employee to perform his or her duties well.

One approach that can be used to determine training needs is by needs analysis. This analysis aims

to determine the actual situation and compare it with the desired situation. If the actual job

performance is less than the desired job performance and this situation can be corrected through

training (i.e. through changes in the knowledge, skills, or attitudes of the employee), then here a

training program is needed. Needs analysis can be divided into organizational analysis, task

analysis, and individual analysis (Poon, 1994). But according to Cascio (1989), training needs

assessment is organizational analysis, operational analysis and individual analysis.

3.2 ORGANIZATIONAL ANALYSIS

The main purpose of organizational analysis is to determine the internal parts of an organization

that require organizational training and strategy. Typically, each part of the organization has its

own training needs. This analysis involves an examination of the organization’s goals,

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organizational resources, organizational culture and the organization’s relationship with the

external environment.

• Staff Exchange- if the number of recruits is large, then there is a great need for training in

job skills and introductory training.

• Changes in new technologies and processes require staff trained in their use, many systems

fail not because of technical problems, but no training is provided for employees to use the

technology.

• Changes in work will change over time, especially changes in the organization, so

employees need to be trained to accept change.

• Changes in legislation- changes in government legislation or regulations mean new

changes in the systems and approaches used previously.

• Economic development- companies are so concerned in reducing costs and increasing

productivity that they need trained workers who have a variety of skills so that they can be

used flexibly and fully.

• New work patterns- give flexibility to organizations and employees so they can learn new

skills.

• Market pressures- the need to survive in the market, means organizations need to ensure

employees are aware of the latest technology and have the skills for innovation.

• Social-privatization policy, means, civil servants need to learn commercial skills.

• Employee aspirations- the need to retain employees by offering training and development.

• Implementation changes- where there are significant changes in certain parts of the

organization.

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 • Balance of opportunities- organizations need to organize training programs to ensure that

a vulnerable group such as ethnic minorities, women are not neglected, especially when it

comes to promotion opportunities.

3.3 TASK ANALYSIS

Task analysis requires a thorough examination of the work to be done after training. It involves

the systematic collection of information that describes exactly how the work is done so that:

• Performance standards for such jobs can be determined

• How tasks are to be performed to meet those standards and

• Knowledge of skills, abilities and other characteristics necessary for the performance of

the task performed.

• The time a task is performed and the frequency with which the task is performed.

• The type of learning required.

• Equipment and materials needed.

• The most suitable place to learn a task

3.4 INDIVIDUAL ANALYSIS

Individual analysis focuses on the employee himself. Through this analysis it is possible to

determine the members of the organization who need training and the type of training required.

The first step of this analysis is performance appraisal. If the results of this evaluation indicate that

the employee's performance is satisfactory, then no further action is required. On the other hand,

if employee performance is found to be poor, then a diagnosis to determine weaknesses and

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strengths should be made. This diagnostic information can be used to determine the content of

training, i.e. the type of skills and knowledge training that needs to be taught in order for employee

job performance to be improved. The selection of training methods aims to:

• Achieve training objectives while not excluding all possibilities or implications that exist.

• Allow the trainer to observe the trainee’s behavior throughout the training process and

provide the trainee feedback.

• Create a training environment similar to the actual work environment so that the training

transfer process can be simplified.

• Allows trainees to actively participate in the training process as well as to try and repeat

something they have learned.

• Take into account the cost required by using the minimum cost for maximum production.

3.5 TRAINING METHODS

In general, training methods can be divided into two main forms, namely:

a. On -the -Job Training includes several methods such as:

• Demonstration

• Training with Coaches. (Coaching)

• Self -making exercises. (do-it yourself training)

• Work cycle and experience plan. (job rotation and planned experience)

• Technology based training (TBT)

b. Out -of -Time Training includes several methods such as:

• Lecture Method

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 • Case Study Methods. (Case Study)

• Vestibular Training. (Vestibule Training)

• Role Play. (Action Learning)

• Management Games. (Business Games)

3.6 INVEST IN THE BEST QUALITY INSTRUCTORS & PROGRAMS

Although there are several methods for efficiently teaching, good instructors have several qualities

in common. They are well-prepared, have clear and fair standards, have a positive attitude, and

regularly evaluate their teaching. Training and development for your employees will help ensure

you have the best workforce possible. Investing on the front end could pay big dividends for your

bottom line.

3.7 MAKE LEARNING MORE FLEXIBLE & ACCESIBLE

In today’s technological landscape, employees at all ages and stages consider flexibility and

accessibility as the most important aspects of being efficient on the job. When they have so many

demands on their time and attention, finding time for training is challenging, digital delivery tools

have become a viable and easy-to-use option and also offer convenience. Ongoing training can be

accessed while commuting, standing in line at the bank or queue at our favorite fast food restaurant.

3.8 PROVIDE REGULAR AND CONSTRUCTIVE FEEDBACK

Employer and employee relationship must be based on trust and mutual regardless of your roles

and level. So, it is very crucial for each and every one to give feedback when working to ensure

that the group’s output is ultimately successful. Establishing an open and trust relationship will

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help us deliver feedback smoothly and help them to accept positive or criticism. It is important to

give balance feedback and to focus on specific point and it is recommended to deliver face to face

feedback rather than via email, SMS or phone due to these technologies will lead to

misinterpretation even though it is very useful in our life.

4.0 CONCLUSION

Training and development are considered as a strategy for growth in every organization. It is

adopted by the organization to fill the gap between skills and future opportunities. These training

programs definitely enhance skills, improve efficiency, and productivity and growth opportunities

for employees. Skills, knowledge and attitudes are the basics for efficient running of a business

through the human resources of an organization. But, the impact of these basics is often reduced

by lack of effective training program. Investment in employees’ development means increasing

the value of the organization human resources. By improving the capabilities of employees,

organizational capabilities can also be improved. In result, the structure of organization become

flatter, in which there will be fewer levels between the top and the bottom employees. Many

organizations provide coaching to their high-potential employees to develop their skills in

creativity, thinking, innovation, vision, motivating others and brainstorming. Rather than putting

the employees into management and expecting that they will develop their knowledge and skills

on their own, organizations can systematically develop their skills through combination of training

and development programs. To get better results from training programs, executives must focus

on what happens in the workplace before and after employees go to class.

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Evaluation of training must be appropriate for the persons and situations. The feedback from

learners is important not only for instructors but also for confidence of the learner.

In this study we take the fact of observation that training leads to important benefits for individuals

and organizations. The existing analysis of literature proposes that these benefits vary from

individual and organizational performance. To understand the benefits of training and

development program, we implemented different level and different disciplinary perspective of

employee development program. In our study we also involved the discussion, how to increase the

benefits of training. These features include giving attention to the training design, delivery, and

transfer of training. After completing the study on this topic, we strongly believe that it is very

beneficial for the organizations to develop the employee development programs. If there is a

systematic training and development program for the employees the companies will harvest its

profit from the market and remain competitive in the job market. An organized and efficient

development program with supportive apparatuses will significantly assist the organizations to

retain the most valued human resource, especially those who have a lot of experience with the

organization. If organizations are capable to support all employees in meeting their requirement

then both, employees and organizations will get the long term benefits. It is also very important

for the organizations to timely evaluate the success of employee training and development

program.

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5.0 REFERENCES

• Venngage.com Blog (2021) (online) (Accessed 22 May 2022) <

https://venngage.com/blog/employee-training-and-development

• Small Business Chron (2019) (online) (Accessed 22 May 2022) <

https://smallbusiness.chron.com/importance-training-development-workplace-

10321.html >

• Ottawa University Edu (2021) (online) (Accessed 17 May 2022) <

https://www.ottawa.edu/online-and-evening/blog/january-2021/5-benefits-of-

training-and-

development#:~:text=Training%20and%20development%20helps%20companies,

and%2017%20percent%20higher%20productivity >

• SHRM Org (2016) (online) (Accessed 22 May 2022) <

https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-

development/pages/key-steps-for-better-training-development-programs.aspx >

• MAIMUNAH, Aminuddin, (2018) Chapter 3 Training from Human Resource

Management Principles and Practices, Fourth Edition, ISBN 978 983 47 2549 5

• Management Help Org (2022) (Accessed 19 May 22, 2022) <

https://managementhelp.org/training/theory/guidelines-to-enrich-trainings.htm >

• The Importance of Flexibility and Accessibility for Workplace Learners

(gutenberg-technology.com)

• How To Improve Ongoing Training For Employees: 6 Ways For Successful

eLearning

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