Training and Development Help Organizations Achieve Their Strategic Objectives
Introduction
In
today’s fast-paced business world, training and development are vital functions
of the Human Resources Management, as they focus on improving employees’
efficiency and effectiveness within the organization. This HRM (Human Resources
Management) function formally and systematically provides new learning
opportunities to increase employees’ competencies and capabilities. So as to
increase their current and future job performance. Well-structured and targeted
training and development programs add value to an organization’s
competitiveness and help achieve its strategic objectives.
Training and Development focus on bridging the gap between competence and
performance, assisting people in enhancing their capabilities to foster a
successful career and business (Bhatt D., 1992).
An employee's intelligence might be
viewed as a benefit by employers. Products and services that can be sold can be
made with this asset. Theoretically, a company can create more if it employs
more skilled personnel. A knowledge-based economy is one in which employers
view education as a resource
(Radcliffe B.,2025).
Effective
training and development of employees is considered essential for the success
of modern organizations. Employee training and development programs are
designed to improve the knowledge, skills, and abilities of employees and to
enhance their performance on the job (Asfaw A
M., 2015).
Discussion
The
organization can choose to use either external or internal resources for its
training programs. If the resources available in the organization, such as the
company’s own people, tools and materials come from within, they are called Internal
Resources. If the facilitators come from outside the organization, they are
called External Resources
Training
and development initiatives are classified into following categories
1. Employee Oriented Programs
2. E Learning Programs
3. Overseas training programs
4. In- house training Programs
5. Regional training Programs
6. On the job training at branches/
departments
The
organization may choose to use external resources, internal resources, or both for
its training programs. Organizational leaders are required to evaluate the
knowledge and skills of team members, identify the gaps and nominate them for
appropriate training programs. However, employees must also act responsibly in
this regard.
1.Staff
members are mainly responsible for developing the necessary skills and
competencies to perform their current job roles effectively.
2.
Once assigned to a training program, staff members are responsible for actively
participating, fully engaging in the learning process, and achieving the
training objectives to ensure the desired outcomes are met.
1. A decline in worker productivity and
performance
2. Lower work quality
3. Outdated knowledge and skill gaps
4. Low staff involvement and motivation
5. Higher operating expenses (errors,
inefficiencies, and rework can raise operating costs)
6. Loss of competitive advantage (competitors who engage in training will have
teams that are more talented, effective, and creative)
Conclusion
Considering
all of the above, employee training and development are extremely important for
an organization to achieve its goals. Both employees and employers must
contribute equally, with the ultimate goal of achieving the organization’s strategic
objectives.
References
1 Asfaw, A.M. (2015) ‘The Impact of Training and Development on Employee
Performance and Effectiveness: A Case Study of District Five Administration
Office, Bole Sub-City, Addis Ababa, Ethiopia’, Journal of Human Resource
and Sustainability Studies, December. Available at: https://www.researchgate.net/publication/286026270_The_Impact_of_Training_and_Development_on_Employee_Performance_and_Effectiveness_A_Case_Study_of_District_Five_Administration_Office_Bole_Sub-City_Addis_Ababa_Ethiopia (Accessed: 30 October 2025).
2 Bhatt, D. (1992) Training and Development in Work Organization. Available at: https://thelanguageresearch.wordpress.com/2020/04/25/31/ (Accessed: 28 October 2025).
3 Radcliffe, B. (2025) ‘The Advantages of Education and Training’, Investopedia, 17
August. Available at: https://www.investopedia.com/articles/economics/09/education-training-advantages.asp (Accessed: 15 October 2025).
Excellent explanation of the importance of employee training and its impact on performance. I like how you highlighted the responsibilities of both staff and management. Discussing digital learning tools or e-learning effectiveness could add further depth.
ReplyDeleteThis article clearly explains how training and development boost employee skills and long-term effectiveness. It also connects with practices at my state-owned bank, where investing in staff growth supports stronger organisational performance.
ReplyDeleteAs we are in the same field, I would like to suggest that employee-oriented programs and e-learning are the best selection for the bankers
DeleteYour blog presents a clear, informative, and well-organized discussion about the strategic importance of training and development in organizations. You demonstrate a good understanding of HRM principles, provide relevant citations, and connect employee growth with organizational success. The structure follows a logical flow and reflects academic awareness.
ReplyDeleteA simple and clear explanation of how training bridges the gap between employee skills and job performance. Very useful for understanding HR strategies.
ReplyDeleteGreat article! I completely agree that training and development are essential for aligning employees’ skills with an organization’s strategic goals. When employees are continuously learning, they’re not just more efficient they also become more adaptable to change, which is crucial in today’s fast-paced business environment.
ReplyDeleteAccording to this article, training and development (T&D) is a crucial, strategic HRM function that closes performance and competency gaps and directly boosts organizational competitiveness. It offers a useful summary, highlighting the mutual accountability of the company (in terms of resource provision) and the employee (in terms of active engagement) to accomplish strategic objectives.
ReplyDeleteThank you for your feedback. You’ve captured the essence of the article very well. Emphasizing training and development as a strategic function—not just an operational activity—is critical, especially in environments where performance gaps can hinder long-term growth.
DeleteI appreciate your point about shared responsibility. Effective T&D truly depends on both sides working in tandem: the organization investing in meaningful learning opportunities, and employees actively committing to apply and expand their capabilities. When this balance is achieved, the impact on overall competitiveness becomes clear.
Your engagement with the material adds real value to the discussion—thank you for taking the time to share it.
Training and development truly play a key role in helping organizations reach their goals. When both employees and employers work together to support learning and growth, it leads to stronger performance and better results for the whole organization. Great post.
ReplyDeleteAs someone working in hospitality, I see many parallels between digitalization in banking and the changes in our own industry. Just like banks, hotels are adopting digital platforms for reservations, check-ins, and even guest services. These tools make operations faster and more convenient, but they also reshape the role of staff. In both sectors, the real challenge is not the technology itself, but how people adapt to it. Guests and customers may enjoy the ease of digital services, but they still value the human touch—the reassurance, empathy, and problem-solving that only staff can provide. For me, the lesson is clear: digitalization should not be seen as replacing people, but as freeing them to focus on what matters most—building trust, creating memorable experiences, and handling complex needs. Whether in a bank or a hotel, success comes when technology and human service work hand in hand. That balance is what sustains customer loyalty and staff dignity in the long run
ReplyDelete