TRAINING POLICY AND PROCEDURES ON EMPLOYEE SATISFACTION AND ITS IMPACT ON EMPLOYEE PERFORMANCE

TRAINING POLICY AND PROCEDURES ON EMPLOYEE SATISFACTION AND ITS IMPACT ON EMPLOYEE PERFORMANCE

Submitted By:

Name: Nandini Devpuriya

Admission no.: 20GSOB2010249

Enrollment no.: 202010363

Submitted to:

Dr. Anamika Pandey

(Galgotias University, Uttar Pradesh)

INTRODUCTION

The world is now becoming concise and the business of any person gets expanded due to the factor of globalization. in today’s time, every company must be well built to face any type of challenges in the market. Any company gets an advantage over its competitors on the basis of employees’ skill set and knowledge. In any organization, process and training are most necessary functions, as a result in higher performance in any sector and are also an inevitable part of an HR department.

Organizations nowadays face fierce competition as well as a rapidly changing technological and economic environment. The challenges faced by any business organization have increased due to globalization and ever-changing client expectations. It state to face these obstacles, commercial enterprise are attempting to scope their full potential level by providing effective personnel training & development to their employees. They are a valuable asset for any organization since they may either develop or ruin the firm's reputation and have an impact on its profitability.

Training basically focuses on the present-day, i.e., focusing on employees' current employment, particular skills, and ability to execute any task instantly, whereas development improves behaviour, attitudes, & employee performance in a company. It is a method of enhancing an employee's knowledge and abilities for performing a certain job.Training and development are critical components in enhancing the workforce's ability to fulfil company objectives. Training appears to be an effective strategy for dealing with changes brought on by "technology innovation," "market competition," and "organizational restructuring," and, most importantly, it plays an important role in boosting employee effectiveness.

Existing businesses must deal with the training needs that come with changing and developing industries, varied national viewpoints, and a diverse workforce. Training is critical to achieving the company's objectives while considering the interests of both employees and the company. Training includes, but is not limited to, "software training" and "management training," whereas development focuses on actions that improve employee capacities for future tasks. As a result of the quick rate of technical and worldwide growth, businesses are now confronted with new issues. Technological improvements have increased the need for the talents and capabilities required to do a certain activity. In the view of facing these challenges, the firms should have more enhanced and efficient programs for training.

Training and development are critical instruments for any company to achieve its objectives. The most prevalent fear for businesses, according to Abbas Q. and Yaqoob (2009), is performance. Employee performance and effectiveness were shown to be positively linked and statistically significant in the study. Much research has been undertaken on this issue. Employees regard HRM activities to be a gift, and training is one of the HRM activities for the betterment of employees (Mahbuba, 2013).

Keywords: Training process,  Employee training and development, Employee satisfaction, Employee performance