Negative effects of a lack of training in an organization
Negative effects of a lack of training in an organization
The main considerable negative impact of lack of training in
an organization is weakened performance of employees means not training can affect
to employees’ less productivity, safety in workplace and it ultimately reduces
the overall well-being of the organization (Osborn, 2018). Ignoring regular
training may cause to reduce team moral, performance of the business and
financial turnover which may directly impact to increase the good employee
retention ( Martinelli, 2018). On the other hand, training is also can be a
failure, if it lacks in transferring learning outcomes to the job, hence it
will be a cost to the organizations other than an investment (Sabura, 2011
cited by Ukpere & Ukandu, 2013).
According to Martinelli (2018) and AL-Aghbari et al (2019),
the risks of ignoring workplace training is categorized as follows.
Unsafe work environment
Organizations have legal obligation to provide health and
safety trainings regularly and with ignoring that organization may face not
only legal reputation but also increase of workplace accidence and decrease of
moral and increase of absence of employees.
Unhappy, unsatisfied employees
Inadequate trained people increase work related stress and
show poor performance with unhappiness which may directly impact tot
unhappiness of employees in the workplace.
Reduce productivity
If employees are not ready to increase their knowledge and
skills with rapidly changing technologies, it is not possible to productively
stand in the competitive market.
Increase the staff turnover
Poor training, workspace stress and unhappiness of job will
focus employees to unappreciated of their job, so managers must force them to
perform which increases employee turnover automatically.
According to the research done by Elnaga and Imran in 2013,
the majority of private and public sector organizations and international
organizations are still not identified that employee performance and
productivity are depend on regular trainings. So, when the economy of the
country or declaration of profit of the organization, the first action many organizations
take this to reduce or cut the training budget of the organization which will
directly increase the turnover of the employees from the organization with
dissatisfied and due to unsafety feelings in the workplace.
According to the research outcome of the research done with
Malaysian SME company, the resulting output was the 85 percent of employees
shows high performance due to well trained, but 15 percent shows considerably
low performance, and the identified reason is lack of training and learning
practice in that particular section (Al-Mzary et al, 2013).
According to the research and policy briefs document of the
World bank Malaysia hub, it is argued that unskilled immigrant employees show
low formal human capital but still productive by helping to increase efficiency
of work done with influx of immigrant labor (Devadas, 2017).
Figure 1: Effect of Unskilled immigrant labor on productivity
Source : Research
& Policy Briefs, 2017
The company I have worked for is a telecommunication service provider who always deals with new technology trends. So early adaptation to new technology must be mandatory to the all-staff members. Once new technology absorbs by the organization, if people are lagging with hands-on practice or awareness of that technology, it shows negative impact to the organization which may cause to decrease the company reputation as well in the competitor market. With the pandemic situation of the country, the training and development centre is lagging with supplying training programs to the employees. Newly recruited employees to the organization feel negative when they are dealing with customers. It gives an unsatisfied feeling to the employees as well. So, they tend to retain from the organization. While many trainings are providing online platforms, outside plant employees specifically technicians feel unawareness of less hands-on trainings. For an instant, hence the trainings related to splicing of optical fiber cable, is not effective to deliver online, unsafe work environment creates in the field. So, lack of training suppling by the Organization may cause lots of short term and long-term bad effects, not only to the organization, but also to the employees as well.
References
1. Al-Akbari S. G. (2019) Small Businesses and Lack of Training,
1st ed, Lebanese International University Yemen/Sana’a.
2. Al-Mzary, M. M. M. , Al-rifai, A. D.A., Al-Momany, M. O. E.
(2015) Training and its Impact on the Performance of Employees at Jordanian
Universities from the Perspective of Employees: The Case of Yarmouk University,
Journal of Education and Practice, 16(32), pp. 128-138.
3. Devadas, S. (2017) Research & Policy briefs. [Online]
Document1.worldbank.org, Available at: <https://documents1.worldbank.org/curated/en/693241488820573902/pdf/Threat-or-help-the-effects-of-unskilled-immigrant-workers-on-national-productivity-growth.pdf>
[Accessed on 24 August 2021].
4. Elnaga, A & Imran, A. (2013) The Effect of Training on
Employee Performance, European Journal of Business and Management, 5(4),
pp.137-144.
5. Martinelli, K. (2018) The Consequences of a Lack of Training in the
Workplace, [blog entry], Available at <
https://www.highspeedtraining.co.uk/hub/lack-of-training-in-the-workplace/>,
[Accessed on 20th August 2021].
6. Osborn, C. (2018) How the Lack of Training Affects Your
Organization, [blog entry], Available at: <
https://thetrainingassociates.com/blog/lack-training-affects-organization>,
[Accessed on 20th August 2021].
7. Ukpere, W. I. & Ukandu, N.E. (2013) Effects of poor
training and development on the work performance of the fast-food employees in
cape town, Mediterranean Journal of Social Sciences, 4(14), pp. 571-579.
Agreed. Training is the essential factor. Further, clarify, many scholars identified the importance of training and development. Alternatively, considering the sports sector, training is the most vital factor in enhancing individual or team performance of sport managers, players, and organizational performance (Millar and Stevens, 2012) .
ReplyDeleteYes, Amila, while considering the field of sports, coaching is functioning as training methodology.ad Khan et al (2016), comes up with survey outcome the role of training in sports considered as pivoting tool to improve performance for a goal achievement and continuous development. Also they mentioned that psychological factors also directly effected while training.
DeleteBut with the survey outcomes, it was found that training and development increases the performance of the employees, so organization need to spend for training not as cost but as investment for sustainable long run competitive edge as shown in figure :1 below and the outcome shows in table 1 below (Younas et al, 2018). Furthermore, as per the analysis done by Mozael (2015), benefits of training and development for long term running of organization are reduce turnover, surety workplace, enhance quality other than high productivity and performance.
ReplyDeleteAgreed with your discussion while adding the future orientation of the organization is dependent on the workers who work for it, recruitment and selection are critical processes in human resource management. As a result, organizations are obligated to follow acceptable selection processes. The reason for this is that if the selection is not done properly, it will have negative consequences for the business and will cost the employer money, time, and effort (Kapur,2018).
ReplyDeleteYes Menupa, recruitment and selection process has to be smooth and it has to select people with suitable skills and knowledge (Kapur, 2018), but from the view of training and development, it has to provide development and enhance quality not only existing employees but new employees as well(Goldstein & Ford, 2002). Also, decision making, team work, problem-solving and interpersonal relationship has positive impact to he organization which may reduce cost, time and effort indirectly(Rohan & Madhumita, 2012).
DeleteEven a cursory inspection of this review displays the diverse nature of literature in this field which includes such topics as: need assessment techniques, evaluation methodology, and particular modes of instruction; in addition, there are topics with social and political implications such as training for second careers and training hard-core unemployed youth. This is the first examination of the topic in this series since J. P. Campbell's (1971) review.
ReplyDeleteYes while considering unemployment youth, it is better to provide entrepreneurship training which might drive them for small business development(Brown, 2019). The relationship between entrepreneurship training and entrepreneur orientation is positive with evidences of surveys(Al-Awlaqi & Habtoor, 2018).
DeleteAgreed with your point. in fact, training make a vital effect on employee turnover and employee retention. In view of Armstrong (1995), Training activities in an organization should be a continuous process and not a once and for all activity. It is an ongoing process for new, old, transferred, and promoted employees.
ReplyDeleteTraining is highly useful tools that can push employee to correct position with effective and conscientious way(Aghbari, 1019). Sommerville(2007) also mentioned that training process is a continuous practice for all type of employees in the organization for their better operation performance in the working level.
DeleteAgreed Thushari. Necessary to care for employees in the way of education and development, otherwise there is a possibility that the organization will lose those employees. (Vostrá, Jindrová and Dömeová 2011)
ReplyDeleteBut some organizations careful about offering training to everyone with thinking their development may cause to leave from the organization to new job opportunities (Garger, 1999), but as per Gerbman(2000) describes organization need to offer employees conceptual skills to think in a different way. Any how it is proved that career development of employees will might give worth to the organization but not only themselves(Nunn, 2000).
DeleteIt is indeed an investment which will bear fruit in time to come. It must also be highlighted that an improper learning and development structure, productivity, employee commitment, psychological contract and employee retention can be adversely affected (Sahinidis and Bouris, 2007).
ReplyDeleteAgreed with argument. But still organizations feel that it is a wastage of their revenue. lack of training effected to lack of performance, according to the research done in fast food company in Cape town, the outcome shows that managers, cashers and production unit those who are not trained properly, unable to achieve the target(Ukandu & Ukpere,2013). Even job satisfaction and length of employment also factor of continuous training and development offers by the organization( Canrade & Woods, 1994).
DeleteAgreed. Training and development activities allow organizations to adapt, compete, excel, innovate, produce, be safe, improve service, and reach goals. In the United States alone, organizations spend about $135 billion in training individuals per year (Patel, 2010). Moreover, studies show that training is a key component in building and maintaining an effective employee workforce, which in turn drives various metrics of corporate well-being. In addition, training is also a key component in leadership development (Collins & Holton, 2004).
ReplyDeleteYes Khalid, many of the researches identified different positive impacts in different view, concluded as learning and development sense large amount of positive effects to the employees for their career and organizations for their high performance in the competitor market)Walters and Rodriguez, 2017). Jehanzeb and Bashir(2013) also came up with successful organization need to be develop employees through training and development to challenging tasks and he found that many organizations investing more than $126 billion annually for this matter. so it can be concluded to prove your argument.
DeleteAgreed, in addition to this, adverse performance is one of the most apparent worst results of neglecting to train employees within the organization. Employees who have not been trained will lead to adverse issues with efficient performance. It’s because, less knowledge and training tend to a low quality of performance. Employees those who are well trained with the competency skills and knowledge to perform their job will give the high quality performance (Osborn, 2018)
ReplyDeleteAgreed, lack of training of employees might impacted to not to achieve the desired level of business survival and employees are not aware with up-to-date knowledge might also cause to lack of productivity, unsafe and ultimately lack of business reputation in the competitive market(Aamer & Habtoor, 2018 and Suha et al, 2019).
DeleteAgreed. Further, the need for employee training and development may occur at any level of the organization, such strategic, tactical or operational. Nassazi (2013)
ReplyDeleteYes, organizations invest for training and development of any level of employees for bot he short and long term benefits of the organization(Maimuna & Nda, 2013). Sheeba & Christopher(2019) mentioned that learning and development has to align with organizational strategies to keep any level of employee update with knowledge, skills and attitudes(KSA) for innovations.
DeleteAgreed. Training is imperative in running a successful organization. by not training your employees you can affect their productivity, safety, and the overall well-being of your organization (Cheng & Ho, 2001).
ReplyDeleteNot only lack of training but ineffective training also affected to reduce the employee productivity(Karodia,2014). The success organization however depend on knowledgeable, skilled and well-experienced employee base(Nishtha & Amit, 2010).
DeleteAgreed with you r points. Employees are the pillar of successes in any organization. Specially in technical related organizations required high stands technical training to keep their performance according to industry standards. But according to Tina Amo (2019), some organizations believe training is unnecessary expense to their budget & new employees should learn from their senior employees.
ReplyDeleteYes Samadhi, still some organizations consider that providing training to the employee is not an investment and it is a waste for the organization. In the 21st century, there is a favorable to the organizations, which can learn faster and adapt to change so training and development able to cover all these accordingly(Noe, 2006).
DeleteAgreed. Further, lack of training reduce productivity of employees. If organization has qualified, skillful, and knowledgeable employees, it directly involve to company growth. organization can take a benefits in the future. Furthermore, it can lead to more frustration, wasted time, and unhappy employees
ReplyDeleteEmployee motivation, performance, productivity and extra achievement re the key factors of successful organization with a long run which can be covered by proper learning and training process facilitated by the HRM of the organization(Armstrong, 2010). Further Olaniyan and Ojo(2008), systematic training able to develop knowledge, skills and enable to work motivated and satisfied level.
DeleteThank you for sharing arguments. Kirkcaldy, Trimpoo and Williams (2002) also stated that lack of training causes employee stress. Thus, employees should be given the necessary training to cope with the stress. By the way, employees should be allowed to decide the when and which types of training needs. Otherwise, if training gives t will be useless.
ReplyDeleteYes agreed, the main objective of training is to improve effectiveness to develop employees performance(Falola et al,2014). Successful trainings used best training methods to attract employee attention so the employees are stress fee to work with motivation, upgraded motivation and skills( Tech-Hua & Catherine, 2015).
Delete