Ministry of Higher

Education and science research

Erbil Polytechnic University
Business Administration
Department
Morning Study / 2nd Stage

Training & Development

Prepared By :
Hassan muhammad
Rebar omed
Hussin tareq

Supervised By :
T. Naseba

2023-2024

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Introduction
Conventional ‘training’ is required to cover essential work-related skills,
techniques and knowledge, and much of this taking a positive progressive
approach to this sort of traditional training. Training and development guide is
oriented chiefly around what’s 214 Vinesh good for people, rather than chiefly
what’s profitable for organizations. The reason for this is that in terms of training,
and development, what’s good for people is good for the organizations in which
they work–what’s good for people’s development is good for organizational
performance, quality, customer satisfaction, effective management and control,
and therefore profits too.

Organizations which approach training and development from this stand point
inevitably foster people who perform well and progress, and importantly, stay
around for long enough to become great at what they do, and to help others
become so.

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Training and Development

As defined by Richard Beckhard, “ Organization development” (OD) is a planned,

top down, organization-wide effort to increase the organisation is effectiveness
and health. OD is achieved through interventions in the organization’s
“Processes” using behavioural science knowledge (i) According to warren
Bennies, OD is a Complex strategy intended to change the beliefs, attitudes,
values, and structure of organizations so that they can better adapt to new
technologies, markets, and challenges. Warner Burke emphasizes that OD is not
just “anything done to better an organization,” It is a particular kind of change
process designed to bring about a particular king of end result OD involves
organzational reflection, system improvements, Planning and self analysis.

Training and Developmentand its Process

In order to ensure that our employees are equipped with the right kind of skills,
knowledge and abilities to perform their assigned tasks, training and
development plays its crucial role towards the growth and success of our
business. By choosing the right type of training, we ensure that our employees
possess the right skills for our business, and the same need to be continuously
updated in the follow up of the best and new HR practices. To meet current and
future business demands, training and development process has assumed its
strategic role and in this regard few studies by

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Importance of Training and Development in an Organizational
Development

Training and career development are very vital in any company or organization
that aims at progressing. This includes decision making, thinking creatively and
managing people. Training and development is so important because-
 Help in addressing employee weaknesses

 Improvement in worker performance

 Consistency in duty performance

 Ensuring worker satisfaction

 Increased productivity

 Improved quality of service and products

 Reduced cost.

 Reduction in supervision.

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Objective of the Study T&D

The Major objective of the study is to analyze the role of training and
development in an organization development. The following are the specific
objective of the study.

Training and development helps in optimizing the utilization of human

resources.

Training and development helps in increasing the productivity of the

employees.

 Training and development helps in creating a beeter corporate image.

Training and development helps in inculcating the sense of team work,team

spirit, and inter-team collaborations.

Training and development helps in improving the health and safety of the
organization thus preventing obsolescence.

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Training and Development Goals in an organizational development

The types of training and development goals identified will depend on the
personal and organizational objectives identified through the strategic planning
process and the agreed appraisal procedure. In any event the goals shall, as a
minimum standard, take account of the following.
 The mission

 The Values

 The strategic objectives of the college

 Equal Opportunities Policy

 Requirements for core competencies

 Continuing personal and professional development

 Requirements for professional and vocational qualification in further education

 Requirements for professional, vocational and workplace updating

 Requirements for organizational change

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Hypothesis of the Training and Development in an Organizational
Development

It Improve productivity, effectiveness and efficiency of government service by

development and better utilization of talents, abilities and potential of
employees.

It Helps employees develop their knowledge, skills and abilities so that they
might become better qualified to perform the duties of their present jobs and
advance to more responsible positions.

Training and development provide for the development of managers and

supervisors capable of organizing and developing effective management systems
for the accomplishment of each State agency’s goals and objectives.

 Alleviate labor market shortages and reduce personnel turnover.

Prepared employees to deal more effectively with growing social, scientific and
economic problems faced by government by making use of advances in
professional and vocational knowledge and technology.

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T&D Analysis and Findings

The analysis of the T&D research revealed that HR’s role is to establish and
implement a high-level roadmap for strategic training and development. The
strategic positioning of training and development directly promotes
organizational business goals and objectives, and thereby enhancing
organizational performance. The findings emerged as a result of survey are
discussed as under:

(1) Organizations must focus on continual learning and job trainings

(2) Line managers should be involved in TNA and policy decisions for training

(3) Good training must provides opportunities to learn and grow

(4) Employee Performance is augmented through competitive advantage

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References
1Graham, K. & Tierney, J. (2003). Improving teacher education through human resource
development at ITEK. Midterm review for Nuffield Foundation.

2Haigh, N. (1998). Staff development: an enabling role. In Latchem & Lockwood (1998)
pp. 182-192.

3 Lentell, H. (1994). Professional development. Open praxis, 1994 (1), 29-30.

4Poole, M., and Jenkins, G. (1996). ‘Competitiveness and Human Resource Management
Policies,’ Journal of General Management, 22, 2, 1-19.

5Anthony Landale (1999). Gower handbook of Training and development. Gower

publishing. Ltd.

6Patrick J. Montana and Bruce H. Charnov (2000). “Training and development.”

Management. Barrons & Educational Series. P. 225.