University of Rizal System

Graduate School
Pililla Campus
Pililla, Rizal

ANALYSIS PAPER

THE EFFECT OF TRAINING AND DEVELOPMENT ON EMPLOYEE ATTITUDE AS IT RELATES TO

TRAINING AND WORK PROFICIENCY
Debra L. Truitt

Submitted by:

JOHN PHIER KING S. BASCOS RN, EMT-D

MPA Student

Submitted to:

DR. RONNIE PARICA

Professor
INTRODUCTION

This study explores the relationship between training and experiences and attitudes
and attitudes about perceived job proficiency. The performance of every organization
depends on the efficiency of their human capital as such it is important for management of
organizations to invest in constant training and development to improve the work
proficiencies of their staff. Training and development basically deal with the acquisition of
understanding, know-how, techniques and practices thus training and development is
positively related to job involvement, satisfaction, motivation and commitment.

CURRENT SITUATION ANALYSIS

The main reason companies carry out employee training is to equip them with the
necessary skills to carry out their tasks effectively among other benefits. Researchers have
noted that employee training brings a number of benefits to the workforce such as high
morale among workers, reduction in the cost of production because of the proper use of
resources, low turnover due to low absenteeism and improvement in the quality of the staff
available among other benefits (Truitt, 2011). Researchers note that failure to provide
training and development to employees result in a number of conflicts within the workforce
and the management, as the employees feel most of their needs are not being met.

Employees with positive attitudes become stakeholders in the process and job
accomplishment is of higher priority. The partnership between the employees and the
organization includes participation in teamwork activities and continuous learning
application. Reported findings suggest that an employee’s participation in decision making
and solving develops organizational trust.
 This trend to cut training programs during poor economic times seems shortsighted,
if in fact, training does affect job proficiency and relieves workplace conflict. Nowadays,
within the context of the global financial problems, the increasing pressure of sparse financial
resources is pushing and forcing managers of both public and private organizations to do
more with less.

Employees with training experiences have positive attitudes about training/training

attitudes and positive training attitudes are perceived to improve job proficiency. Employees
fully agreed that they received effective coaching and those who fully agreed they received
meaningful coaching feel they demonstrated an increase in job proficiency.

PROBLEM ANALYSIS

The difference between the skill expectation to perform a certain task and the
available set of skills owned by employees affect their job satisfaction and turnover (Truitt,
2011). When this difference is too big, the employees feel a high demand on their jobs, which
leads to low satisfaction, as they do not enjoy their work, causing them to leave for a job of a
lesser extent or where they can get opportunities to get more skills.

Organizations tend to expect more from employees but fails to provide the necessary
program and development trainings for their workers. If an organization demands it
workforce be productive, they should also consider that this entails them to equip the
employees with the necessary skills as well. Given that the employees have the eagerness to
become productive but lacks the training and skills, equates to ineffectivity. Training should
be seen as important in forming positive attitudes that it may further lead to job efficiency,
and no receiving adequate training could result in poor attitudes about performance.
ALTERNATIVE SOLUTIONS

We all know that time is a precious resource and that employees don’t enjoy having
the impression that they are losing their time. They will therefore be more receptive to the
idea of participating in a training program if they understand how it could be beneficial to
them in their work. Keep in mind that they don’t necessarily want to know the objective of
the training, but, rather, are interested in the impact it might have on their work, their
performance and their ability to contribute towards the objectives of the company.
If you have pre-emptively made an analysis of the tasks, you will have an easier time selecting
a training or creating a development program that directly responds to a specific employee’s
needs. This will greatly increase their motivation to go through the training and to put the
newly acquired information into use.

RECOMMENDATION/S

Organizations should also keep in mind that training and development programs are
investments towards a more productive company. They should not look at trainings as
expenses but they should look at the effect in the long run such as low turnover of employees,
increased production and the like.

If the organization or company cannot afford training and development for the low-
ranking employees, one way is to training the supervisor of the group so that he himself can
re-echo the learnings that he acquired, thus cutting the cost but somehow sharing the
knowledge gathered during the recipients training program. If you opt for internal training,
make sure that the person who has this responsibility has the required competencies and
expertise. If they lack expertise, they will not seem very credible in the eyes of their
colleagues, who will therefore not take the training very seriously.
The employee that you have selected will need to have coaching abilities, such as good
communication skills and the ability to adapt to others. Also, a coach who is motivated by
being helpful to his colleagues and who will be open to their emotions will have more of a
tendency to use positive reinforcement as a tool to motivate.
 It would also be useful to be aware of the coach’s learning style. Since people have a
tendency to transmit information in the way that they themselves prefer learning, this can
sometimes cause incomprehension. For instance, a very conceptual coach might use an
excessively abstract language that will not correspond to the needs of a practical learner, who
would prefer concrete data – unless the trainer is conscious of this bias.

It could therefore be useful to evaluate the personality and learning style of your
potential coaches.

Morale of the employees can also be boosted through the following:

- Recognize every single employee’s birthday. Send gifts for new babies and
weddings. Be involved in employees’ lives to let them feel loved and valued not
only as employees, but also as family members and as human beings. “When
people are loved, they will give more than you can imagine they could for you and
your cause,” Wilcox says. In her company, she sends gifts to employees around
every possible event in their lives. “Employees are the lifeblood of our operation.
We want to make taking care of them our highest priority and to make sure they
are ridiculously happy at all times.”
- When someone is doing something awesome, tell them. Recognize the individuals
on your team who receive good feedback from your clients. It’s important for
employees to feel their efforts are being recognized, and the recognition further
perpetuates their desire to go above and beyond for your clients, which of course,
sets you apart as an organization as well. Says Amelia, “We ask each client how
their therapists are doing, and we pass that positive feedback on publicly at our
team meetings in the form of “Kudos.” Negative feedback is also passed on, but
privately, and proper corrections are made.” In our own organization we provide
periodic surprise “spot bonuses” to highlight achievements that are above and
beyond.
- When your employees see that there is room to advance their career within your
organization, it speaks volumes. Find out what skills and talents the different
members of your crew possess and find ways to develop those skills for future use
in your business. When you have a stellar team member, help invest in the training
they need to advance as your company grows. In Amelia’s case, she reports that
almost all of her leadership team is made up of Licensed Massage Therapists who
began as practitioners and who exhibited skills that allowed the company to
advance them to leadership opportunities over time.