Employees’ Training and Development Outcomes

Subject: Employee Management
Pages: 5
Words: 1448
Reading time:
6 min
Study level: Bachelor


Training and development of employees have positive outcomes essential to both the organization and the employees. They influence the organization’s performance as the employees’ skills are improved during training. This paper analyzes the views of both the organization and the employee and their relationship whereby the outcomes picked are reduced turnover, enhanced organizational change, satisfaction, improved performance, and enhanced innovation strategies. These results positively affect the organization and the employees by improving the efficiency of production, which increases the earnings of both parties. The outcomes are also compared to the following human resource topics; recruitment and selection, employment and labor law, performance management, and employee services. These topics influence how training and development are done and give recommendations.

Reduced Turnover

Training and development reduce the loss of talent in the workforce in an organization over time. This is important to the organization as it saves time which would be used to scout for new employees to replace the departed employees. It also cuts the cost of hiring new employees who will take time before settling in their new positions. Training reduces mistakes in the workplace which would cause turnover (Jun 2021). Employee training and development leads to the development of experts in an organization; this, in turn, reduces turnover.

These two viewpoints have a common goal of job security whereby both the organization and the employee seek to maintain their jobs while improving their skills. The organization seeks to continue improving its employees’ skills to continue serving them in the future as it saves them the cost of hiring new individuals. Similarly, the employees seek to improve their skills to keep up with the organization’s requirements to keep their jobs. Improved skills enable the employees to have chances of promotion to other positions. This improves their satisfaction and thus reduces the chances of leaving their current employers, reducing employee turnover in the company.

Enhanced Organization Image

Training and development improve the organization’s reputation among potential customers, competitors, and employees. This attracts a lot of attention, leading to potential sales and attracting partnerships. A good reputation also attracts new talents to the organization as the new individuals will want to be associated with the company. This is important to the organization as it can easily access the market’s best employees. A proper company image enhances employee pride, which urges them to maintain the image by working towards the company’s goals (Jun 2021). The employees also keep off situations that would ruin their company’s reputation as they are their brand ambassadors.

These two viewpoints are important to both the company and the employees. They open new opportunities to the parties whereby the organization accesses new business opportunities, new talents, and increased revenue. The employees’ job satisfaction is improved as they feel that their jobs are part of their good reputation. This improves their morale to achieve more for the company to maintain its reputation. Increased company reputation may lead to more organizational growth, translating to increased earnings for both the firm and the employees.

Enhance Satisfaction

Investing in employee development increases the output of the organization. The employee’s skills are improved, which translates to improved efficiency in the workplace. Training gives employees access to more information, making them feel valued and matter in the organization. Providing the employees with information to which they had no access makes them feel rewarded and satisfied with their workplace careers (Jun 2021). Employee satisfaction leads to more productivity as an appreciation of the firm. The employee’s loyalty to the company is enhanced as they feel indebted to the firm for providing them with opportunities to practice their careers to satisfaction.

These views cross each other as both parties gain satisfaction from the development. The organization achieves its goals easily as the employees feel like a firm part. This enables the employees to work under minimum supervision, which is advantageous to the company as it reduces mistakes in service delivery (Pržulj & Vještica, 2017). The employees satisfaction enhances their motivation whereby they seek to develop their careers in a firm that recognizes and supports their careers. Therefore, both parties gain from the satisfaction as it increases their career growth and increases revenue for the firm.

Increased Innovation in Strategies

Training and development open the organization to new strategies. This is achieved by enhancing the employees’ strengths and exposing them to new ideas. This leads to developing new ideas to achieve the organization’s goals easily. These strategies enhance the firm’s development by opening new markets and providing new ways to deal with challenges in business, such as competitors (Jun 2021). To the employees, increased innovation expands their careers to higher levels. This may include increasing salaries and job promotions whereby they enjoy more employee benefits. The employees can also compete with other employees from different firms by creating new solutions to achieve their career goals.

From both viewpoints, the parties experience growth in careers for employees and expansion for organizations. The employees’ career improves, making them experts in their field, which improves their efficiency. They get to be at par with their competitors, enabling them to use it as a bargaining point for their employee benefits such as salary and promotion (Pržulj & Vještica, 2017). The organization experiences growth as the new strategies improve the efficiency of production. This reduces the time and money, which puts the organization a step further from its competition.

Improved Performance

Training and development turn employee weaknesses into strengths which improves their performance. Training enables the employees to get more information on their skills and responsibilities. Improved performance translates to more income gains for the organization as the workers achieve the goals efficiently due to their improved skills (Saira et al., 2020). Employees gaining new skills increase their efficiency and enable them to climb their career ladder, getting promotions, leading to career satisfaction and increased employee benefits. Training and development also allow employees to discover their talents and work on them.

These views cross each other as they expose both parties to new heights of success. The company can achieve its goals with efficiency due to the proper organization of the employees. The trained employees know their responsibilities and have greater insight into the company’s operations, increasing their efficiency and reducing the wastage of resources. The employees can expand the scope of their careers by gaining new skills and responsibilities through training. This ensures that they are competitive due to the gained experience.

Human Resource Topics

Recruitment and Selection

Training and development remedy recruitment and selection failure because they enable the organization to utilize talents from their existing labor. Organizations prefer developing their workforce instead of hiring new employees (Pržulj & Vještica, 2017). This is because hiring new employees could delay development as the employees will take time to adapt to the firm’s culture, whereas training a former employee to take another position in the same company leads to a smooth transition.

Employment and Labor Law

The labor laws cater for training and development whereby training and development should be offered equally to all employees without discrimination based on gender, religion, color, or disability. All employees should be offered a chance to train and develop (Saira et al., 2020). Employees should be provided with training to avoid the harm that a lack of training could cause. The lack of this would make the organization liable for the loss (Jun 2021). The firms must also make reasonable accommodations by assigning training slots to marginalized individuals.

Performance management

Training assists performance management in the workplace by giving the employees their specified responsibilities. The employees are given all the required information enabling them to have similar skills and knowledge (Saira et al., 2020). This enables the employees to be more efficient in achieving their goals. Ensuring that all workers have the required information enhances teamwork and reduces supervision. This improves the output of the organization.

Employee services

Training and development can be used as a form of employee service. Offering employees new skills can instill loyalty to workers, whereby they stick to the company for the longest time possible. The employees seek to do their best to enable the company to achieve its goals (Saira et al., 2020). Employees feel appreciated by their employers when they are provided with added benefits to better their skills in their workplace.


Training and development are essential to the development of both the organization and the employees. The organization can achieve efficiency in delivering its products. At the same time, the employee can increase their skills and knowledge and climb up their career ladder. During training and development, employers should consider other factors such as employee services, performance management, recruitment and selection, and general labor laws.


Jun, M. Training and turnover: Job demands and employee benefits as moderators. Academy of Management Proceedings, 2021(1),14754.

Pržulj, Ž., & Vještica, O. (2017). The impact of training / education on business results and employee satisfaction. European Journal of Economics and Business Studies, 9(1), 126. Web.

Saira, S., Mansoor, S., Ishaque, S., Ehtisham, S., & Ali, M. (2020). Training effectiveness and employee outcomes: A study of an Australian manufacturing organization. European Journal of Training and Development, 45(4/5), 301-319.