Training and development and organizational culture

 


Training can be defined as improving the employees’ skills and abilities to full fill current requirements of the job. It will help employees to do their current jobs most efficient and effective manner (Lynton and Pareek, 2011). Development can be defined as improving the abilities and skills of employees for future job opportunities or carrier enhancement.  This will help employees to take promotions or improve themselves to the next level of the organization (Lynton and Pareek 2011). Training and development have a significant impact to organizational culture. All of the training and development programmes should be planned with the cultural objectives of the organization are also kept in mind (Chris, 2019)

What is organizational culture?

Organizational culture is the collection of values, expectations, and practices that help to guide and inform the actions of all the team members. Culture is created through constant and reliable behaviour of the workers and it is really not documented or published in policy documents. According to Amrstrong and Taylor (2014), Organizational or corporate culture is defined as a pattern of values, norms, beliefs, attitudes, and assumptions that may have specifically mentioned but expressed the way in which employees or workers in the organization behave and job get completed. Culture can have a significant influence on employee behaviour. Further, The key to a successful organization is to have a culture based on a strongly held and widely shared set of beliefs that are supported by strategies and structures. When an organization has a strong culture, Employees know how the management wants them to respond to any situation, employees believe that the expected response is the proper one, and employees know that they will be rewarded for indicating the organization's values (SHRM, 2021). There are many tools for developing and nourishing a high-performance organizational culture, including hiring practices, onboarding efforts, recognition programs, and performance management programs.

How do employees learn organizational culture?

There are various ways that the employees can learn about the organizational culture. Employees can refer to online and offline sources to see the strategies of the organization and understand slightly about the culture. And also, inductions programmes are carried out for new employees to give some brief about the nature of the organization and its culture. Culture can be transmitted to employees through the instilment of particular values in the mindset and processes employees are involved in on a daily basis. Regular team meetings, as well as programs used to encourage employees to work in teams and contribute to the discussion also help to transmit the culture in the mindset of the employees.

A few different ways that the employees can learn about the organizational culture are set out the below;

·       Rituals and ceremonies

Rituals and ceremonies refer to the continuous way of doing things that underlines the organization’s values and core practices. These may be formal or informal work practices that are often known as the way things get done and governed how employees work.

·       Material and cultural symbols

Symbols can be taken in the form of company logos and branding, messaging on office walls, office meeting room labels, and job titles and can help to communicate unspoken messages and culture to the employees.

·       Organizational heroes

Organizations have champions and role models who can be followed and positively guide the positive direction of employees.

·       Language

Organizations use language as a good communication method as well as a learning method of culture. The language in the training and learning materials is a real drive for the organization’s awareness of the formalities within the organization and how people treat others. This helps to build good teams rather than individuals.

·       Stories

Organizational stories are often based on memorable historical events that give information about founders, winnings, successes, and failures to the new employees and others to learn and understand the culture of the organization.

Conclusion

If an organization's culture is going to improve the organization's overall performance, the culture must provide a strategic competitive advantage, and beliefs and values must be widely shared and definitely supported. A strong culture can have advantages such as enhanced trust and cooperation, lower conflicts, and more efficient decision-making. Culture itself has an informal control mechanism, a strong sense of identification with the organization, and a shared understanding among employees about what is important.

Therefore, it is very much essential that employees be trained to match the organizational culture. Otherwise, employees who are not fit for the culture are rejected and due to those employees leave the organization. Because of that, the employee turnover will be increased, recruitment costs will increase and productivity and the image of the organization will be badly affected. Therefore, training and developing employees to fit with the culture can play a vital role in the success of all organizations.

References:

·       Armstrong, M. and Taylor, S. (2014) Armstrong’s Handbook of Human Resource Management Practice. 13th edn. London: Ashford Colour Press Ltd. Available at: https://e-czelnia.uek.krakow.pl/pluginfile.php/604792/mod_folder/content/0/Armstrongs%20Handbook%20of%20Human%20Resource%20Management%20Practice_1.pdf?forcedownload=1 (Accessed: 03 April 2022)

·       Chris (2019) How training and development programmes affect company culture. Available at: https://www.thehrdirector.com/features/learning-development/training-development-programmes-affect-company-culture224/ (Accessed: 29 April 2022)

·       Lynton, R.P. and Pareek, U. (2011) Training for development. New Delhi: SAGE Publishing

·       SHRM India (2022) Understanding and Developing Organizational Culture. Available at:  https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx (Accessed: 27 April 2022)

Comments

  1. P.Janaka Chaminda Perera4 May 2022 at 11:24

    This comment has been removed by the author.

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  2. P.Janaka Chaminda Perera4 May 2022 at 11:51

    This comment has been removed by the author.

    ReplyDelete
  3. P.Janaka Chaminda Perera4 May 2022 at 11:59

    According to Bunch (2007), a low attitude toward training also prevents the profession. For example, it is confusing for some writers to suggest outsourcing training so That HRD professionals can pursue more complex activities. In reality, even simple interventions are challenging.

    Reference
    Bunch, K.J., 2007. Training failure as a consequence of organizational culture. Human resource development review, 6(2), pp.142-163.

    ReplyDelete
  4. maduwanthisilva.blogspot.com7 May 2022 at 02:54

    Ogranizational culture has great effect on productivity of employees. Some organisations have strong learning cultures whereas some are not. Well planned training programmes can increase organisation's growth, motivational level and employees relationships. Training expenditure is effective for organisational culture to improve cognitive abilities of employees and oragnisational growth. (Kanwal & Arshad, 2017)

    ReplyDelete
  5. sampathJ7 May 2022 at 04:34

    Employee training and development programs are essential to the success of businesses worldwide. Not only do these programs offer opportunities for staff to improve their skills, but also for employers to enhance employee productivity and improve company culture. They also can reduce employee turnover and a 2020 Work Institute study shows just how important that can be for a company’s bottom line

    ReplyDelete

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