Article 1 - Training and Development of young leaders within Organizations in Sri Lanka
By Angelo Silva, 02 August 2023
Literature in training very well recognizes the value of conducting Training and Development within organizations and its benefits (Tannenbaum and Yukl 1992). Unfortunately, only 27% of the businesses examined by Saari et al. (1988) claimed to have procedures in place for identifying the managers' training and educational needs. Companies have come a long way since 1988 and still, not a lot of businesses recognize this requirement as one of the key areas of development within companies. McGehee & Thayer's (1961) organizational, task, and person analysis classification is the most widely used paradigm for evaluating training needs within organizations even as of today. These key points can be used as of date to evaluate the training needs in businesses.
Further, the lack of Training and Development within companies have lead to a vacuum of young leaders to lead organizations from the front and a high turnover of middle level mangers is evident in large companies such as Dialog Axiata PLC (Annual report, Dialog Axiata PLC 2022).
As such, by analyzing these facts and previous literature, it can be concluded that, Training and Development within organizations requires to be streamlined and expanded in order to make the businesses better equipped to face the modern day demands of the world.
Video 1: Training and Development Explained
Training and Development
The process of improving an employee's knowledge, skills, talents, and competencies within an organization is referred to as training and development. It is a crucial component of human resource management that seeks to raise individual and group performance, productivity, and efficiency (Von Glinow & Milliman 1990).
The success of a corporation depends on both training and development because they not only improve individual capabilities but also increase employee engagement, job satisfaction, and organizational performance. Companies may maintain their competitiveness, adjust to shifting market needs, and foster a culture of learning and innovation by investing in the continual improvement of their staff.
Training
Training is a series of activities that primarily focuses on enhancing human potential, organizational potential, and responding to current demands (Reynold, 2004). According to Shaheen, Naqvi, and Khan (2013), training is a process that improves a person's abilities, knowledge, exposure, and skills.
Development
Through learning and education provided by the organization, development is the expansion and realization of one's own capacity and potential (Armstrong, 2006).
All of these phrases ultimately result in the development of successful and efficient workers who exhibit superior performance not only for their workplace but also for the broader community. The organization where I work offers its workers ongoing learning and development opportunities with a variety of goals in mind.
Development activities include
1. Mentoring
2. Coaching
3. Job rotations
4. Leadership programs
5. Career planning
Analyzing all of the aforementioned arguments critically, it is evident that education, training, and development of individuals in an organization are all necessary for an organization's to develop not only for a specific activity but for all eventual positions that require specialized knowledge.
References
1. Annual report, Dialog Axiata PLC (2022)
2. Armstrong, M. (2006) A Handbook of Human Resource Management Practice. 11th ed. London, Kogan Page, Ltd.
4. McGehee & Thayer's (1961)
4. Reynolds, A. (2004). Helping People Learn, CIPD, London
5. Saleem, Q., Shahid, M. & Naseem, A., (2011). Degree of influence of training and development on employee’s behaviour. International Journal of Computing and Business Research.
6. Shaheen, Naqvi, S., Khan. M. (2013), Employees Training and Organizational Performance: Mediation by Employees Performance, journal of contemporary research in business.
7. Tannenbaum, S. I., & Yukl, G. (1992). Training and Development in Work Organizations. Annual Review of Psychology, 43(1), 399–441. doi:10.1146/annurev.ps.43.020192.002151
8. Von Glinow & Milliman (1990)
Training and development of young leaders within organizations is the systematic process of identifying, nurturing, and enhancing the leadership potential and skills of young individuals, equipping them with the necessary tools and experiences to take on leadership roles in the future. (Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). How does the lack of Training and Development within organizations impact the availability of young leaders and contribute to the high turnover of middle-level managers in large companies like Dialog Axiata PLC in Sri Lanka?
ReplyDeleteThanks for your valuable question. It is a timely question which affects a lot of companies and businesses in Sri Lanka. According to the European Journal of Business and Management (2013), there are number of areas which will be affected with the non availability of young leaders in large scale companies. They are;
Delete1. Competent career professionals will not be available to lead from the front
2. Satisfaction of the middle level managers will be diminished due to the lack of their development within the organization.
3. The performance of the middle level managers will be hampered and affect the performance of the company due to the lack of training and development as in the case of Dialog PLC
4. Market growth of the company may be impaired due to the lack of young leaders within the organization.
5. Organizational performance will have an adverse impact due to the lack of training and development within the organization.
6. Also, employee retention can be also increased with proper training and development of employees at all levels.
All of these factors contribute towards the performance of the company, high employee turnover and decide the future direction of the organization.
Hi Angelo. Well wrote.
ReplyDeleteTraining and development are crucial aspects of HR that contribute to the growth and success of organizations. It not only empowers employees to excel in their roles but also creates a positive and dynamic work environment that fosters loyalty, productivity, and innovation. By investing in their workforce, organizations can build a skilled and motivated team that is better equipped to meet current challenges and embrace future opportunities.
Thank you Nalin Thushara for your valuable comment. Training and Development is indeed a crucial component in an organization which most of the organizations are not emphasizing much on. In my opinion, companies should revisit their Training and Development programs if they want to retain the skilled workforce they have and prevent them from shifting to better opportunities.
DeleteThe post raises crucial points about the significance of Training and Development (T&D) within organizations and its potential impact on their growth and success. By referring to relevant literature and historical paradigms, the post establishes a strong foundation for its arguments. The post suggests that the lack of Training and Development within companies has led to a vacuum of young leaders and a high turnover of middle-level managers. Can you provide evidence or specific examples that illustrate this impact?
ReplyDeleteThanks for the comment. I have taken an example from Dialog Axiata PLC. A survey was conducted by taking managerial level employees from the company and it was observed that there's a vacuum for Training and Development. Further, as mentioned in the article, evidence was taken from the annual report of Dialog Axiata PLC for year 2022 which clearly shows a downsizing of employees compared against year 2021.
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ReplyDeleteThe suggested development activities offer a practical approach to nurturing talent and fostering a culture of continuous learning.
ReplyDeleteHow can organizations strike a balance between providing training and development opportunities for employees to enhance their current capabilities while also preparing them for future leadership roles and broader responsibilities?
A careful and thorough approach to talent development inside an organization is necessary to strike a balance between offering training and development opportunities for existing competencies and preparing individuals for future leadership roles. Following tools can be used to achieve this goals (Silzer and Dowell, 2009) ;
Delete1. IDPs, or individual development plans can encourage staff members to develop unique IDPs that are in line with their professional aspirations and the organization's future requirements.
2. Rotation Programmes can give staff members experience to various organisational departments and functions and make them competent in multiple areas.
3. Coaching and mentoring can create seasoned leaders to cater demands of the company.
4. Offer structured leadership development programmes that emphasise key leadership abilities like communication, decision-making, strategic thinking, and emotional intelligence.
5. Develop a strong succession planning procedure that identifies high-potential individuals and trains them for upcoming leadership roles.
6. Encourage a culture of constant learning and development inside the organisation.
7. Feedback on Performance: Regularly inform staff of their accomplishments and areas for development.
8. Employees that actively pursue self-improvement and exhibit leadership potential should be recognised and rewarded.
A proactive, all-encompassing strategy that takes into account both individual aspirations and the organization's long-term strategic goals is the key to successful talent development. Organisations may develop a robust and adaptive workforce that stays in the lead by investing in employee growth and developing future leaders from within.
Interesting blog to read through, Anjelo, and it is a very relevant topic to discuss because, not only as organizations but also as a country, we have failed to train and develop young leaders. The consequences of that are very obvious to us. According to your answer to Prasadini's question, you have highlighted in the fifth point that developing a strong succession planning procedure that identifies high-potential individuals and trains them for upcoming leadership roles is the key point to overcoming this burning issue. What kind of constraints do you foresee having to overcome such issues?
DeleteIndeed a question on point Nuwan. There are several constraints within organizations in Training and Developing their employees (Billett, 1995). Some of them are;
Delete1. Limited Resources: Implementing thorough leadership development programmes can require a lot of resources.
2. Time Restrictions: Leadership development takes time and consistency, and it is a long-term investment.
3. Resistance to Change: For a variety of reasons, such as concern for their own jobs or a lack of faith in the candidates' talents, current team members or leaders may avoid preparing possible successors.
4. High-potential employees may quit the company for a variety of reasons, such as greater chances elsewhere, which might sabotage the succession plan.
5. Lack of Commitment: Top-level management must be committed to and supportive of succession planning and leadership development.
Organisations must carefully craft their leadership development and succession planning programmes to overcome these limits. These difficulties can be solved and a strong pipeline of future leaders can be produced with flexibility, continual assessment, and a dedication to developing a culture of leadership and growth.
you are correct .Training and development is a crucial aspect of human resource management, aiming to enhance employee knowledge, skills, talents, and competencies. It leads to improved individual and group performance, productivity, and efficiency. Benefits include increased employee engagement, improved organizational performance, and increased productivity, profitability, and customer satisfaction. In today's competitive business environment, investing in training and development is crucial for organizations to equip their employees with the necessary skills and knowledge for long-term success.
ReplyDeleteWell pointed out Deeshan, it indeed leads to improved individual and group performance, productivity, and efficiency and benefits flourish as you mentioned. How do you think that organizations and businesses in Sri Lanka are addressing this requirement within their work scope? You can take your organization or any other organization as an example.
DeleteThank you for sharing such a concise yet informative introduction to the importance of training and development of young leaders within the company and you touched on one of the essential topics in HRM. Training and Development play a critical role in enhancing individual skills, organizational performance, and overall success in a rapidly changing world. It is an investment that yields numerous benefits for both employees and the organizations they work for.
ReplyDeleteIn my personal view, In today's quickly changing business climate, encouraging the development of young leaders within the firm is unquestionably critical for assuring future success. Fostering the leadership qualities of rising talent is a strategic investment that fosters continual growth, innovation, and long-term success. While internal leadership development programs are vital for instilling a sense of drive and commitment among employees. However own Employees mold for company thinking and setup and fewer chances of thinking outside the box, therefore, it is also important to understand the benefits of bringing in new viewpoints from outside sources. Bringing in new young talent from outside the company provides a dynamic infusion of innovative ideas, diversified thinking, and broader industry exposure, which works in tandem with internal efforts to move the organization ahead into new realms of achievement.
I'm also interested to understand What are the current challenges facing your Industry today to implement "Traning and Development of Young Leaders' in Sri Lanka?
Thanks for the comment Niru. I've discussed several challenges faced by Organizations with the aspects of Training and Developing their staff in an earlier comment as well. However, the challenges faced by Organizations when Training and Developing their employees are;
Delete1. Limited Resources: Implementing thorough leadership development programmes can require a lot of resources.
2. Time Restrictions: Leadership development takes time and consistency, and it is a long-term investment.
3. Resistance to Change: For a variety of reasons, such as concern for their own jobs or a lack of faith in the candidates' talents, current team members or leaders may avoid preparing possible successors.
4. High-potential employees may quit the company for a variety of reasons, such as greater chances elsewhere, which might sabotage the succession plan.
5. Lack of Commitment: Top-level management must be committed to and supportive of succession planning and leadership development.
according to Billett, 1995
Hi Angelo , your article effectively highlights the critical need for Training and Development programs in organizations, particularly in Sri Lanka. The reference to existing literature underscores the recognized benefits of such initiatives. However, the concerning statistic of only 27% of businesses addressing managerial training needs showcases the current gap. The reference to McGehee & Thayer's classification as a relevant evaluation tool adds depth to the discussion. The real-world impact on companies, such as Dialog Axiata PLC, further emphasizes the urgency of nurturing young leaders through improved Training and Development practices. This article compellingly advocates for the strategic enhancement of these programs to meet the evolving demands of today's business landscape.
ReplyDeleteThanks Dilanka for your comment. I'd like to know the practical limitation faced by your industry when carrying out Training and Development within your organization.
DeleteOrganizations may establish a pool of qualified and driven people who are ready to drive their company's growth, adapt to changes, and lead successfully in the future by investing in the education and development of young leaders in Sri Lanka.
ReplyDeleteThanks Wasantha for your valuable comment! As you very correctly said, investing in training and development of young leaders is essential in all organizations. It is evident with the study carried out by Von Glinow & Milliman (1990). In your opinion, what methods can be used in organizations to train and develop their employees?
DeleteThe blog article "Training and Development of Young Leaders within Organizations in Sri Lanka" provides a thought-provoking analysis of the importance of training and development in today's organizational landscape. The article adeptly highlights the existing gap between the recognition of training's value and its implementation in businesses. The references to seminal works like Tannenbaum and Yukl's (1992) research, along with contemporary data such as Saari et al.'s (1988) findings, lend credence to the argument.
ReplyDeleteThe author's inclusion of McGehee & Thayer's (1961) classification and the subsequent application of this paradigm underscores the enduring relevance of their framework. This insightful exploration serves as a reminder that even with progress over the years, certain foundations of training and development remain unwavering.
Moreover, the connection between the lack of Training and Development and the dearth of young leaders in prominent companies is a poignant observation. The mention of Dialog Axiata PLC's turnover data adds a real-world dimension, anchoring the argument in current industry realities.
Thanks for your valuable comment Anuradha! Agreed with your comment. You have tabled an analytical and valid comment through evidence of existing literature. Tannenbaum and Yukl's (1992) research is indeed solid evidence to the subject matter.
DeleteThis article effectively sheds light on the profound impact that inadequate training and development can have on organizations. In a rapidly changing and highly competitive business landscape, the need for continuous growth, innovation, and adaptation is paramount. The article correctly underscores that the knowledge, skills, and capacities of employees play a crucial role in achieving these organizational goals.
ReplyDeleteThe concept of strategic human resource development (SHRD) as a contingency plan is an insightful perspective. By aligning human resource strategies with competitive strategies, organizations can better equip their workforce to handle the challenges of today's dynamic marketplaces.
The article aptly emphasizes the shared responsibility of various stakeholders, including top management, human resources, supervisors, and employees, in the training and development process. Providing general policies and processes, as highlighted, sets the foundation for effective implementation.
Thanks for your valuable comment Sharika! SHRM and SHRD is indeed valuable tools advance Training and Development of employees within an organization as you very correctly pointed out. I will be publishing separate articles on the importance of SHRM and SHRD concepts.
DeleteThe journal by Ajgaonkar, S., Neelam, N.G. and Wiemann, J., (2022) is a timely and updated article on the Drivers of workforce agility: a dynamic capability perspective which beautifully elaborates the concepts of SHRM and SHRD in depth.
The author's blog post on "Training and Development of Young Leaders within Organizations in Sri Lanka" highlights the importance of grooming young leaders in today's dynamic workplace landscape. The blog explores the challenges and opportunities related to youth development in Sri Lankan organizations, focusing on fostering leadership skills and attributes among the younger generation. The author presents a balanced view, showcasing successes and areas for further attention in youth leadership development. The blog's writing style strikes a balance between informative content and readability, making it an insightful read for professionals, academics, and anyone interested in the growth and sustainability of Sri Lankan organizations. The blog highlights the transformative potential of empowering the youth to steer organizations towards a prosperous future. Overall, the blog serves as a valuable resource for dialogue, reflection, and action towards nurturing young leaders within Sri Lankan organizations.
ReplyDeleteHi Anjelo,
ReplyDeleteYour comment underscores the significance of education, training, and development programs inside a business for contributing to its overall growth and efficiency.
While it is common knowledge that education, training, and development are crucial to the expansion and flexibility of an organization, it is just as well acknowledged that a strategic approach must be taken in order to be successful. In order to build successful programs that actually contribute to the success of individuals as well as the company, businesses need to take into account their unique requirements, the resources they have access to, and the changing nature of the industry in which they operate.
Thanks for your valuable comment Menaka! As you correctly said, education, training, and development are critical to an organization's growth and adaptability, it is also widely acknowledged that a strategic approach is required to be effective. Also, businesses must consider their particular requirements, the resources available to them, and the changing nature of the industry in which they operate in order to create successful programmes that contribute to the success of individuals as well as the firm. This is evident when reading the article by Aguinis and Kraiger, (2009).
DeleteThe development activities offered provide a practical method to developing talent and establishing a culture of continual learning.How can organizations find a balance between providing employees with chances for training and development that will help them improve their current skills while also preparing them for future leadership roles and larger responsibilities?
ReplyDeleteThanks for your valuable comment Chirath! Thanks for the timely question as well. As you correctly mentioned, training and development activities offered to employees will benefit for their own personal development as well as preparing them to take up larger responsibilities within the organization as well. This is evident with the finding of the article by Aguinis and Kraiger (2009). I recommend this article to you.
DeleteWhat a fantastic read! It's truly inspiring to see organizations in Sri Lanka prioritizing the training and development of young leaders. Nurturing the potential of the youth not only benefits the individuals but also contributes to the growth and progress of the entire nation. Kudos to these forward-thinking initiatives that are shaping a brighter future for both the individuals and the organizations they serve. Keep up the great work!
ReplyDeleteThanks for your kind comment. Agreed!. As you pointed out, nurturing the potential of youth benefits not only individuals, but also the growth and progress of the entire nation. It also paves way p for a brighter future for both individuals and the organizations they serve. It is evident with the study carried out by Von Glinow & Milliman (1990).
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ReplyDeleteVery interesting article to read.
ReplyDeleteTraining and development is one of the crucial factor when comes to growth and stability. There are seral training methods and Training inhouse will be a good cost effective method so the company can build expertise inside the organization with using the past experience. Also training and development is one of the key factor where more employees are looking, which impact on employee retention also. So Organization has to look more carefully on this topic also.