Learning, Training & Development


According to Armstrong (2010, p.221), learning and development is the process of ensuring that the organisation has the well-informed, skilled and engaged workforce it desires. It implicates facilitating the achievement by individuals and teams of knowledge and skills through practice, learning events and programmes provided by the organisation, guidance and coaching presented by the line managers and others, and self - directed learning activities carried out by individuals.
                                                                        
According to Armstrong (2014, p.284) defined training as the systematic application of formal processes to impart knowledge and help workers to acquire requisite skills for them to perform their jobs satisfactorily. This definition supported by Olakunle & Ehi (2008), who see training as the systematic development of the knowledge, skill and the attitude required by an individual employee to perform effectively on a given task or job. Therefore the process of training and development is a continuous one and an avenue to gain further and new knowledge and develop further the skills and techniques to function effectively (Isyaku, 2000). In the view of Armstrong (2014: 284), development considered as the growth or realisation of a person’s ability and the potential through the provision of learning and educational experiences. Harrison (2009: 8) concludes the critical aim of learning and development as an organisational the process is to aid typical progression through the collaborative expert and ethical stimulation and facilitation of education and knowledge that support business goals, improve individual potentials, and respect and build on diversity”.

Accordingly, with the proficient industry expertise in tourism and hospitality trade, the “loop wholes are invisible”. Due to this matter, the readiness level of subordinates plays a critical part when quick decision making is vital. Constant variations in tourism trends and the current economic environment are uncontrollable dynamics that will influence to create employee disengagement and low competences in the tourism industry in Sri Lanka. Thus lack of training and development in an organisation will drastically impact on its sustainability.
§  Ineffective employee engagement creates low productivity in the organisation.
§  Staff demotivation will influence to create goal incongruence via departments.
§  Weak leadership interest and control.
§  High employee turnover.

 References 
Armstrong, M (2010). ARMSTRONG’S ESSENTIAL HUMAN RESOURCE MANAGEMENT PRACTICE. (1st Ed.). Great Britain & United States: Kogan Page Limited.


Armstrong, M (2014). Armstrong’s Handbook of Human Resource Management Practice. (13TH Ed.). Great Britain & United States: Kogan Page Limited.

Kulkarni, P.P. (2013). A LITERATURE REVIEW ON TRAINING & DEVELOPMENT AND QUALITY OF WORK LIFE. Training and Development. [Online]. IV (2), 4-8. [12 September 2018]. Available from: http://www.researchersworld.com/vol4/issue2/Paper_20.pdf

Nwokocha, I. (2015). The validity of the effectiveness of training and development in Organizations in Nigeria. Journal of Business and Management. 17(5), Available from https://pdfs.semanticscholar.org/b721/fc064155a68f4ec9e0bfecbdaea5ef74f8d0.pdf accessed on [15 September 2018]

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