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Organizational Perception on Training and Developm

Organizational Perception on Training and Development in a Manufacturing EnvironmentBandt & Haines (2002) defines human resource as the energies and talents of individuals available to an organization as possible contributors to the realization and creation of the mission, vision, goals and values of the organizations. Development is the process of dynamic learning from experience, which leads to purposeful and systematic development of the whole individual: mind, spirit and body. Therefore, Human Resource Development (HRD) refers to the integrated deployment of training, career development and organizational development efforts in order to enhance the effectiveness of individuals, group and the organization as a whole. Organizational reaction to training and development in any manufacturing environment is determined by the perception and attitude of the employees. According to Ashar et al. (2013), the perception and attitude of employees have substantial effect on the performance of employees that in turn determines the organizational performance. There is a need to fulfill the wants of the employees that would be the result of their enthusiasm shown by them towards their work achievement.Statement of the ProblemThe attitude and perception of employees have a significant effect on the achievement of any organization (Bandt & Haines 2002). If workers view training and development practices in the positive way, it is definite that it will positively affect the organization. If the workers are contented with the training and development, or human resource development, then they are likely to have a positive attitude towards the organizational management. On the other hand, unsatisfied employees will have a negative attitude towards organizational management (Gomez-Mejia, Balkin & Cardy 2004). The perception and attitude of the workforce relies on the job satisfaction derived from the manufacturing organization. Job satisfaction is determined by recruitment and selection procedure, training and development compensation methods, amenities available, general working environment, and perquisites offered by the manufacturing organization. In this regard, his research proposal focuses on the organizational perception on training and development in manufacturing environments.

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