Blog Post

Why the organizations learning and development turns into an inevitable role towards the employee

Published: Saturday, April 20, 2019

The human factor plays a major role in the organizations to be able to act in the desired performance. Organizations realized the urgency of caring for human assets via calibrating the best training solutions as a majority to their development. There is a dramatic increase in the organization training and development over the last six years, which is clearly reflected on the organization training and development expenditure. According to ASTD State of the Industry Report (2017) “This is the sixth year in a row that has seen an increase in direct learning expenditure. Organizations spent $1,296 per employee on learning in 2017. This represents a 1.7 percent increase from 2016, when the average spend per employee was $1,273”.

Organizations understand the importance of learning or training and development are the most organizations that benefit from the employee performance, which is reflected on its performance, revenue, and success. “Developing your employee is critical to your organization success.” (Harvard Business School, 2009, p. 4).

In recent years employee performance and productivity are characterized by the training and development in business and organizations. Smart organizations are; by their role; endeavor the best place in the market to get the highest financial benefits, as well as the highest reputation. Therefore, the organizations lean to get into the market competitions to keep their business in the highest level of quality, and to meet the international standards in each field, taking into consideration the fast pace of technological innovations, which includes advances, skills, and process changes effects on the ways that organizations do work and its market place.

Several studies have investigated the influence of training on employee perception, cognition, and attitude. The organizations benefit from the outcomes that improve employee productivity and performance. The trained employee perception on the outcomes is positive in comparison to the employees they didn’t, that means the more the employees are trained the more understand training activity outcomes. Ibenu (2016)

The training had many benefits for the employees by increasing their self-confidence, improving their competencies and personal skills moreover, the employees realized that they have been invested. Despite some interviews had resulted the difficulties of cognition translation into behavioral changes, when they back to their workplaces to apply their training to the real job. Santos and Stuart (2006).


Studies have identified the influence of training on employee perception, attitude and increasing their knowledge to tackle the performance challenges as well as cope with the organization culture.

The fact that training is one of the solutions that enable organizations to achieve a high work performance culture, it is important to know the kind of training and development programme that organizations need to use to change the culture, that is, the attitude and/or behavior of all the employees in the organization. This attitude will depict the values and practices of the workers and enhance their work performance. Ibrahim, Boerhannoeddin, and Bakare (2017, p. 390).

“According to most studies, successful training and education program would create more favorable employee attitudes and loyalty, and help employees in their personal development and advancement.” (Neyestani, 2014).

Eventually, the employee’s satisfaction and performance with the organization walk hand on hand with the provided services such as continuous development, salaries, and work benefits. Organizations work on such culture to flourish their employees, gain easily the value chain of innovation and rapid development. Otherwise, the organization should review its current culture, vision, mission, and values. In other words, they should start again from scratch to bring about better results.

About the Author

Learning and Development Manager at alfanar Organization. 

MA Education and Learning Innvovation, South Wales University.

FCIPD Certified. 

MBTI Global Certified.

ATD Expert Coach.

Alfanar Toastmasters Club Presedent.

CBT, REBT Certified Coach, International Transformation Academy. 

Clearly, my beliefs are polarized from the saying "Innovation is completely different to Invention."

That's why a massive number of talents are rapidly attracted to a specific business environment. 

I believe the high-performance team born when a healthy workplace exists, which is revealed from the right organization culture, whereas valid soil to plant seeds and water them to get the innovation. This will be lead to the high-performance team, where many corporate endeavor to attain.

Over 20 years of experience in learning and development I have been working in many roles. Trainer, facilitator, mentor, coach, and team leader as well as a manager to collaborate and drive success. 

I have specialized in Education and learning innovation. I have designed many programs, curriculum, and training strategies for individuals, business owners, institutions, and organizations. 

In addition to being a top-notch facilitator, I was managing the BBSA the largest training program in Egypt for more than 10 years. 

I have my unique experience due to working in vast versatile learning and development environment; companies, center, schools, universities, and corporate, which boosts my critical thinking and decision making. All of these places I had my real friends and teams alongside love and respect. 

I believe whatever number of working years in any field not the indicator to a great experience, yet the innovation is an inevitable factor for success, and simply here is the focal point of my business strategy. 


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The problem with most company's learning programs is their top down nature.
A growing number of companies like Starbucks are funding learning individuals choose. They empower their employees to think and act like owners, driving and participating in the profitable growth of the company. These Forbes and HBR articles provide more background:
Ya, thanks for your valuable comment..
Indeed Middle East L&D nature is totally different, the paradigm of top-down is a must; from my viewpoint. Since; unfortunately, the top management is the most critical area needs development.
Companies such as Starbucks , I believe working there alongside a bottom-up paradigm is the optimum, as you mentioned.
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