With the fast-evolving world, increasing competition and new technology, it is imperative for an organization to keep their business formula, technology in use as well as employee skills updated. For this reason, departments and policies like employee training and development and, research and development (R & D) are put into practice. Research has shown that there is ample evidence suggesting that there is “a medium to large size effect for organizational training” (Arthur Jr., 2003).
Furthermore, given the training method implemented, the skills taught and the chosen evaluation criteria are all the factors which are related to the effectiveness of the training program. Findings have shown that there is a clear relationship between learning and performance. Moreover, there also exists a moderated relationship between training motivation and response with regards to learning. However, it should be understood that training is a complex process which may moderate some relationship while mediating others (John E. Mathieu, 1992). Coaching or training at a workplace not only contributes to skill development of the employees but also brings positive outcomes for the organization.
Through the examination of the training methods used, for example, the method of the training period, the format or the use of feedback, showed that types of coaches indicate significant positive impact. Given the significant positive impact of workplace training on employee learning and organizational development, it is important to implement a training program which is carried out by internal coaches and excludes multi-source feedback for it to be more effective. As far as strategies for training are concerned it is beneficial to put into use teaching methods like face-to-face teaching or the use of blended techniques (Guillaume, 2015).