Selecting four of the thirteen identified benefits of training and development is difficult in a general way without knowing the special issue a company, department or employee currently has.
If an employee for example prepares himself for an expatriate job in another country a cross-cultural training that improves expatriate adjustment and performance will help him (and his spouse) much more than a technical training.
Generally I would say benefit number 5. is a very important one. Often companies are offering trainings to employees who get in a new job, but even more important is training, especially practice that helps to maintain consistency in performance.
Also performance consistency results from enhancing the self-efficacy or self-management of trainees. Self-efficacy is a personal belief that one can accomplish a task successfully. Self-management is a strategy that trainees adopt to help them to maintain desired behaviors or to recognize symptoms that indicate variance from a desired path.
A very high value can also be find in benefit number 9. Leadership training seems to enhance the attitudes and performance of followers. Specifically, it seems to have a positive effect on the motivation, values, and self –efficacy of followers. This means, if the managers/leaders in my company are well-trained this will also have a effect on all the team-members and I’ll probably won’t have to train everybody by just training the managers.
Last but not least a training on team-skills will round-up the choice of most-valued training-benefits. Training in team communication and team effectiveness have positive effects on team performance. They also seem to affect nontechnical skills (team building) as well as situation awareness and decision making.
Research shows that a number of factors affect training effectiveness. For example, training success is determined not only by the quality of training but also by an individual’s readiness for training and the degree of...