Introduction
As technology advances and companies change, there is a corresponding adjustment in labor needs. Therefore, employees must be constantly developed and trained to keep up with their varied roles. On the other hand, most organizations find it challenging to provide enough educational opportunities for their employees. However, the lack of developing skills causes workers to stagnate, decrease performance, and, eventually, job insecurity. Therefore, employee retraining becomes an essential issue for workers and organizational success. This literature review focuses on the current studies concerning the effects of retraining on the individual and corporate levels. Based on the findings synthesized from seven recent studies, this review identifies future retraining benefits, such as acquiring new skills for employees once engaged in retraining, improving morale, and preparing for technological changes. It also brings out organizational strengths such as goal attainment. Retraining is essential for improving employee skills and engagement and preparing companies for growth. Organizations can genuinely appreciate the multi-dimensional value of investing in continuous education in a synthesized approach. Afterward, they can implement proper, informed, and effective workforce retraining programs. In today’s fast-paced business environment, upskilling employees with the latest relevant skills is crucial for individual and organizational achievements. Retraining programs build employee skills, boost engagement and motivation, align staff capabilities with organizational goals, and prepare workers for new skills demanded by technological changes.
Retraining Improves Employee Skills and Performance
The sources agree that retraining programs lead to improved employee skills and performance. Rodriguez and Walters (2017) argue that training enhances employees’ technical, interpersonal, and job knowledge to perform efficiently and effectively. Sendawula et al. (2018) explain that training improves staff competencies like skills and abilities, resulting in higher job performance. Urbancová et al. state training helps close the gap between employees’ existing and required qualifications to increase productivity. The sources show that training develops employees’ capabilities to accomplish organizational goals. However, while the sources agree on this theme, they offer additional insights on how training improves performance. Rodriguez and Walters (2017) suggest training boosts skills to quickly handle customer complaints and responses. According to Sendawula et al. (2018), proper identification and scheduling of training boosts employee and organizational performance. In addition, according to Urbancová et al. (2021), organizations should align training with business objectives and carry out evaluations to enhance its impact. While all sources agree that training plays a role in developing employees’ skills and performance, they differ over how needs assessments are conducted, how training is scheduled, how training is aligned with goals, and how training is evaluated. Their mutual perspectives offer organizations detailed advice on using training to optimize performance. Hence, retraining programs make employees more skilled and able, improving performance and productivity because all sources agree. While emphasizing this central theme, the sources enrich the understanding of critical training practices: strategic alignment, needs assessment, timely delivery, and evaluation. Organizations pursuing performance gains from investments in retraining their workforces can benefit from such insights. The sources provide a multi-dimensional perspective of how retraining transfers to employee skills and productivity gains.
Retraining Increases Employee Morale and Motivation.
Retraining helps in improving employee motivation and morale. Sendawula et al. (2018) established that training and employee engagement significantly influence employee performance in the health sector. The authors point out that training helps to develop employees’ technical skills, interpersonal skills, and knowledge, thus making it possible for them to perform their jobs better and faster. This increases effectiveness, agility, and performance. Training also ensures positive emotions such as satisfaction and commitment that improve performance. In the same way, Mogea (2023) says that continuous training improves employees’ abilities, knowledge, skills, motivation, and behavior. Training empowers employees and provides clarity on roles and responsibilities. This encourages them and makes them execute their duties fully. Mogea (2023) states that maintaining existing employees through ongoing training improves their skills, insights, and motivation. The sources suggest training has motivational effects on employees. Sendawula et al. show training causes positive emotions like satisfaction and commitment, which improve performance. This indicates training increases morale and motivation. Mogea (2023) argues continuous training boosts employees’ motivation and makes them more likely to execute duties, demonstrating increased motivation fully. The sources agree training develops employees’ skills and knowledge, enabling better job performance. This gives employees confidence and satisfaction in their roles. Though the studies use different methodologies and samples, they agree that training positively impacts employees’ motivation, morale, and fulfillment at work. Together, the research indicates training programs are essential for managers to increase employee engagement, satisfaction, and productivity.
Retraining Helps Organizations Achieve Goals and Competitive Advantage
The sources agree that employee retraining and development programs allow organizations to achieve their goals and gain a competitive advantage. Rodriguez and Walters (2017) state that training helps employees gain the skills to meet organizational goals. Urbancová et al. (2021) also find that training helps align employee competencies with corporate strategy and objectives. Specifically, Hameedi’s (2023) case study reveals that training positively impacted employee performance at the Directorate of Education. This shows that investments in training can improve employee capabilities in a way that furthers organizational goals. Rodriguez and Walters (2017) add that training expands employee skills, knowledge, and competencies to perform jobs effectively. So, retraining makes employees better able to contribute to organizational success. Additionally, Urbancová et al. (2021) explain how training develops employee potential and productivity in a way that provides a competitive advantage. The data shows organizations view training as an investment that returns benefits to the organization through improved employee performance. Rodriguez and Walters (2017) concur, stating training assists organizations in achieving a competitive posture in the global market. Thus, the sources agree that retraining employees allows organizations to enhance employee abilities strategically, fostering goal achievement and competitiveness. The sources provide complementary perspectives through case study examples, surveys, and conceptual discussions to demonstrate the strategic value of retraining for organizational objectives.
Retraining Helps Prepare Workers for New Skills Demanded by Technological Changes
The sources address how retraining programs can help prepare employees with new skills needed due to technological changes. Gontkovičová and Spišáková (2015) argue that training and education are crucial for organizations to develop their human capital, as employee skills and knowledge are vital to remaining competitive. They state that training enables employees to gain new skills and experience. Similarly, Grunau and Lang (2020) discuss how retraining provides intensive vocational training for unemployed individuals to gain skills in demanding occupations. They state that retraining dramatically increases participants’ occupation-specific human capital and employability. Although all sources agree that retraining is essential for developing skills, Grunau and Lang (2020) provide more specific information regarding how retraining is targeted to skills needed due to the technological and structural changes in the labor market. They observe that employment agencies aim to retrain according to occupations where demand is projected, which allows skills development to match adjustments in labor requirements. On the other hand, Gontkovičová and Spišáková (2015) frame the general value of training and education for an employee’s development. Thus, the sources agree that retraining programs are essential in helping workers acquire new skills due to technological advancements and changes in the employment market. Grunau and Lang (2015) lend more insight concerning how retraining is deliberately structured to impart new skills in growing and demanded jobs. In relation to the general advantages of retraining in a setting of technological evolution, the sources concur.
Conclusion
Therefore, the review shows that employee retraining programs offer multipronged benefits to individuals and organizations who find themselves at the juncture of technological and labor market transformations. The studies tend towards the idea that retraining makes employees more skilled, enthusiastic, and productive, allowing them to better achieve the set organizational goals. Retraining increases employee morale due to improved competence, confidence, and job satisfaction. For organizations, investing in retraining enables them to purposefully develop workforce capacity from a perspective of changing business conditions and fostering competition and adaptation. In addition, retraining allows workers to acquire newly required skills caused by technological development and changes in labor needs. With ongoing change for employees and firms, continuous retraining and education lead to necessary tools for developing relevant skills and productivity improvements. This synthesis reveals that workforce retraining is required in the changing business environment. It allows workers to remain adaptable and valuable while ensuring that organizations meet their targets. This review warrants further research but provides a multi-dimensional view of the potential of retraining to back employees and organizational success.
References
Gontkovičová, B., & Spišáková, E. D. (2015). THE NECESSITY OF EMPLOYEE EDUCATION. Modern Management Review. https://doi.org/10.7862/rz.2015.mmr.10
Grunau, P., & Lang, J. (2020). Retraining for the unemployed and the quality of the job match. Applied Economics, 52(47), 5098–5114. https://doi.org/10.1080/00036846.2020.1753879
Hameedi, K. S. (2023). The impact of training on improving employee performance: a case study on employees in the Directorate of Education of Ma’an District. International Journal of Professional Business Review, 8(10), e03520. https://doi.org/10.26668/businessreview/2023.v8i10.3520
Mogea, T. (2023). The Importance of Human Resources Training to Improve Organizational Performance. CENDEKIA: Jurnal Ilmu Sosial, Bahasa dan Pendidikan, 3(2), 58-72. https://doi.org/10.55606/cendikia.v3i2.954
Rodriguez, J., & Walters, K. (2017). The importance of training and development in employee performance and evaluation. World Wide Journal of Multidisciplinary Research and Development, 3(10), 206-212. https://www.researchgate.net/publication/332537797_The_Importance_of_Training_and_Development_in_Employee_Performance_and_Evaluation
Sendawula, K., Nakyejwe Kimuli, S., Bananuka, J., & Najjemba Muganga, G. (2018). Training, Employee Engagement, and Employee Performance: Evidence from Uganda’s Health Sector. Cogent Business & Management, 5(1), 1–12. tandfonline. https://doi.org/10.1080/23311975.2018.1470891
Urbancová, H., Vrabcová, P., Hudáková, M., & Petrů, G. J. (2021). Effective Training Evaluation: The Role of Factors Influencing the Evaluation of Effectiveness of Employee Training and Development. Sustainability, 13(5), 2721. https://doi.org/10.3390/su13052721
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