Training and Development
Definition
Training is the formal and systematic modification
of behavior through learning which occurs as a
result of education, instruction, development and
planned experience.
Development is any learning activity, which is
directed towards future, needs rather than
present needs, and which is concerned more
with career growth than immediate performance.
Training, Development, and Education
HRD programs are divided into three main categories: Training,
Development, and Education.
Training is the acquisition of technology, which permits employees to
perform their present job to standards. It improves human performance on
the job the employee is presently doing or is being hired to do. Also, it is
given when new technology in introduced into the workplace.
Development is training people to acquire new horizons, technologies, or
viewpoints. It enables leaders to guide their organizations onto new
expectations by being proactive rather than reactive. It enables workers to
create better products, faster services, and more competitive organizations.
It is learning for growth of the individual, but not related to a specific present
or future job
Training, Development, and Education
Education is training people to do a different job. It is often given to
people who have been identified as being promotable, being
considered for a new job either lateral or upward, or to increase their
potential. Unlike training, which can be fully evaluated immediately
upon the learners returning to work, education can only be completely
evaluated when the learners move on to their future jobs or tasks.
Distinction between Training and Education
The following table draws a distinction between training and
education more clearly.
Training Education
Application Theoretical orientation
Job Experience Classroom learning
Specific Tasks General concepts
Narrow perspective Broad perspective
Distinction between Training and Development
Learning Training Development
Who Non-managers Managers
What Technical Theoretical
Why Specific job General
When Short term Long term
Purpose of Training
To increase productivity and quality
To promote versatility and adaptability to new methods
To reduce the number of accidents
To reduce labour turnover
To increase job satisfaction displaying itself in lower labour turn-
over and less absenteeism
To increase efficiency
When does the need for training arise?
The installation of new equipment or techniques
A change in working methods or products produced
A realization that performance is inadequate
Labour shortage, necessitating the upgrading of some employees
A desire to reduce the amount of scrap and to improve quality
An increase in the number of accidents
Promotion or transfer of individual employees.
Ensures availability of necessary skills and there could be a pool of talent
from which to promote from.
Advantages of Training
1. Leads to improved profitability and/or more positive attitudes toward profits
orientation.
2. Improves the job knowledge and skills at all levels of the organization.
3. Improves the morale of the workforce.
4. Helps people identify with organizational goals.
5. Helps create a better corporate image.
6. Fasters authentically, openness and trust.
7. Improves the relationship between boss and subordinate.
8. Aids in organizational development.
9. Learns from the trainee.
Disadvantages of training
– 1. Can be a financial drain on resources; expensive
development and testing, expensive to operate?
– 2. Often takes people away from their job for varying periods of
time;
– 3. Equips staff to leave for a better job
– 4. Bad habits passed on
– 5. Narrow experience
Areas of Training
The Areas of Training in which training is offered may be
classified into the following categories:
Knowledge
Here the trainee learns about a set of rules and
regulations about the job, the staff and the products or
services offered by the company. The aim is to make
the new employee fully aware of what goes inside and
outside the company.
Technical Skills
The employee is taught a specific skill (e.g., operating a
machine and handling computer) so that he can acquire
that skill and contribute meaningfully.
Areas of Training Conti.
Social Skills
The employee is made to learn about himself and other, develop a
right mental attitude, towards the job, colleagues and the
company. The principal focus is on teaching the employee how to
be a team member and get ahead.
Techniques
This involves the application of knowledge and skill to various on-the-
job situations. In addition to improving the skills and knowledge of
employees, training aims at clouding employee attitudes: When
administered properly, a training programme. It will go a long way
in obtaining employee loyalty, support and commitment to
company activities.
Issues in Employee Training
1. Communications: The increasing diversity of today's workforce
brings a wide variety of languages and customs.
2. Computer skills: Computer skills are becoming a necessity for
conducting administrative and office tasks.
3. Customer service: Increased competition in today's global
marketplace makes it critical that employees understand and
meet the needs of customers.
4. Diversity: Diversity training usually includes explanation about
how people have different perspectives and views, and
includes techniques to value diversity
Issues in Employee Training Conti.
5. Ethics: Today's society has increasing expectations about
corporate social responsibility. Also, today's diverse workforce
brings a wide variety of values and morals to the workplace.
6. Human relations: The increased stresses of today's workplace can
include misunderstandings and conflict. Training can people to get
along in the workplace.
7. Quality initiatives: Initiatives such as Total Quality Management,
Quality Circles, benchmarking, etc., require basic training about
quality concepts, guidelines and standards for quality, etc.
8. Safety: Safety training is critical where working with heavy
equipment, hazardous chemicals, repetitive activities, etc., but can
also be useful with practical advice for avoiding assaults, etc.
Training Process
Steps in the Training Process
1. Organizational objectives
2. Assessment of Training needs
3. Establishment of Training goals
4. Devising training programme
5. Implementation of training programme
6. Evaluation of results
Organizational Objectives &
Strategies
The first step in the training process in an
organization is the assessment of its objectives
and strategies. What business are we in? At
what level of quality do we wish to provide this
product or service? Where do we want to be in
the future? It is only after answering these
related questions that the organization must
assess the strengths and weaknesses of its
human resources.
Needs Assessment
Needs assessment diagnosis present problems
and future challenges to be met through training
and development. Organizations spend vast
sums of money (usually as a percentage on
turnover) on training and development. Before
committing such huge resources, organizations
that implement training programs without
conducting needs assessment may be making
errors. Needs assessment occurs at two levels-
group and individual.
