The official and ongoing educational activities within an organization designed to enhance the fulfillment and performance of employees. Training and development programs offered by a business might include a variety of educational techniques and programs that can be attended on a compulsory or voluntary basis by staff.
“Training & Development is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.”
What is Training and Development
The need for Training and Development is determined by the employee’s performance deficiency, computed as follows.
Training & Development Need = Standard Performance – Actual Performance
We can make a distinction among Training, Development and Education.
Training is teaching, or developing in oneself or others, any skills and knowledge that relate to specific useful competencies. Training refers to the process of imparting specific skills. An employee undergoing training is presumed to have had some formal education. No training program is complete without an element of education. Hence we can say that Training is offered to operatives.
The wealth of knowledge acquired by an individual after studying particular subject matters or experiencing life lessons that provide an understanding of something. Education requires instruction of some sort from an individual or composed literature. The most common forms of education result from years of schooling that incorporates studies of a variety of subjects.
It is a theoretical learning in classrooms. The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. That any training and development program must contain an element of education is well understood by HR Specialists. The education is more important for managers and executives rather than low cadre workers. Anyways education is common to all employees, their grades notwithstanding.
A specific result that a person or system aims to achieve within a time frame and with available resources.
In general, objectives are more specific and easier to measure than goals. Objectives are basic tools that underlie all planning and strategic activities. They serve as the basis for creating policy and evaluating performance. Some examples of business objectives include minimizing expenses, expanding internationally, or making a profit.
Development means those learning opportunities designed to help employees to grow. Development is not primarily skills oriented. Instead it provides the general knowledge and attitudes, which will be helpful to employers in higher positions. Efforts towards development often depend on personal drive and ambition. Development activities such as those supplied by management development programs are generally voluntary in nature. Development provides knowledge about business environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of a company.
Objectives of Management Development Programs
- Making them
- Result oriented
- Sensitive to environment
- Understand use of power
- Creating self awareness
- Develop inspiring leadership styles
- Instill zest for excellence
- Teach them about effective communication
- To subordinate their functional loyalties to the interests of the organization
Difference between Training and Development
|Training is skills focused||Development is creating learning abilities|
|Training is presumed to have a formal education||Development is not education dependent|
|Training needs depend upon lack or deficiency in skills||Development depends on personal drive and ambition|
|Trainings are generally need based||Development is voluntary|
|Training is a narrower concept focused on job related skills||Development is a broader concept focused on personality development|
|Training may not include development||Development includes training wherever necessary|
|Training is aimed at improving job related efficiency and performance||Development aims at overall personal effectiveness including job efficiencies|
Importance of Training & Development
Training is an important investment an organization makes for making its employees more effective and productive. Training is a practical and vital necessity because; it enables employees to develop and build careers within the organization, and increase their skill levels and market worth, earning power and enhanced job security.
- Helps remove performance deficiencies in employees
- Greater stability, flexibility and capacity for growth in an organization
- Accidents, scraps and damages to machinery can be avoided
- Serves as effective source of recruitment
- It is an investment in HR with a promise of better returns in future
- Reduces dissatisfaction, absenteeism, complaints and turnover of employees