Training and Development

Training and Development

Training and Development is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities. Training is the subsystem that acquaints the people with the material and the technology. It also helps them learn how to use the material in an approved fashion that allows the organization to reach its desired output

Why employee Training and Development

As part of professional development plan.

As part of succession planning to help an employee be eligible for a planned change in role in the organization.

To imbibe and inculcate a new technology in the system.

Because of the dynamic nature of the business world and changing technologies.

HRD programs are divided into three main categories: Training, Development, and Education.

Training is the systematic development of the attitude, knowledge, skill pattern required by a person to perform a given task or job adequately. 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.

Training is activity leading to skilled behavior.

It’s not what you want in life, but it’s knowing how to reach it

It’s not where you want to go, but it’s knowing how to get there

It’s not how high you want to rise, but it’s knowing how to take off

It may not be quite the outcome you were aiming for, but it will be an outcome

It’s not what you dream of doing, but it’s having the knowledge to do it

It’s not a set of goals, but it’s more like a vision

It’s not the goal you set, but it’s what you need to achieve it

Development is ‘the growth of the individual in terms of ability, understanding and awareness’. 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. Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development involves changes in an organism that are systematic, organized, and successive and are thought to serve an adaptive function.

Within an organization all three are necessary in order to:

Develop workers to undertake higher-grade tasks;

Provide the conventional training of new and young workers (e.g. as apprentices, clerks, etc.);

Raise efficiency and standards of performance;

Meet legislative requirements (e.g. health and safety);

Inform people (induction training, pre-retirement courses, etc.);

Development refers to those learning opportunities designed to help employees grow. Development is not primarily skills-oriented. Instead, it provides general knowledge and attitudes, which will be helpful to employees in higher positions. Efforts towards development often depend on personal drive and ambition. Development activities, such as those supplied by management developmental programmes are generally voluntary.