“Training and development refers to the imparting of specific skills,abilities and knowledge to an employee.” Training and 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 ? Training is concerned with imparting developing specific skills for a particular purpose.Traning is the act of increasing the skills of an employes for doing a particular job. Training is the process of learning a sequence of programmed behavior.
What is Development ? Management development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments.Thus, management development is a combination of various training programme, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present requirement as well as the future requirement. Development an activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development.
Why Employee Training and Development ? • Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.: • When a performance appraisal indicates performance improvement is needed • To “benchmark” the status of improvement so far in a performance improvement effort • As part of an overall professional development program
• As part of succession planning to help an employee be eligible for a planned change in role in the organization • To “pilot”, or test, the operation of a new performance management system • To train about a specific topic.
Types of Employee Training
Communications: The increasing diversity of today’s workforce brings a wide variety of languages and customs. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks. Customer service: Increased competition in today’s global marketplace makes it critical that employees understand and meet the needs of customers. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity 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.
Human relations: The increased stresses of today’s workplace can include misunderstandings and conflict. Training can people to get along in the workplace. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc. 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. Sexual harassment: Sexual harassment training usually includes careful description of the organization’s policies about sexual harassment, especially about what are inappropriate behaviors.
Benefits from Employee Training and Development
• Increased job satisfaction and morale among employees • Increased employee motivation • Increased efficiencies in processes, resulting in financial gain • Increased capacity to adopt new technologies and methods • Increased innovation in strategies and products • Reduced employee turnover • Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!) • Risk management, e.g., training about sexual harassment, diversity training
Responsibility for employee training and development Employee training is the responsibility of the organization. Employee development is a shared responsibility of management and the individual employee. The responsibility of management is to provide the right resources and an environment that supports the growth and development needs of the individual employee.For employee training and development to be successful, management should: • Provide a well-crafted job description – it is the foundation upon which employee training and development activities are built
• Provide training required by employees to meet the basic competencies for the job. This is usually the supervisor’s responsibility • Develop a good understanding of the knowledge, skills, and abilities that the organization will need in the future. What are the long-term goals of the organization and what are the implications of these goals for employee development ? Share this knowledge with staff • Look for learning opportunities in every-day activity. Was there an incident with a client that everyone could learn from? Is there a new government report with implications for
the organization? • Explain the employee development process and encourage staff to develop individual development plans • Support staff when they identify learning activities that make them an asset to your organization both now and in the future For employee development to be a success, the individual employee should: • Look for learning opportunities in every-day activity • Identify goals and activities for development and prepare an individual development plan