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Traning & Development

training and development

Training & Development

What Is Training and Development In HR?

Training and Development is a fundamental function of the Human Resources department. It usually falls under HRM and is concerned with those activities and actions focused on improving the performance of individuals and groups within the organization. This field is called by several names, such as human resource development, employee development, and learning and development.

“Training” refers to a process where employees are systematically instructed and taught a wide variety of specific knowledge in relation to their jobs. This usually includes technical knowledge, which allows an employee to be better at their job. Training helps workers perform tasks with higher efficiency.

“Development” refers to holistic improvement and educational growth. It usually involves honing managerial skills in an employee. Development can include teaching skills and improving personality or linguistics. The development process includes a focus on attitudes, insights, leadership, adaptability, and human relations.

Objectives of Training & Development

The training and development unit’s foremost objective is to ensure there is constant availability of willing and skilled labor within an organization. It doesn’t matter whether an employee is a new recruit, recently promoted, or somebody working in the same position – T&D can be useful for everyone.

These are a few other primary objectives of Training and Development:

  • Individual Objectives– help employees attain their personal growth, which results in higher motivation and enhances overall individual contribution at the workplace.
  • Organizational Objectives – help attain the organization’s primary objective of improving workforce effectiveness and directly contributing to increased profits.
  • Functional Objectives – maintain each department’s contribution at satisfactory levels.
  • Societal Objectives– make sure the organization is socially and ethically responsible for the challenges and demands of society

Competitive Advantage

In today’s competitive world, a company’s biggest challenge is staying ahead of its direct competitors. It can be a tedious task to develop a competitive advantage since it involves implementing various strategies across different departments. However, this is imperative if an organization wants to stand out from the crowd.

Training and Development plays a major role in making a tangible difference to organizational competitive advantage. It ensures that employees are constantly upgraded in terms of the knowledge base, skills, and attitude to progress at the same pace as the company. The organization automatically attains a more valuable workforce that can make attainable goals a reality.

If an organization already has a plan to gain the upper hand in the industry, dedicated Training and Development can help make the workforce more knowledgeable or stronger.

Inputs in Training & Development

Certain necessary requirements need to be part of every Training and Development program. These are just a few:

  • Skills – Basic skills need to be imparted to employees. Especially the skills that are required to move the company towards its mission and goals. This is important to help employees carry out their tasks correctly with the greatest efficiency.
  • Education – T&D must include an educational aspect that is aimed at teaching theoretical concepts to workers. This input also allows for providing on-the-job training to the worker while improving their reasoning, power, and judgment.
  • Development – Development input refers to placing increased stress on knowledge instead of skills. Knowledge doesn’t refer to education in this context, but an understanding of human relations, business environment, management, and communication, among others.

  • Ethics – Ethics refers to principles that help in regulating the conduct of a worker when they are performing a specific organizational related activity. It is the Training and Development program’s responsibility to provide knowledge around ethical conduct.
  • Attitude Changes – A poignant aspect of training is to ensure positive attitude adjustments in an employee. This can be in their general outlook, feelings, reaction, and beliefs towards the organization, their coworkers, management, and others. A positive attitude has a significant impact on the employee’s morale, loyalty, motivation, satisfaction, and commitment.
  • Decision Making – Certain employees, particularly in the managerial segment, are taught special skills. Decision making allows managers to understand a dilemma and make decisions based on the facts and resources available. A Training and Development program is required to impart these skills to higher-level employees.
  • Problem Solving Skills – These skills are another form of special training. Higher-level employees need to have problem-solving knowledge and experience to carry out industrial analysis and tackle day-to-day issues.

Benefits of Employee Training

Employee training benefits can be better explained as:

  1. Benefits to the Organization
  • Better utilization of organizational resources
  • Reduced waste
  • Increased employee efficiency
  • Reduced needs for supervision
  • Reduced employee turnover
  • Allows for better  efficiency
  • Better management of labor relations
  1. Benefits to the Individual
  • Shift focus from individual jobs to long term career
  • Higher motivation levels
  • Satisfactory teamwork or group efforts
  • Increased opportunity for rewards and recognition
  • Better chances of getting promoted

Training Process

There are a series of steps involved in any Training and Development process. These are required to be followed systematically in order to create an efficient and results-oriented program. The typical training process includes the following steps:

  1. Identifying and assessing the need for employee training
  2. Training opportunities and objectives are established
  3. Designing the training program in accordance with the set objectives
  4. Implementing the training program and putting it into action
  5. Evaluating the training results. Employees are asked for feedback on the session and follow up in areas of most import.

All of the above-mentioned steps are crucial to developing a robust training program.

E-Learning

E-Learning refers to the method of employing digital or online means to teach an educational course in an organizational setting. These courses can vary in their techniques – presentations, audio-visual recordings, discussion groups, games, and others.

The primary advantage of this mode of learning over conventional Training and Development methods is that it helps in saving manpower, resources, time, and money. It also eliminates the barriers to distance. Remote workers or those not positioned at company HQ can participate in . They can receive training in a similarly consistent and structured manner to improve their skills. E-Learning programs also help those with busy schedules.