Employee Training, Development, and Improvement is a fundamental function of the Human Resources department. Training on job is also a fundamental part of it which 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 improvement, 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.
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 Employee Training, Development, and Improvement:
Certain necessary requirements need to be part of every Training and Development program.
These are just a few:
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.
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
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 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 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.
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,
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 on job can be better explained as: