Employee Training and Development

In simple terms, training and development refers to the imparting of specific skills, abilities and
knowledge to an employee. A formal definition of training & development is… it 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. The need for training & 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, education and
development. Such distinction enables us to acquire a better perspective about the meaning of
the terms. Training, as was stated earlier, refers to the process of imparting specific skills.
Education, on the other hand, is confined to theoretical learning in classrooms. Table 1. Training
and Education Differentiated Training Education Application Theoretical Orientation Job
Experience Classroom Learning Specific Tasks General Concepts Narrow / Perspective Broad
Perspective Training refers to the process of imparting specific skills. Development refers to the
learning opportunities designed to help employees grow. Education is theoretical learning in
classroom. Though training and education differ in nature and orientation, they are
complementary. An employee, for example, who undergoes training is presumed to have had
some formal education. Furthermore, no training programme is complete without an element
of education. In fact, the distinction between training and education is getting increasingly
blurred nowadays. As more and more employees are called upon to exercise judgments and to
choose alternative solutions to the job problems, training programmes seek to broaden and
develop the individual through education. For instance, employees in well-paid jobs and/or
employees in the service industry may be required to make independent decision regarding
there work and their relationship with clients. Hence, organization must consider elements of
both education and training while planning there training programmes. Development refers to
those learning opportunities designed to help employees grow. Development is not primarily
skill-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. To bring the distinction among training, education and development into sharp
focus, it may be stated that “training is offered to operatives”, whereas “developmental
programmes are meant for employees in higher positions”. Education however is common to
all the employees, there grades notwithstanding. AIMS/OBJECTIVES OF TRAINING &
DEVELOPMENT The fundamental aim of training is to help the organization achieve its purpose
by adding value to its key resource – the people it employs. Training means investing in the
people to enable them to perform better and to empower them to make the best use of their
natural abilities. The particular objectives of training are to: • Develop the competences of
employees and improve their performance; • Help people to grow within the organization in
order that, as far as possible, its future needs for human resource can be met from within; •
Reduce the learning time for employees starting in new jobs on appointment, transfers or
promotion, and ensure that they become fully competent as quickly and economically as
possible. INPUTS IN TRAINING AND DEVELOPMENTS Any training and development programme
must contain inputs which enable the participants to gain skills, learn theoretical concepts and
help acquire vision to look into distant future. In addition to these, there is a need to impart
ethical orientation, emphasize on attitudinal changes and stress upon decision-making and
problem-solving abilities. Skills Training, as was stated earlier, is imparting skills to employees. A
worker needs skills to operate machines, and use other equipments with least damage or scrap.
This is a basic skill without which the operator will not be able to function. There is also the
need for motor skills. Motor skills refer to performance of specific physical activities. These
skills involve training to move various parts of one’s body in response to certain external and
internal stimuli. Common motor skills include walking, riding a bicycle, tying a shoelace,
throwing a ball and driving a car. Motor skills are needed for all employees – from the clerk to
the general manager. Employees, particularly supervisors and executives, need interpersonal
skills popular known as the people skills. Interpersonal skills are needed to understand one self
and others better, and act accordingly

Training presents a prime opportunity to expand the knowledge base of all employees, but
many employers in the current climate find development opportunities expensive. Employees
attending training sessions also miss out on work time which may delay the completion of
projects. However despite these potential drawbacks, training and development provides both
the individual and organisations as a whole with benefits that make the cost and time a
worthwhile investment. The return on investment from training and development of
employees is really a no brainer.

Benefits of Employee Training

Improved employee performance – the employee who receives the necessary training is more
able to perform in their job. The training will give the employee a greater understanding of
their responsibilities within their role, and in turn build their confidence. This confidence will
enhance their overall performance and this can only benefit the company. Employees who are
competent and on top of changing industry standards help your company hold a position as a
leader and strong competitor within the industry.

Improved employee satisfaction and morale – the investment in training that a company
makes shows employees that they are valued. The training creates a supportive workplace.
Employees may gain access to training they wouldn’t have otherwise known about or sought
out themselves. Employees who feel appreciated and challenged through training opportunities
may feel more satisfaction toward their jobs.

Addressing weaknesses – Most employees will have some weaknesses in their workplace skills.
A training program allows you to strengthen those skills that each employee needs to improve.
A development program brings all employees to a higher level so they all have similar skills and
knowledge. This helps reduce any weak links within the company who rely heavily on others to
complete basic work tasks. Providing the necessary training creates an overall knowledgeable
staff with employees who can take over for one another as needed, work on teams or work
independently without constant help and supervision from others.

Consistency – A robust training and development program ensures that employees have a
consistent experience and background knowledge. The consistency is particularly relevant for
the company’s basic policies and procedures. All employees need to be aware of the
expectations and procedures within the company. Increased efficiencies in processes results in
financial gain for the company.

Increased productivity and adherence to quality standards – Productivity usually increases

when a company implements training courses. Increased efficiency in processes will ensure
project success which in turn will improve the company turnover and potential market share.

Increased innovation in new strategies and products – Ongoing training and upskilling of the
workforce can encourage creativity. New ideas can be formed as a direct result of training and
development.

Reduced employee turnover – staff are more likely to feel valued if they are invested in and
therefore, less likely to change employers. Training and development is seen as an additional
company benefit. Recruitment costs therefore go down due to staff retention.

Enhances company reputation and profile – Having a strong and successful training strategy
helps to develop your employer brand and make your company a prime consideration for
graduates and mid-career changes. Training also makes a company more attractive to potential
new recruits who seek to improve their skills and the opportunities associated with those new
skills. Training can be of any kind relevant to the work or responsibilities of the individual, and
can be delivered by any appropriate method.

Training presents a prime opportunity to expand the knowledge base of all employees, but
many employers find the development opportunities expensive. Employees also miss out on
work time while attending training sessions, which may delay the completion of projects.
Despite the potential drawbacks, training and development provides both the company as a
whole and the individual employees with benefits that make the cost and time a worthwhile
investment.

mployee learning and development has come a long way since we all crowded into the
boardroom to listen to a trainer flip through a PowerPoint presentation while we scribbled
notes in our giant binders. With the proliferation of digital technology and mobile devices, it’s
no surprise that employees’ expectations for learning opportunities have changed.

Continuous learning opportunities & self-directed learning

Traditional learning management systems (LMS), characterized by facilitator-led seminars or in-

person courses, fall short in supporting a diverse, mobile workforce. People learn in different
ways, at different paces, and have different goals—which is where technology comes into play.
By curating learning and development content accessible through various mobile platforms,
companies can empower employees to take control of their own professional development.
With an increasingly diverse workforce with different values and expectations—from
Millennials to Baby Boomers and full-timers to freelancers—it only makes sense to shift the
responsibility of learning and development to the individual, to learn at their own pace and in
alignment with their personal career goals and values.

Although in the early stages of transitioning away from traditional LMS, leading companies are
starting to take note. Continuous learning opportunities and self-directed learning are
becoming the goalposts companies are aiming for. Instead of playing the role of education
provider, corporate training departments are becoming content curators and experience
facilitators. By developing innovative platforms and digital training opportunities, they are
turning employee learning and development into a self-driven pursuit.1

Employees taking the reins

In order to satisfy the demands of self-directed learning, companies must create learning and
development strategies that deliver training that is “always on” and always available over a
range of mobile platforms. According to Deloitte’s 2017 Global Human Capital Trends report,
the organization’s role is to create an environment and systems which enable employees to
constantly learn and relearn, through self-directed professional development. The HR
department takes on the role of coach, providing support and guidance and curating learning
experiences that challenge and engage their people. As it turns out, companies with continuous
learning opportunities and a deeply embedded culture of development are outperforming their
peers.