Training and Development
Training and development are very important for a company’s success. As technology keeps
changing and competition grows, customers now expect better quality and service at lower prices.
This means companies must keep improving—and so do their employees.
It’s also important around the world to help people get ready for new kinds of jobs. That’s why
training and development are becoming more necessary than ever.
What Is Training and Development?
In Human Resource Management (HRM), training and development are key parts of helping a
company succeed. These programs teach employees new skills or improve the ones they already
have.
A strong learning culture also makes the company a better place to work. According to the Society
for Human Resource Management (SHRM), many companies today face a shortage of skilled
workers, which makes training and development even more important.
What Is Employee Training and Development?
Employee training and development means helping workers learn the skills and knowledge they
need to do their jobs well and grow in their careers.
• Training teaches employees how to do a specific task or job. It focuses on short-term
improvement—making someone better at what they’re doing now.
• Development is more about long-term growth. It helps employees reach their full potential
so they can take on bigger roles in the future.
6 Key Training and Development Processes
1. Needs Assessment
o Find out what skills and knowledge employees need.
o Check for performance gaps through surveys, interviews, or reviews.
o Identify if the training is needed for individuals, teams, or the whole organization.
2. Design and Development
o Set learning goals.
o Choose the right training methods (e.g., workshops, videos, online).
o Create training materials, schedules, and strategies based on the needs.
3. Delivery
o Conduct the training (online, offline, on-the-job, etc.).
o Plan sessions around employee availability.
o Make sure trainers are skilled and the environment is ready.
o Give chances to practice and get feedback.
4. Evaluation
o Check if the training worked using tests, surveys, or observations.
o Look for improvements in skills, behavior, and job performance.
o Use feedback to improve future training.
5. Implementation
o Roll out the training to the employees.
o Clearly explain its purpose and benefits.
o Keep records and give completion certificates.
6. Post-Training Support and Follow-Up
o Help employees apply what they learned on the job.
o Share useful tools, resources, and guides.
o Keep encouraging learning and development.
Why Training and Development Are Important
1. Improves Skills
Employees learn new skills—like technical know-how, communication, and leadership—
which helps them do their jobs better and supports the company’s success.
2. Boosts Productivity
Trained employees understand their roles better and work more efficiently, which
increases overall productivity.
3. Keeps Up with Technology
Training helps employees stay updated with new tools, software, and technologies,
helping the company stay modern and competitive.
4. Keeps Employees Engaged
When companies invest in employee growth, workers feel valued. This leads to higher
job satisfaction, loyalty, and fewer people leaving the company.
5. Builds Future Leaders
Training helps identify and prepare top performers for leadership roles, ensuring the
company has strong leaders for the future.
6. Raises Morale and Motivation
Employees feel more confident and motivated when they see their company supports
their learning and development.
7. Improves Customer Service
Well-trained employees can better understand and meet customer needs, leading to
happier customers and a better company reputation.
Training and Development Methods
There are 6 training and development methods:
• On-the-Job Training
• Employees learn while doing their actual job.
• A supervisor or senior guides them.
• Includes:
o Coaching – One-on-one help from a supervisor.
o Mentoring – Learning from experienced employees.
• Committee Assignments
• Employees join a team or committee.
• They observe, share ideas, and help solve real workplace problems.
• Vestibule Training
• Training is done in a setup that looks like the real workplace.
• Employees use the same tools and machines they’ll use on the job.
• Taught by expert trainers.
• Apprenticeship Training
• Combines classroom learning and hands-on work.
• Usually supported by the government (e.g., NAPS, NATS, DDUGKY, HTP, HTD).
• Trainees are paid a stipend while they learn.
• Classroom Training
• Takes place in a classroom (in the company or institute).
• Methods include lectures, group discussions, case studies, videos, etc.
• Internship Training
• A partnership between a business and an educational institution.
• Gives students real work experience along with theory.
• Helps prepare them for jobs.
Objectives of Training and Development
The purpose of training and development is-
• Employee well-being, promotion of growth and career advancement.
• Can lead to the production of future leaders.
• Results in low attrition rates.
• Employee satisfaction leads to better employee performance and greater
organizational productivity.
Benefits of Training and Development
The impact of training and development are as follows-
• Higher employee satisfaction and morale.
• Reduced employee turnover.
• Hard working employees.
• Improved efficiency, resulting in financial benefit.
• Increased innovation and creativity.
• Improved engagement.
• Better problem-solving skills.
• Improved retention and loyalty.
