2.1.2.3.

Training and Development

Training refers to the methods used to give new or present employees the skills they need to
perform their jobs (Dessler, 2008). Training refers to improving competencies needed today or
very soon (Jackson & Schuler, 2000). Training is the planned and systematic modification of
behavior through learning events, programs and instruction which enable individuals to achieve
the levels of knowledge, skill and competence needed to carry out their work effectively
(Armstrong, 2006; Khawaja & Nadeem, 2013). Training is a program that helps employees learn
specific knowledge or skills to improve performance in their current roles. Training is an
organized activity that aims to inform commands or in sequence to improve the skills, abilities,
performance, capabilities or knowledge, of the trainee.

Development is more expansive and focuses on employee growth and future performance, rather
than an immediate job role. Development refers to activities leading to the acquisition of new
knowledge or skills for purposes of growing. Employee development is gaining more and more
critical and strategic very important in organizations in the current business environment (Abdul
Hameed, 2011).

The purposes of training are to acquaint new staff members to their new job assignment, to
enhance employee’s performance to the standard and level of the organization, to acquaint
employees with new technologies or change and to prepare them for higher job qualifications.
Organizations need to timely asses their training needs in three areas; Organizational, Task and
Individual analysis. The organizational analysis takes into consideration the organizations
strategy, goals and culture together with the proposed training scheme to assess the
computability of the training with the need and aim of the organization. Task analysis is
analyzing jobs and identifying the specific job requirements needed to perform the job well.
Identifying the detailed procedures, knowledge and skills is important to this analysis. The
individual analysis which is the final analysis is about the employee to be trained. Attention must
be given on the required skills and knowledge needed to participate in the training. For better
outcome employees with background knowledge for the required training should be considered.
The training and development would not be restricted to training courses and international
assignments, temporary transfers within the company and job rotation also help employees to
acquire additional knowledge and skills (Lucas et al., 2006). Organizations with effective
training and development programs were benefited through high performance well informed and
committed employees and also reduce future employment training costs (Armstrong, 2009).