BACHELOR IN BUSINESS ADMINISTRATION

TRAINING AND DEVELOPMENT

BBCT 3023
ASSIGNMENT 2

PREPARED FOR
KAAMINIY A/P SIDHARTHAN

PREPARED BY
SITI FADILAH MOHD
PAHIZUL

202001040083

SUBMISSION DATE
[23 APRIL 2022]
Elaborate the term training and development in an organization.

Introduction

Training is the process for providing required skills to the employee for doing the job
effectively, skillfully and qualitatively. Training of employees is not continuous, but it is
periodical and given in specified time. Generally training will be given by an expert or
professional in related field or job.

Training is required at every stage of work and for every person at work. To keep one
updated with the fast changing technologies, concepts, values and environment, training plays
a vital role. Training programmes are also necessary in any organisation for improving the
quality of work of the employees at all levels. It is also required when a person is moved
from one assignment to another of a different nature. Taking into account this context, this
unit aims at providing insight into the concept, need and methods of training, also areas of
evaluation of training, retraining and dimensions of organisational learning.

Training is a process of learning a sequence of programmed behavior. It is the application of

knowledge & gives people an awareness of rules & procedures to guide their behavior. It
helps in bringing about positive change in the knowledge, skills & attitudes of employees.
Training is investment in getting more and better quality work from your talent.

Thus, training is a process that tries to improve skills or add to the existing level of
knowledge so that the employee is better equipped to do his present job or to mould him to be
fit for a higher job involving higher responsibilities. It bridges the gap between what the
employee has & what the job demands. Since training involves time, effort & money by an
organization, so an organization should to be very careful while designing a training program.
Training and development refers to educational activities within a company created to
enhance the knowledge and skills of employees while providing information and instruction
on how to better perform specific tasks.

Training is a short-term reactive process meant for operatives and process while development
is designed continuous pro-active process meant for executives. In training employees' aim is
to develop additional skills and in development, it is to develop a total personality.

In training, the initiative is taken by the management with the objective of meeting the
present need of an employee. In development, initiative is taken by the individual with the
objective to meet the future need of an employee.

Training and development

Training and Development is a structured program with different methods designed by

professionals in particular job. It has become most common and continuous task in any
organisation for updating skills and knowledge of employees in accordance with changing
environment. Optimisation of cost with available resources has become pressing need for
every organisation which will be possible only by way of improving efficiency and
productivity of employees, possible only by way of providing proper employee training and
development conditioned to that it should be provided by professionals.

What is the difference between training and development?

Training is the process of improving and polishing the required Skills to an employee in order
to make him/her skilled and perfectionist in the job which he / she does. Training is purely
job focused but development is psychology and soft skills oriented. Previously many authors
have defined the difference between training and development, but still there is little
confusion in understanding the difference. In fact many organisations are using term "training
and development" as one and same. Mostly we hear the term "training" for the purpose of the
inducing skills and knowledge among employees. Both training and development are
continuous and core tasks of organisation, but employee training will be for the particular job
to develop skills in concern particular job for a particular period and will be given
periodically whenever updating of skills needed for performing particular job and moreover
training is meant for the purpose of development of technicality among employees. Training
is mainly provided for making employee aware on how to handle particular job, technology
or equipment for doing particular task or function in the organisation. Ultimately training of
employees will be by way of teaching by the professional in particular job which involves
technicality to develop skill.

In many and large organisations even in governmental organisations financial budgeting

provides a separate budget for the purpose of employee training as a key overhead which has
been not ignored ever. Because employee training is very expensive, especially if we take
information technology companies spends large amounts for providing training to their
employees and frequency of training is high because change of technology is not constant and
updated continuously. Therefore to make aware of new technology and update their skills in
accordance with new technology, training of employees is more frequent as that of other
industries. Coming to employee development we don't hear or see as that of employee
training program in the organisation. Employee development is psychological oriented
mainly provided for people who deals with managerial tasks.

What is the purpose of training and development in organizations?

The reason why training is absolutely essential for any business is -

1. Lowers Attrition

Training is one of the best ways to value your employees. It shows them that you are as
invested in their well being and growth as they are in the your growth as a company.
Employees who are looked after will never want to look elsewhere.
 2. Prepares for upcoming challenges

Training can be a pre-emptive step to train employees for expected/unexpected changes in the
industry. In times like ours when trends change constantly under the influence of online
evolution, keeping our teams prepared just makes good sense.

3. Fosters Leadership

There is no better way to create future leaders than to train the best bunch. This will also lead
to a clear career path for employees preventing attrition and dissatisfaction.

4. Growth of the company

Any company dedicated to training its workforce will only prosper and move forward. The
employees are a major part of a company's assets and taking care of them will mean taking
care of the organisation.

What are the types of training and development?

The types of training programs are such as technical training is a type of training meant to
teach the new employee the technological aspects of the job, quality training refers to
familiarizing employees with the means of preventing, detecting, and eliminating non-quality
items, usually in an organisation that produces a product, skills training, the third type of
training, includes proficiency needed to actually perform the job, the fourth type of training is
called soft skills training. Soft skills refer to personality traits, social graces, communication,
and personal habits that are used to characterize relationships with other people and
professional training is a type of training required to be up to date in one’s own professional
field.

The examples of training and development could be that tax laws change often, and as a
result, an accountant must receive yearly professional training on new tax codes. Lawyers
need professional training as laws change. A personal fitness trainer will undergo yearly
certifications to stay up to date in new fitness and nutrition information. In a consulting
business, technical training might be used so the consultant knows how to use the system to
input the number of hours that should be charged to a client. In a restaurant, the server needs
to be trained on how to use the system to process orders.

Training Process

Step 1: Decide If Training is needed

The first step in the training process is a basic one: to determine whether a problem can be
solved by training. Training is conducted for one or more of these reasons: 1) Required
legally or by order or regulation 2) to improve job skills or move into a different position 3)
for an organization to remain competitive and profitable. If employees are not performing
their jobs properly, it is often assumed that training will bring them up to standard. This may
not always be the case. Ideally, training should be provided before problems or accidents
occur and should be maintained as part of quality control.

Step 2: Determine What Type of Training is needed

The employees themselves can provide valuable information on the training they need. They
know what they need/want to make them better at their jobs. Just ask them! Also, regulatory
considerations may require certain training in certain industries and/or job classifications.
Once the kind of training that is needed has been determined, it is equally important to
determine what kind of training is not needed. Training should focus on those steps on which
improved performance is needed. This avoids unnecessary time lost and focuses the training
to meet the needs of the employees.

Step 3: Identifying Goals and Objectives

Once the employees' training needs have been identified, employers can then prepare for the
training. Clearly stated training objectives will help employers communicate what they want
their employees to do, to do better, or to stop doing! Learning objectives do not necessarily
have to be written, but in order for the training to be as successful as possible, they should be
CLEAR and thought–out before the training begins.

Step 4: Implementing the Training

Training should be conducted by professionals with knowledge and expertise in the given
subject area; period. Nothing is worse than being in a classroom with an instructor who has
no knowledge of what they are supposed to be teaching! Use in-house, experienced talent or
an outside professional training source as the best option. The training should be presented so
that its organization and meaning are clear to employees. An effective training program
allows employees to participate in the training process and to practice their skills and/or
knowledge. Employees should be encouraged to become involved in the training process by
participating in discussions, asking questions, contributing their knowledge and expertise,
learning through hands–on experiences, and even through role–playing exercises.

Step 5: Evaluation Training Program

One way to make sure that the training program is accomplishing its goals is by using an
evaluation of the training by both the students and the instructors Training should have, as
one of its critical components, a method of measuring the effectiveness of the training.
Evaluations will help employers or supervisors determine the amount of learning achieved
and whether or not an employee's performance has improved on the job as a result.
On-the-job training methods (Workplace training) - How it give companies
a competitive edge?

When an employee learns the job in actual working site in real life situation, and not
simulated environment, it is called On-the-job training and also called as Workplace training.
Employee learns while working. Take the instance of roadside mechanics. Small boys
working there as helpers learn while helping the head mechanic. They do not learn the defect
analysis and engine repairing skills in any classroom on engine models. This type of training,
also known as job instruction training, is the most commonly used method. Under this
method, the individual is placed on a regular job and taught the skills necessary to perform
that job. The trainee learns under the supervision and guidance of a qualified worker or
instructor. On-the-job training has the advantage of giving firsthand knowledge and
experience under actual working conditions. While the trainee learns how to perform a job,
he is also a regular worker rendering the services for which he is paid. The problem of
transfer of trainee is also minimised as the person learns on-the-job. The emphasis is placed
on rendering services in the most effective manner rather than learning how to perform the
job. On-the-job training methods include job rotation, coaching, job instruction or training
through step-by-step and committee assignments.

On-the-job training boosts employee morale: Survey

Over 40% employers voted on-the-job training for increased productivity and 35% for
enhanced employee morale in the organization in a survey concerning training and
development, conducted by TJinsite, research and knowledge arm of TimesJobs.com. A
considerable share of the surveyed employers also claimed to reduce attrition by using
training and development methodology. Employees too appreciate learning and training at
the workplace since it enables them to develop knowledge and skills without leaving the
work. In the TJinsite survey, on-the-job training by seniors has been voted as the most
preferred method of training by 71% employees. Other training methods come at distant
second; with workshop and seminars preferred by 15% of surveyed employees, followed by
external trainers (11%) and least preferred manual & journals (3%).

Mostly on-the-job training for new employees is followed by induction programme which is
meant for making new employees aware of organisation's culture, policies, and procedures
and for interaction of new employees with each other. In India at NTPC (National Thermal
Power Corporation), is offering employee induction programme for its new employees and
later sent to on-the-job training. Boston Consulting Group's (BCG) India office, is also giving
on-the-job training with live Case study for 1 - 3 months for its new employees.
How on-the-job training and development programmes give companies a
competitive edge?
Often, the skills acquired in an educational institute differ from those required for the job.
This means educational institutions should look beyond academics and offer students real-
time experiences, where they are able to gain first-hand exposure of working in the real
world. To some extent, such programmes can help students get a taste of the actual
professional world and help them establish critical networking connections. However, it is
workplace training that can enable employees to acquire new and specific skills for a certain
role, increase their contribution to the business and build their self-esteem.

The skill sets required for jobs are ever-changing and it is the responsibility of companies to
plug the skill gap between education and employment. Offering the right training to
employees will help in strengthening their skills, enhancing their capabilities and acquiring
new knowledge. The companies that invest time and money in developing and expanding the
knowledge of their employees bring in more productivity and are able to position themselves
better in the larger business landscape.

Here’s a look at how on-the-job training can prove to be a worthwhile investment for
companies and equip employees with the right set of skills:

Helps tackle shortcomings:

While one employee maybe good at calculations and market segmentation, another may
prove her excellence in ideation and churning out new strategies. Every individual will have
some shortcomings and it is timely training and development programmes that can upskill
employees to perform different tasks with the minimum required skill. Workplace training
plays a pivotal role in bridging the skill gap and keeping employees on the cutting edge of
industry developments
Increases productivity:

In a rapidly-evolving job landscape, employees need to be trained and taught about new
technologies and their applications. With training and development, employees can stay up-
to-date, use new technologies and give up on the old ways of performing a task. They can
finish a task faster and show improved results with the right training It will also give them
confidence and enable them to adopt new and better ways to achieve their goals and
objectives.

Boosts employees' morale:

Lack of guidance often kills the morale of employees. Training and development
programmes not only improve the skills of employees but also boost their morale, thereby
making them happy and leading to longer tenures. Apart from breaking the monotony in the
workplace, training programmes offer employees a learning platform where they are able to
master new skills and become more marketable.

Encourages creativity:

With training and upskilling: employees are able to think outside the box and widen their
thinking capabilities, hone their communication skills and develop new skills that can
improve a company’s competitive edge. Such programmes are the best ways to promote
innovation and improve employee involvement.

Enhances company reputation and profile:

Offering the right training and development programme makes the company stand out in the
recruitment sphere. Employees are likely to feel valued if they are being invested in, and they
work harder to exceed expectations. However, the company should adopt stronger and
successful training strategies that help them build their brand name and enable them to
emerge as a sought-after firm among employees.
On-The-Job Training Methods

(a) Job Rotation:

This type of training involves the movement of the trainee from one job to another. The
trainee receives job knowledge and gains experience from his supervisor or trainer in each of
the different job assignments. Though this method of training is common in training
managers for general management positions, trainees can also be rotated from job to job in
workshop jobs. This method gives an opportunity to the trainee to understand the problems of
employees on other jobs and respect them.

Job rotation method has been using in the Indian banking sector mainly by State bank group
for the probationary officers for the period of approximately 2 years to finally post them as
assistant bank manager. Under this method of training candidates are placed in each and
every job starts from clerical job, assistant, cashier and managerial job for the purpose of
knowing importance in nature of every job before handling Asst bank manager position.

Advantages of job rotation of an employee are eliminate boredom of an employee, encourage

development, give employees a break from strenuous job duties, helps HR manager identify
where employee work best and gives HR manager a backup plan if an employee leaves.

Disadvantages of job rotation of an employee are could be costly and time-consuming for
organisation, could end up with disgruntled employees, it won't fix all your problems in the
business, job rotation of an employee might not be feasible for some industries and finally
your business could suffer.

(b) Coaching:

The trainee is placed under a particular supervisor who functions as a coach in training the
individual. The supervisor provides feedback to the trainee on his performance and offers him
some suggestions for improvement. Often the trainee shares some of the duties and
responsibilities of the coach and relieves him of his burden. A limitation of this method of
training is that the trainee may not have the freedom or opportunity to express his own ideas.

”Experience is simply the name we give our mistakes." - Oscar Wilde.

(c) Job Instruction:

This method is also known as training through step by step. Under this method, trainer
explains the trainee the way of doing the jobs, job knowledge and skills and allows him to do
the job. The trainer appraises the performance of the trainee, provides feedback information
and corrects the trainee.

(d) Committee Assignments:

Under the committee assignment, group of trainees are given and asked to solve an actual
organisational problem. The trainees solve the problem jointly. It develops team work.

(e) Apprenticeship:

Apprenticeship is a formalized method of training curriculum program that combines

classroom education with on-the-job work under close supervision. The training curriculum is
planned in advance and conducted in careful steps from day to day. Most trade apprenticeship
programs have a duration of three to four years before an apprentice is considered completely
accomplished in that trade or profession. This method is appropriate for training in crafts,
trades and technical areas, especially when proficiency in a job is the result of a relatively
long training or apprenticeship period, e.g., job of a craftsman, a machinist, a printer, a tool
maker, a pattern designer, a mechanic, etc.
Internship

Internship is one of the on-the-job training methods. Individuals entering industry in skilled
trades like machinist, electrician and laboratory technician are provided with thorough
instruction though theoretical and practical aspects. For example, TISCO, TELCO and BHEL
select the candidates from polytechnics, engineering colleges and management institutions
and provide apprenticeship training. Apprenticeship training programmes are jointly
sponsored by colleges, universities and industrial organisations to provide the opportunity to
the students to gain real-life experience as well as employment. Exhibit presents the benefits
of apprenticeship training.

Most of the Universities and Colleges encourage students for internship as part of the
curriculum as it is beneficial to all concerned.
Advantages of On-the-Job Training:

 It is directly in the context of job

 It is often informal
 It is most effective because it is learning by experience
 It is least expensive
 Trainees are highly motivated
 It is free from artificial classroom situations

Disadvantages of On-the-Job Training:

 Trainer may not be experienced enough to train or he may not be so inclined.

 It is not systematically organized
 Poorly conducted programs may create safety hazards.
Conclusion

Without proper monitoring, development is likely to increase the frustration of employees if

when, once their skills are developed, and expectations raised, they are not given
opportunities for the application of such skills. A good training sub-system would help
greatly in monitoring the directions in which employees should develop in the best interest of
the organisation. A good training system also ensures that employees develop in directions
congruent with their career plans.
References

1. Benefit of training: retrieved at https://www.whatishumanresource.com/need-and-

benefit-of-training
2. Method of training: retrieved at https://www.whatishumanresource.com/on-the-job-
methods
3. Training method: retrieved at https://www.whatishumanresource.com/training-
process
4. Training and Develop: retrieved at https://www.whatishumanresource.com/training-
and-development
5. Definition of training and development: retrieved at
https://explore.darwinbox.com/hr-glossary/training-and-development#