TRAINING AND DEVELOPMENT

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.

IMPORTANCE OF TRAINING AND DEVELOPMENT

Employee training and development programs must be a constant focus for a

business since they allow organizations to:
Addressing Performance Gaps
-It is common for individual employees to encounter challenges in certain areas of
their performance. Implementing training and development can effectively address
and iron out these shortcomings, leading to improved overall performance.

Optimizing Workforce Potential

-Regular training and development programs empower employees to strengthen
their weaknesses and acquire new skills and knowledge.

Ensure Employee Satisfaction

-A strategic investment in employee development and training fosters a sense of
contentment among employees. When employees feel that their organization is
committed to their growth and professional development, they are more engaged
and motivated in their roles. However, for the program to be effective, it must be
tailored to the specific needs of the employees, ensuring that the gained knowledge
can be readily applied in the workplace.

Enhancing Organizational Productivity

-In today’s rapidly changing marketplace, an organization’s productivity heavily
relies on the skillset of its employees. Training and development programs enable
employees to stay updated and acquire new competencies, thereby positively
impacting the organization’s productivity.

Cultivating Self-Motivated Employees

-Participating in comprehensive training and development sessions empowers
employees to handle workplace challenges independently, reducing their reliance
on constant supervision and guidance.

ADVANTAGES AND DISADVANTAGES OF TRAINING

Training is a process of enhancing the skills and knowledge of employees for
performing a specific job. Training has many advantages for both employees and
employers. Some of them are:
- Training improves the performance and productivity of employees by
helping them to learn new things or refine their existing skills.
- Training reduces wastage and errors by teaching employees how to use the
machines, tools, and resources effectively and efficiently.
- Training makes employees more skilled and professional, which increases
their confidence, motivation, and satisfaction.
- Training helps employees to grow within the organization, align their goals
with the organizational vision, and invest their time in areas where they need
more work.
- Training also benefits employers by reducing employee turnover, improving
customer service, enhancing quality standards, and creating a positive image
for the organization.
Training can have some disadvantages as well, such as:
 - Training can be costly and time-consuming, especially if it involves
hiring external trainers or sending employees to off-site locations.
- Training can also create a gap between trained and untrained employees,
which can affect their morale and teamwork.
- Training can sometimes be ineffective or irrelevant if it is not designed
according to the needs of the employees or the organization.
Therefore, training should be planned carefully and evaluated regularly to ensure
that it meets its objectives and delivers its benefits.

TRAINING METHODS
-There are several methods of training. These are mainly categorized into two
groups: On-the-Job and Off-the-Job methods. On-the-Job methods are generally
the methods that are applied to the workplace during the working of the employee.
It means learning while working.

On-the-Job Methods

Apprenticeship Programs: Apprenticeship programs place the trainee under the

guidance of well-trained personnel. These programs are designed to obtain skills
and knowledge of higher levels. Such programs are necessary for people entering
skilled jobs, like, plumbers, electricians, etc.

Coaching: In this method, the trainer who is known as the coach guides and
instructs the trainee. The coach or the trainer sets the required goals with a mutual
discussion, advises on how to achieve those goals, analyzes the trainees’ progress
from time to time, and suggests changes necessary in the attitude and performance.

Internship Training: Internship training is a cooperation of educational

institutions and business firms. These trainings are generally a joint program. The
candidates who are selected continue to pursue their studies regularly and also
work in a factory or office to gain the practical knowledge and skills required for a
job.

Job Rotation: Job rotation involves shifting trainees from one job to another or
from one department to another. This allows the trainee to gain a better
understanding of the working of the organization and all its parts.

Off-the-Job Methods

Class Room Lectures or Conferences: The lecture or conference method is

generally used for conveying specific information, rules, procedures, or methods.
The use of audio-visual means makes a formal classroom presentation more
interesting along with increasing the memory and proving an instrument for
clearing difficulties or doubts.

Films: Films supply information and show a definite display of skills that are not
easily represented by other techniques. The use of films together with conference
discussion is a very effective method in most cases.

Case Study: Case studies are the actual experiences faced by the organization.
They display the events that the managers have faced in real life. The trainees
study these cases and analyze them sincerely to find out the problems and their
causes, come up with possible solutions, select the best solution and at last,
implement it.

Computer Modelling: It encourages the work environment by developing a

computer program that copies a few of the realities of the job and enables learning
to take place securely. It also allows the organization to see the mistakes that may
occur and how much they would cost. This saves the organization from making
mistakes in such situations in real life.