UNIT 2_THE CONCEPT OF TRAINING AND DEVELOPMENT

The main aim of this unit is to introduce students to the concept of training
and development, and the similarities and differences between the two. It is
important for organisations to focus on the personal development of their employees
since a valuable employee is more likely to stay with the organisation if they develop
their skills internally, improving staff retention.( giữ chân nhân viên ) Also, it is
important for the employee to undertake training and development in order to improve
their skills, which can then benefit their team, department and organisation.

Different types of training might be applicable to different stages of career

development. New employees can be informally or formally trained up for their duties or
specific tasks. ( nhiệm vụ đặc biệt )Existing employees ( nhân viên hiện tại ) might
require additional training ( đào tạo bổ sung) as their role evolves.

When an employee starts work, they are often given an induction. This is an
introduction to the organisation, its corporate culture ( văn hóa doanh nghiệp ) , values
and expectations ( kỳ vọng ) of its employees. The employee will be shown around their
working environment, introduced to colleagues and key personnel and will learn basic
logistical information ( thông tin hậu cần cơ bản ) such as how to find their way around
as well as key rules and regulations related to the company.

There are various types of training. On-the-job training( đào tạo tại chỗ ) gives
a concentrated approach to learning a new skill, specific to the task. Classroom training
is where the employee attends a course either identified ( xác định ) by the human
resources department or by the individual employee ( cá nhân nhân viên ) Online
training is becoming more popular as it is comparatively cheaper than classroom
training and can be carried out ( được thực hiện ) in the workplace or at home. Blended
training ( đào tạo kết hợp) can be a mixture of these training techniques.( kĩ thuật
đào tạo )

Some companies offer intensive long-term training ( chương trình đào tạo chuyên
sâu dài hạn ) in the form of apprenticeships ( học nghề ) which give a young person a
skill in an industry. The company employs an apprentice ( người học việc ): a college/
school leaver to be trained on the job by the organisation while they work. The apprentice
is a low-paid employee during this period and can go on to working as a full-time
employee of the company, having acquired useful skills that are both practical and
transferable.

Career development is a life-long commitment ( cam kết lâu dài ) to develop

one’s career and personal skills. Many universities have careers advice and study
modules for students to learn how to approach an industry( cách tiếp cận ngành ) they are
interested in and how to work towards their career goals.

Successional development is where an employee can acquire enough knowledge

and ability to succeed their boss when they retire or leave the organisation.