01. Introduction to the Training and Development

by Yasodha Pathirana

Due to the Competitive market all the organizations have to act more wisely to grab more opportunities. Therefore, all organizations are trying to recruit the correct manpower. In any sector organizational growth and the survival depends on its employees. Therefore, to keep these valuable employees, every organizations have to conscious about the job satisfaction and retention of employees. For surviving the business world Training and Development is the key element of any organization. Therefore, organizations are investing a large amount for employee Training and Development programs. 

Training and Development have become one of the necessary functions in most organizations, because they lead to high performance in the same field and are important part of Human Resource Department, it has a significant effect on the success of an organization through improving employee performance (Mozael, 2015). Employee Training and Development assists the organization and employees in attaining diverse goals, such as improving morale, sense of security, employee engagement, and overall competencies necessary to perform a particular job (Rodriguez & Walters, 2017). And also, employee Training and Development is a vital component of Human Resources planning activities, because it not only maximizes the returns of individuals, but it may also attract better talent to the organization (Bapna, et al., 2013). In addition, (Rodriguez & Walters, 2017) explains that employee Training and Development serves as the tool that not only enhances the competencies required to perform a job, but it also provides the means to assist individuals in feeling more satisfied with the results of their performance.

According to these discussions it is concluded that Training and Development is the key element of any organization and in every organization Human Resources Department has major role to create a better Training and Development Programs align with organizational goals.

 Source: YouTube

According to the above YouTube video it clearly explained Learning involves acquiring knowledge and developing skills and also, employees acquire knowledge through formal and informal training activities and development experiences. Therefore, it is required to identify the terms of “Learning, Training and Development.”

Learning

Learning is the process by which a person acquires and develops new knowledge, skills, capabilities and attitudes. Learning is goal directed, it is based on experience, it impacts behavior and cognition, and the changes brought about are relatively stable (Armstrong, 2006). It is part of the process of change and adaptation to different circumstances. It enables us to draw on the past in order to cope better with the future. It is to do with change. Through learning people may change their view of the world, or their understanding of themselves, or their behavior, or something else. The change may not always be immediately obvious to others, or even to the learner. However, learning eventually produces some observable effect (Wilson, 2001).

Training

Training is the use of systematic and planned instruction activities to promote learning. It involves the use of formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily (Armstrong, 2006). The term ‘Training’ indicates the process involved in improving the aptitudes, skills and abilities of the employees to perform specific jobs and its helps in updating old talents and developing new ones (Kulkarni, 2013).

If organization develop good Training Programs it will help for employee performance and to overcome the organizational productivity. (Singh & Mohanty, 2010) showed that training is a fundamental and effectual instrument in successful accomplishment of the firm's goals and objectives, resulting in higher productivity.

Development

Development is an unfolding process that enables people to progress from a present state of understanding and capability to a future state in which higher-level skills, knowledge and competencies are required (Armstrong, 2006). Development programs provides knowledge about business environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of company. Manpower development focused on turning out human resource that is needed for effective performance in the organization (Karim, et al., 2019).

It shows that employee development help employees grow both professionally and personally, contributing to their effectiveness in their current roles and preparing them for future responsibilities.

References

Armstrong, M., 2006. A Handbook of Human Resource Management Practice. 10th Edition ed. London : Kogan Page.

Bapna, R. et al., 2013. Human Capital Investments and Employee Performance: An Analysis of IT Services Industry. Management Science, 59 (3)(2013), pp. 641-658.

GreggU 2019. What is Training and Development? [Online]. Available at: <. https://www.youtube.com/watch?v=qBQqR_DBwlo>. [Accessed on 13^th November 2023].

Karim, M. M., Choudhury, M. M. & Latif, W. B., 2019. The Impact of Training and Development on Employees’ Performance: An Analysis of Quantitative Data. Noble International Journal of Business and Management Research, 03(02), pp. 27-28.

Kulkarni, P., 2013. A Literature Review on Training & Development and Quality of Work Life. Researchers World - Journal of Arts, Science & Commerce, IV(2), p. 138.

Mozael, B. M., 2015. Impact of Training and Development Programs on Employee Performance. International Journal of Scientific and Research Publications, 5 (11)(2015), p. 38.

Rodriguez, J. & Walters, K., 2017. The Importance of Training and Development in Employee Performance and Evaluation. World Wide Journal of Multidisciplinary Research and Development, 3 (10)(2017), p. 206.

Singh, R. & Mohanty, M., 2010. Impact of Training Practices on Employee Productivity: A Comparative Study. Interscience Management Review, 3(1), pp. 52-53.

Wilson, J. P., 2001. Human Resource Development. London: Kogan Page.