Training And Development Program

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Definition: Training and Development Program

Training and Development is a subsystem of an organization which emphasize on the improvement of the performance of individuals and groups. Training is an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of the employees. Good & efficient training of employees helps in their skills & knowledge development, which eventually helps a company improve.
Training is about knowing where you are in the present and after some time where will you reach with your abilities. By training, people can learn new information, new methodology and refresh their existing knowledge and skills. Due to this there is much improvement and adds up the effectiveness at work. The motive behind giving the training is to create an impact that lasts beyond the end time of the training itself and employee gets updated with the new phenomenon. Training can be offered as skill development for individuals and groups.

4 Main Differences Between Training & Development

The particularities of each one could help to set priorities and strategies within your company’s human resources department.
These are the four differences that will help you to distinguish between these two concepts and which you must always take into account when talking about training or development:

1. Group vs. Individual

Training tends to an initiative designed by a company and taught by tutor or expert. The company pays for the expenses and organizes the courses, decides what sort of tools its employees should use, and sets the guidelines to follow in all the training activities. These initiatives are often taught in a group (a department, people who have recently joined the company.
However, with development, the emphasis is put on the individual. Development programs are often personalized and the person who is ultimately responsible is the employee. In this case, the most important focus is not on lessons taught by a tutor, but rather on the self-learning process and progress that must be taken on by the professional.

2. Specific Objectives vs. Open Objectives

In training, the objectives are specific and well defined: learning how to use a program, obtaining a certain personal skill or teaching the new protocols put in place by the company.

When we talk about development however, the objectives are always much broader and can cover all types of knowledge and skills. Compared to training, development is less tangible and often focuses on philosophical issues, changing habits and improving skills. Not only that, but objectives can be changed over time and completed according to the new demands of the market or the company.

3. Short term vs. Long term

Some human resource experts explain the differences between training and development very simply. The first think about the present & the second about the future.

In general, training faces an immediate challenge and teaches the knowledge or skills needed by company employees in a short period of time (one day, one week, several months). It is all about “here and now”. It could be a course to improve the communication skills of employees, a conference to explain the protocol for returning a product or a class to use the Excel program.

On the other hand, development focuses on the long term. Human resource managers propose a strategy to put in place over several months or years, comprising a set of initiatives that are expected to bear fruit over a long period of time. It is a continuous process in which you are trying to develop professionals in their next step or their next position of responsibility.

4. Job Position vs. Job Career

Due to its precision and commitment to the short term, training is designed for a specific job position. It seeks to provide professionals with tools and skills, taking into account the work that they will be doing at the company.

However, development focuses on the person: its objective is to get the best out of each professional in the company, identifying their interests and the fields in which they can more easily progress. If training focuses on a job position, development puts the emphasis on building a successful professional career.

Importance of Training and Development
For companies to keep improving, it is important for organizations to have continuous training and development programs for their employees. Competition and the business environment keeps changing, and hence it is critical to keep learning and pick up new skills. The importance of training and development is as follows:

• Optimum utilization of Human resources
• Development of skills
• To increase the productivity
• To provide the zeal of team spirit
• For improvement of organization culture
• To improve quality, safety
• To increase profitability
• Improve the morale and corporate image

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