Training and Development 03
Introduction to Training and Development of Human Resources
“Give a man a fish, and you have given him a meal.
Teach a man to fish, and you have given him a livelihood.”
Training is the process of increasing the knowledge and skills for doing a particular job. It is an
organised procedure by which people learn knowledge and skill for a definite purpose. The purpose of
training is basically to bridge the gap between job requirements and present competence of an
employee. Training is aimed at improving the behaviour and performance of a person. It is a never
ending or continuous process. Training is closely related with education and development but needs
to be differentiated from these terms.
Training is the formal procedures which a company uses to facilitate employees learning so that their
resultant behavior contributes to the attainment of the company’s goals and objectives. ------------------
------------------------------------------------------(Mc. ghose and Thayer, 1964)
Training is accepted as a synonymous for all of the forms of knowledge, skill and attitudinal
development which an adults need to keep pace with accelerating life involvement and enlarging
concepts of man’s capabilities. ------------------------------------------------(Steinmetz, 1967)
The above definitions reveal certain important characteristics of training.
• Training involves a series of planned goal directed activities.
• Training aims at changing the knowledge, skills and attitudes of the persons so that an
individual can carry out his present job satisfactorily or to prepare him for greater
responsibility in future.
• Training outcomes are measurable.
• Training involves learning process for bringing about the desired change in the employee
behavior.
The purpose of training is to bridge the gap between job requirements
and present competence of an employee.
Distinction between Training and Education
Point of comparison Education Training
Content Subject oriented. Job oriented.
Scope Broad and general. Narrow and specific.
Nature Education is theoretical Training is practical consisting
consisting of concepts aimed at of knowledge and skills
stimulating analytical and required to perform specific
creative faculties of the tasks.
individual.
Duration Long duration. Short duration.
Result Delayed and unapparent. Quick and apparent.
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Distinction between Training & Development
Point of Training Development
Distinction
1) Purpose Training is the act of increasing the Development refers to learning
knowledge, skills, and attitudes of an opportunities designed to improve
employee for doing a particular job. the overall personality of an
individual.
2) Contents Technical and mechanical operations. Conceptual and philosophical
concepts.
3) Focus The focus of training is on the The focus of development is on the
immediate period to help fix any long term to help employees prepare
current deficits in employees’ skills. for future work demands or career
goals.
4) Participants Training is meant for operatives (non- Development is meant for executives
managerial personnel). (managerial personnel).
5) Time period Training is a one-shot affair. Development is a continuous
process.
6) Initiative The initiative for training comes from The initiative for Development comes
management. To put it differently, from the individual himself. To put it
training is the result of external differently, development is the result
motivation. of internal motivation.
7) Nature of Training is mostly a preparation to Development is mostly a preparation
the process meet an individual’s present needs. It to meet an individual’s future needs.
can thus be seen as a reactive It is thus largely a proactive process.
process.
Importance of Training
A well planned and well executed training program can provide the following advantages:
1. Higher Training helps to improve the level of performance. Trained
Productivity employees perform better by using better method of work and
thereby increase productivity.
2. Better In formal training, the best methods are standardized and taught to
Quality of employees., Uniformity of work methods and procedures help to
Work improve the quality of product or service. Trained employees are less
likely to make operational mistakes.
3. Less Learning By having qualified instructors and carefully controlled learning
Period situations, management in countless cases has been able to obtain
shortened learning periods. Employees need not waste their time and
efforts in learning through trial and error.
4. Cost Trained employees make more economical use of materials and
Reduction machinery. Reduction in wastage and spoilage together with increase
in productivity helps to minimize cost of operations per unit.
Maintenance cost is also reduced due to fewer machine breakdowns
and better handling of equipments. Plant capacity can be put to the
optimum use.
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5. Reduced Well-trained employees tend to be self-reliant and motivated. They
Supervision need less guidance and control. Therefore, supervisory burden is
reduced and the span of supervision can be enlarged.
6. Low Accident Trained personnel adopt the right work methods and make use of the
Rate prescribed safety devices. Therefore, the frequency of accidents is
reduced. Health and safety can be improved.
7. High Morale Proper training can develop positive attitudes among employees. Job
satisfaction and morale are improved due to a rise in the earnings and
job security of employees.
8. Personal Training enlarges the knowledge and skills of the participants.
Growth Therefore, well-trained personnel can grow faster in their career.
9. Improved A sound training program helps to improve the climate of an
Organization organization. Industrial relations and discipline are improved.
al Climate Therefore, decentralization of authority and participative management
can be introduced. Resistance to change is reduced.
Learning (Training) Cycle
The Organizational Learning Cycle is a continuous process which consists of the following elements:
Identification of Learning Needs - The process by which organizations and individuals systematically
investigate current and future learning requirements in relation to the operating environment.
Learning Design - The development of an intervention (training, job rotation, etc) to address the
identified learning needs.
Delivery of Learning Programme - The implementation of the learning intervention at individual,
group or organizational levels.
Learning Evaluation - Without evaluation we do not know if the investment in learning has had the
desired result.
