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    Training and Development

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    M RABOY,JOHN NEIL D.
    Training and development refer to activities created by companies to enhance employees' knowledge and skills. There are differences between training, which is short-term and reactive, focusing on specific tasks, and development, which is long-term and proactive, aiming to develop an employee's total personality. Some key benefits of training and development include optimizing human resources, improving skills, productivity, culture, quality and safety, and increasing profitability and morale. While training can be expensive, it provides advantages like developing new skills and knowledge, improving efficiency, and keeping employees motivated. Different types of training include technical, quality, soft skills, professional, team-based, managerial, and safety training.

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    Training and Development

    Uploaded by

    M RABOY,JOHN NEIL D.
    23 views3 pages
    Training and development refer to activities created by companies to enhance employees' knowledge and skills. There are differences between training, which is short-term and reactive, focusing on specific tasks, and development, which is long-term and proactive, aiming to develop an employee's total personality. Some key benefits of training and development include optimizing human resources, improving skills, productivity, culture, quality and safety, and increasing profitability and morale. While training can be expensive, it provides advantages like developing new skills and knowledge, improving efficiency, and keeping employees motivated. Different types of training include technical, quality, soft skills, professional, team-based, managerial, and safety training.

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    notes for final examination

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    Training and development refer to activities created by companies to enhance employees' knowledge and skills. There are differences between training, which is short-term and reactive, focusing on specific tasks, and development, which is long-term and proactive, aiming to develop an employee's total personality. Some key benefits of training and development include optimizing human resources, improving skills, productivity, culture, quality and safety, and increasing profitability and morale. While training can be expensive, it provides advantages like developing new skills and knowledge, improving efficiency, and keeping employees motivated. Different types of training include technical, quality, soft skills, professional, team-based, managerial, and safety training.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    23 views3 pages

    Training and Development

    Uploaded by

    M RABOY,JOHN NEIL D.
    Training and development refer to activities created by companies to enhance employees' knowledge and skills. There are differences between training, which is short-term and reactive, focusing on specific tasks, and development, which is long-term and proactive, aiming to develop an employee's total personality. Some key benefits of training and development include optimizing human resources, improving skills, productivity, culture, quality and safety, and increasing profitability and morale. While training can be expensive, it provides advantages like developing new skills and knowledge, improving efficiency, and keeping employees motivated. Different types of training include technical, quality, soft skills, professional, team-based, managerial, and safety training.

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    © All Rights Reserved
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    of 3

    TOPIC: TRAINING AND DEVELOPMENT

    WHAT IS TRAINING AND DEVELOPMENT?


    Training and development refer 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.

    Difference Between Training and Development


    TRAINING DEVELOPMENT
    -training is a short-term reactive process meant -development is designed continuous pro-active
    for operatives and process process meant for executives
    in development, it is to develop a total
    personality.
    -in training employees' aim is to develop -in development, it is to develop a total
    additional skills  personality.
    -In training, the initiative is taken by the -In development, initiative is taken by the
    management with the objective of meeting the individual with the objective to meet the future
    present need of an employee. need of an employee.

    IMPORTANCE OF TRAINING AND DEVELOPMENT

    • Offers optimum utilization of Human resources


    • Enhances skill development
    • Increases productivity
    • Improves organizational culture
    • Improve quality and safety
    • Increase profitability
    • Improves the company's morale and corporate
    image

    ADVANTAGES AND DISADVANTAGES OF TRAINING AND DEVELOPMENT


    ADVANTAGES DISADVANTAGES
    1. Helps employees develop new skills and 1. It is a relatively expensive process.
    increases their knowledge. 2. There is a risk that after the training and
    2. Improves efficiency and productivity of development session, the employee can quit the
    individuals and teams. job.
    3. Creates new and improved job positions.
    4. Keeps employees motivated and enhance
    contribution levels.

    TYPES OF TRAINING
    1. Technical training is a type of training meant to teach the new employee the technological
    aspects of the job. In a retail environment, technical training might include teaching someone
    how to use the computer system to ring up customers. In a sales position, it might include
    showing someone how to use the customer relationship management (CRM) system to find
    new prospects.
    2. Quality training refers to familiarizing employees with the means of preventing, detecting, and
    eliminating nonquality items, usually in an organization that produces a product. In a world
    where quality can set your business apart from competitors, this type of training provides
    employees with the knowledge to recognize products that are not up to quality standards and
    teaches them what to do in this scenario. 
    3. Skills training, the third type of training, includes proficiencies needed to actually perform the
    job. For example, an administrative assistant might be trained in how to answer the phone,
    while a salesperson at Best Buy might be trained in assessment of customer needs and on
    how to offer the customer information to make a buying decision.
    4. Soft Skills Training, refer to personality traits, social graces, communication, and personal
    habits that are used to characterize relationships with other people. Soft skills might include
    how to answer the phone or how to be friendly and welcoming to customers. It could include
    sexual harassment training and ethics training. In some jobs, necessary soft skills might
    include how to motivate others, maintain small talk, and establish rapport.
    5. Professional training is a type of training required to be up to date in one’s own professional
    field. For example, tax laws change often, and as a result, an accountant for H&R Block must
    receive yearly professional training on new tax codes (Silkey, 2010). Lawyers need
    professional training as laws change. A personal fitness trainer will undergo yearly
    certifications to stay up to date in new fitness and nutrition information.
    6. Team training is a process that empowers teams to improve decision making, problem solving,
    and team-development skills to achieve business results. Often this type of training can occur
    after an organization has been restructured and new people are working together or perhaps
    after a merger or acquisition. 
    7. Managerial training is identified when you are a candidate for promotion. Topics might include
    those from our soft skills section, such as how to motivate and delegate, while others may be
    technical in nature. For example, if management uses a particular computer system for
    scheduling, the manager candidate might be technically trained. Some managerial training
    might be performed in-house while other training, such as leadership skills, might be
    performed externally.
    8. Safety training is a type of training that occurs to ensure employees are protected from injuries
    caused by work-related accidents. Safety training is especially important for organizations that
    use chemicals or other types of hazardous materials in their production. Safety training can
    also include evacuation plans, fire drills, and workplace violence procedures. 
    - Eye safety
    - First aid
    - Food service safety
    - Hearing protection
    - Asbestos
    - Construction safety
    - Hazmat safety

    The Occupational Safety and Health Administration, or OSH, is the main federal agency
    charged with enforcement of safety and health regulation.

    Role or HR T&D Manager


    The HR Training and Development Manager is responsible for the organization's
    staff training requirements, programs, and career development needs. They
    supervise training staff, plan and administer training seminars, and manage conflict resolution,
    team building, and employee skill evaluations.

    Training Needs Analysis (TNA)


    Training is an expensive process not only in terms of the money spent on it but also the
    time and the other resources spent on the same. The most important question therefore is
    determining whether or not a need for training actually exists and whether the intervention will
    contribute to the achievement of organizational goal directly or indirectly?

    3 Stages of Training Needs Analysis

    - Organizational Analysis
    - Job Analysis
    - Individual Analysis

    Organizational Analysis
    The organizational analysis is aimed at short listing the focus areas for training within
    the organization and the factors that may affect the same. Organizational mission, vision,
    goals, people inventories, processes, performance data are all studied. The study gives cues
    about the kind of learning environment required for the training. Motorola and IBM for example,
    conduct surveys every year keeping in view the short term and long term goals of the
    organization.

    Job Analysis
    The job analysis of the needs assessment survey aims at understanding the ‘what’ of the
    training development stage. The kind of intervention needed is what is decided upon in the job
    analysis. It is an objective assessment of the job wherein both the worker oriented - approach as well
    as the task - oriented approach is taken into consideration. The worker approach identifies key
    behaviours and ASK for a certain job and the task - oriented approach identifies the activities to be
    performed in a certain job. The former is useful in deciding the intervention and the latter in content
    development and program evaluation.
    Individual Analysis
    As evident from the name itself, the individual analysis is concerned with who in the
    organization needs the training and in which particular area. Here performance is taken out from the
    performance appraisal data and the same is compared with the expected level or standard of
    performance. The individual analysis is also conducted through questionnaires, 360 feedback,
    personal interviews etc. Likewise, many organization use competency ratings to rate their managers;
    these ratings may come from their subordinates, customers, peers, bosses etc.

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