Recruitment gets people through the door, but Training and Development ensures they
don't just stand there—they excel.
1. Training vs. Development
It’s a common mistake to use these terms interchangeably, but in HRM, they have
distinct horizons.
Feature Training Development
Focus Current job needs. Future responsibilities.
Scope Individual employees. Entire career/organization.
Goal Fix a skill gap or learn a new tool. Prepare for leadership or change.
Timeframe Short-term. Long-term.
2. The Systematic Training Process (ADDIE)
Most effective HR departments don't just "wing it." They follow a structured cycle to
ensure the investment pays off.
1. Analysis: Identifying the "gap." What do employees know now vs. what do they
need to know?
2. Design: Setting learning objectives and choosing the right delivery method.
3. Development: Creating the actual materials (slide decks, manuals, or software).
4. Implementation: The actual training session (classroom, e-learning, or on-the-
job).
5. Evaluation: Measuring results. Did they actually learn? Is the company
performing better?
3. Common Training Methods
Depending on the budget and the skill, HR managers choose between:
On-the-Job (OTJ): Learning by doing. Includes apprenticeships, job rotation, and
coaching.
Off-the-Job: Learning away from the workstation. Includes lectures, simulations
(like flight simulators), and online modules.
Social Learning: Mentorship programs and peer-to-peer knowledge sharing.
4. Why Does This Matter? (The ROI)
Training isn't just a "nice-to-have" expense; it’s a strategic move.
Retention: Employees stay longer when they feel the company is investing in
their growth.
Innovation: A more skilled workforce comes up with better ideas.
Safety & Compliance: Essential for high-risk industries (healthcare, construction)
to reduce liability.
Kirkpatrick’s Four Levels of Training Evaluation
The Kirkpatrick Model: Measuring Success
Level Name What it Measures How to Measure It
Level Name What it Measures How to Measure It
Level How the trainees felt about the Surveys, "smile sheets," or post-training
Reaction
1 training. feedback forms.
Level Did they actually acquire the Pre- and post-tests, role-playing, or
Learning
2 intended knowledge? demonstrations.
Level Are they applying what they On-the-job observations, manager
Behavior
3 learned back on the job? evaluations, or peer reviews.
Level The impact on the business or Increased sales, fewer accidents,
Results
4 organizational goals. higher productivity, or better ROI.
Why Level 3 and 4 are the "Gold Standard"
Most companies stop at Level 1 or 2 because they are easy and cheap. However, the
real value of Human Resource Management lies in Level 3 (Behavior).
Even if an employee passes a test (Level 2), if they go back to their desk and continue
doing things the old way, the training was a failure. HR managers use Reinforcement
Strategies to ensure Level 3 happens, such as:
Follow-up coaching: Checking in 30 days later.
Performance Support: Providing "cheat sheets" or apps they can use while
working.
Rewards: Tying the new skills to annual bonuses or promotions.
Common Challenges in Training & Development
It’s not always smooth sailing. Here are the "potholes" HR managers watch out for:
1. Low Engagement: Employees seeing training as a "distraction" from their "real
work."
2. Lack of Management Support: If a manager doesn't believe in the new method,
the employee won't use it.
3. The "Forgetting Curve": People forget up to 70% of what they learned within 24
hours if they don't apply it immediately.