TRAINING &
DEVELOPMENT
STUDENT NAME: AZLINOR BIN ZABIDIN
MATRIC ID: M18201105
PROGRAM: MASTER OF MANAGEMENT
CONTENT
INTRODUCTION
1.0 About Training
2.0 Objectives of Training
3.0 Need and Rationale of Training
4.0 Benefits of Training to Employers
5.0 About Development
6.0 Conclusion
7.0 Reference
INTRODUCTION
Human resources management concern on training and development as a
function aimed for betterment of job performance as an individuals and groups in the
organization. Training and development can be explained as “an educational process
which involved the sharpened of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of employees” [1] [Kashmir Observer, 2016].
Good training and development programs help organization retain the right people and
grow profit. Training is a program that helps employees learn specific knowledge or
skills to improve performance in their current roles. Development is more expansive and
focuses on employee growth and future performance, rather than an immediate job role.
Training is the attempt by an organization to change employees through the learning
process so that they are able to perform their jobs as efficiently as possible.
Development is related to enhancing the conceptual skill of the employee, which
helps individual towards achieving maturity and self-actualization.
1.0 About Training
Training is the attempt by an organization to change employees through the learning
process so that they are able to perform their jobs as efficiently as possible. Training
means learning the basic skills and knowledge necessary for a particular job or a group
of jobs. In other words, training is the act of increasing the knowledge for doing a
particular job. But development refers to the growth of an individual in all respects. An
organization works for the development of its executives or potential executives in order
to enable them to be more effective in performing the various functions of management.
An executive development programmed aims at increasing the capacities of the
individuals to achieve the desired objectives. Executive capacities imply his personal
abilities and potentials. Desired objectives imply consideration for tile goals of the
organization and individuals. Increasing the capacities implies that change must, occur
in the executive and through him in his subordinates.
2.0 Objectives of Training
The objectives of training can vary, depending upon a large number of factors. The
objectives depend on the nature of the organization where training has to be provided,
the skills desired and the current skill levels. It is difficult to draw generalizations of the
objectives of training; still they can be stated as under:
a) To increase the knowledge of workers in doing specific jobs.
b) To systematically impart new skills to the human resources so that they learn
quickly.
c) To bring about change in the attitudes of the workers towards fellow workers,
supervisor and the organization.
d) To improve the overall performance of the organization.
e) To make the employees handle materials, machines and equipment efficiently
and thus to check wastage of time and resources.
f) To reduce the number of accidents by providing safety training to employees.
g) To prepare employees for higher jobs by developing advanced skills in them.
3.0 Need and Rationale of Training
Training is important, not only from the point of view of the organization, but also for the
employees. It gives them greater job security and an opportunity for career
advancement. A skill acquired through training is an asset for the organization and the
employee. The benefits of training stay for a very long time. Training can become
obsolete only when there is a complete elimination of the desired for that skill and
knowledge, which may happen because of the technological changes. In general terms,
the need for training can arise because of the following reasons:
(i) Changing Technology.
Technology is changing at a fast pace. Be it any industry, technological changes are
changing the way in which operations were done. Newer machines are being used for
automation of the processes. Computers have made the controls very easy. Advances
in information technology have enabled greater degree of coordination between various
business units, spread far across the globe.
In order to keep themselves abreast with the changes, the employees must learn new
techniques to make use of advances in the technology. Training needs to be treated as
a continuous process to update the employees in new methods and procedures.
(ii) Demanding Customers.
As the free markets become stronger, customers are becoming more and more
demanding. They are much more informed about the products. They have many
sources of information. Intensified competition forces the organizations to provide better
and better products and services to them. Added to the customer conscious, their
requirements keep on changing. In order to satisfy the customers and to provide best of
the quality of products and services, the skills of those producing them need to be
continuously improved through training.
(iii) Thrust on Productivity.
In the competitive times, organizations cannot afford the extravaganza of lethargy. They
have to be productive in order to survive and grow. Continuous improvement of the
employees’ skills is an essential requirement for maintaining high standards of
productivity. Productivity in the present times stems from knowledge, which has to be
relearned continuously.
(iv) Improved motivation.
Training is a source of motivation for the employees as well. They find themselves more
updated while facing the challenging situations at job. Such skill development
contributes to their career development as well. Motivated employees have lesser
turnover, providing an organization with a stable work force, which has several
advantages in the long run.
(v) Accuracy of output
Trained workers handle their job better. They run their machines safely. They achieve
greater accuracy is whatever job they do. This reduces accidents in the organizations.
Adherence to accuracy infuses high standards of quality in the products and services,
thus giving them a competitive edge in the difficult times. Quality reduces wastages and
ensures better customer satisfaction.
(vi) Better Management.
Training can be used as an effective tool of planning and control. It develops skills of the
workers for future and also prepares them for promotion. It helps them in reducing the
costs of supervision, wastages and industrial accidents. It also helps increase
productivity and quality.
4.0 Benefits of Training to Employers
The employers invest in training because they reap several benefits out of the exercise,
which can be summed up as under:
a) Faster learning of new skills
Training helps the employers to reduce the learning time of their employees and
achieve higher standards of performance. The employees need not waste time in
learning by observing others. If a formal training programme exists in the
organization, the qualified instructors will help the new employees to acquire the
skills and knowledge to do particular jobs quickly.
b) Increased productivity
Training increases the skill of the new employee in while performing a particular
job. An increased skill level usually helps in increasing both quantity and quality
of output. Training can be of great help even to the existing employees. It helps
them to increase their level of performance on their present job assignments and
prepares them for future assignments.
c) Standardization of procedures
Training can help the standardization of operating procedures, which can be
learnt by the employees. Standardization of work procedures makes high levels
of performance rule rather than exception. Employees work intelligently and
make fewer mistakes when they possess the required know-how and skills.
d) Lesser need for supervision.
As a generalization, it can be stated safely that trained employees need lesser
supervision. Training does not eliminate the need for supervision, but it reduces
the need for detailed and constant supervision. A well-trained employee can be
self-reliant in his/her work because s/he knows what to do and how to do. Under
such situations, close supervision might not be required.
e) Economy of operations.
Trained personnel will be able to make better and economical use of the
materials and the equipment and reduce wastage. Also, the trained employees
reduce the rate of accidents and damage to machinery and equipment. Such
reductions can contribute to increased cost savings and overall economy of
operations.
f) Higher morale.
The morale of employees is increased if they are given proper training. A good
training programme moulds employees’ attitudes towards organizational activities
and generates better cooperation and greater loyalty. With the help of training,
dissatisfactions, complaints, absenteeism and turnover can also be reduced
among the employees. Thus, training helps in building an efficient and co-
operative work force.
g) Managerial Development
The top management can identify the talent, who can be groomed for handling
positions of responsibility in the organizations. Newer talent increases the
productivity of the organizations. By providing opportunity for self-development,
employees put in their best effort to contribute to the growth of the organization
h) Increasing Confidence.
Training creates a feeling of confidence in the minds of employees, who feel
comfortable while handling newer challenges. It gives a feeling of safety and
security to them at the work place.
i) Career advancement.
The managers can develop their skills to take up higher challenges and work in
newer job dimensions. Such an exercise leads to the career development of the
employees, who can move up the corporate hierarchy faster.
j) Increased Safety.
Trained workers handle the machines safely. They also know the use of various
safely devices in the factory, thus, they are less prone to accidents. It can be
concluded that in light of several benefits, training is an important activity, which
should be taken very seriously by the employees as well as the employers.
Employee training is the responsibility of the organization. Establishment of the job
description is a foundation upon which employee training and development programs
are built. Provide training required by employee to meet basic competencies for the job.
The responsibility of management is to provide the right resources and a good
environment that supports the growth and development needs of individual employee.
Training and development comprises a broad range of activities and arrangements,
including formal and informal training, internal and external training, and others.
Structured training and development program able towards succession in the
organization. Development refers to the growth of an individual in all respects. An
organization works for the development of its executives or potential executives in order
to enable them to be more effective in performing the various functions of management.
An individual development plan is prepared by the employee in partnership with his or
her supervisor. The plan is based upon the needs of the employee, the position and the
organization. A good individual development plan will be interesting, achievable,
practical and realistic. It is implemented with the approval of the employee's supervisor.
5.0 Development Program
. Employee development is a shared responsibility of management and the individual
employee. Development is related to enhancing the conceptual skills of the employee,
which helps individual towards achieving maturity and self-actualization. Employee
development, often referred to as human resource development is about the provision
of learning, development and training opportunities in order to improve individual, team
and organizational performance.
Human Resource Development (HRD) is the framework for helping employees develop
their personal and organizational skills, knowledge, and abilities. HRD is one of the
most significant opportunities that employees seek when they consider you as an
employer. The ability, and encouragement, to continue to develop their skills help you to
retain and motivate employees.
Human Resource Development includes such opportunities as employee training,
employee career development, performance management and development, coaching,
mentoring, succession planning, key employee identification, tuition assistance, and
organization development.
The focus of all aspects of Human Resource Development is on developing the most
superior workforce so that the organization and individual employees can accomplish
their work goals in service to customers.
Organizations have many opportunities for human resources or employee development,
both within and outside of the workplace. Human Resource Development can be formal
such as in classroom training, a college course, or an organizational planned change
effort. These are the options that you have for developing your employees. Formal
training can add value in your workplace. Or, Human Resource Development can be
informal as in employee coaching by a manager or internal training and development
classes taught by internal staff or a consultant. Mentoring by more experienced
employees is also recommended for employee development. It is especially useful as
employees become more senior within your organization. Traditionally, executive
leaders and senior managers are resistant to training classes and conference
educational sessions. Healthy organizations believe in Human Resource Development
and cover all of these bases. One option that is recommended, in preference to many
other ways in which organizations develop employees, is to provide internal training
either with internal staff or a paid facilitator or consultant.
6.0 Conclusion
People want value for money that they spend and want great service. If they do
not get it, they will not give second chance as they have wide scope. A high quality
service depends upon how human resource is trained and developed to handle the
competition in the emerging market. It is, therefore imperative to have different methods
of training in corporate sectors. This helps employee socialize into their profession via
formal and informal process that shapes how they see themselves and how their
employers, peers and customers see them. The various corporate sectors in India could
shed light on the training & Development atmosphere prevalent in their areas. Training
is essential because technology is developing continuously and at a fast rate.
Employees have to adapt to technological changes, improve product and service quality
and boost productivity to stay in competition. The importance of training as means of
improving productivity is readily recognized. Skills required for one job can be
transferred to another job; it can be modified and supplemented. Training plays large
part in determining the effectiveness and efficiency of the establishment.
The role of training is going to be very different from what it was in the past.
Intellectual capital is becoming main generator of wealth both for individuals and for the
organization, as the economy is shifting towards knowledge economy. Training has
become a major tool to retain employees. Well-designed training programme with clear
career path increases the job satisfaction among the young professionals and help them
in becoming efficient and effective at the work place. Companies are now aligning
business goals with training costs. But what is more important is, is the development of
the skills of middle management. The objective of the organizational policies process
and programmers for the delivery of training is to achieve its HRD strategies by
ensuring the availability of skilled and competent employees to meet its present and
future requirements. Training & Development is essential to remover performance
deficiencies. There are two ways in which T & D influences performance. First, they
improve the skills of the people for specific job requirement and secondly they add to
the job satisfaction. Employees have to adapt to technological changes, improve
product and service quality and boost productivity to stay in competition. Therefore, it is
more imperative for the organizations which are adopting proactive HRM approach, to
display a culture of right attitude and behavior in order to achieving desired goal.
Training policies are becoming more sophisticated and comprehensive containing all
the ingredients that go in making the organizations world class.
7.0 Reference