Staff Training and Development
Training
Process of providing employees with the necessary knowledge, skills and abilities to
perform their job duties effectively.
Development
Employee development is a broader concept that goes beyond just training and
focuses on the overall growth and advancement of employees within an
organization.
Employee training and development
The systematic process of enhancing the knowledge, skills, abilities and
competencies of employees in an organization.
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Staff Training and Development
Purpose of Training and Development
1. Improving Job Performance
Training helps employees learn specific skills and knowledge to do their jobs
better.
Ongoing training keeps employees up-to-date with changing job requirements.
2. Preparing Employees for Advancement
Development programs build critical skills for future roles and responsibilities.
This supports succession planning and internal promotions.
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Staff Training and Development
3. Increasing Organizational Effectiveness
Skilled, knowledgeable employees contribute to higher productivity and
profitability.
Training can also help implement new processes, technologies or organizational
changes.
4. Enhancing Employee Engagement and Retention
Opportunities for learning and growth keep employees motivated and satisfied.
This can reduce employee turnover and absenteeism.
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Staff Training and Development
Training and Development Techniques
Organizations use a variety of training and development techniques to enhance the
skills, knowledge and capabilities of their employees including:
1. Formal classroom Training
Instructor-led training sessions, either in-person or virtual
2. On-the-Job Training
Learning through hands-on experience, supervised by experienced employees
3. E-learning and Online Training
Technology-based training modules and courses
4. Coaching and Mentoring
One-on-one or small group interactions with experienced professionals
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Staff Training and Development
5. Job Rotation and Job Shadowing
Exposing employees to different roles and responsibilities within the organization
6. Workshops and Seminars
Short-term, interactive training sessions on specific topics so as to facilitate
knowledge sharing and collaborative learning.
7. Tuition Assistance and Sponsorship
Providing financial support for employees to pursue higher education or
professional development helps employees acquire new skills and knowledge.
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Staff Training and Development
Training Needs Assessment (TNA)
A training needs assessment is a systematic process used to identify performance
gaps and the training required to address those gaps.
TNA seeks to answer “what kind of training the employees and the
organization need”.
A TNA establishes the current and potential difference between the abilities,
which employees should possess, and the abilities, which they possess in order
to perform their jobs effectively and efficiently.
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Staff Training and Development
Main types of assessing training needs:
1. The organization-wide
2. The job-related assessment
Organization-wide TNA
The organization-wide approach to training needs assessment, also called the
macro training needs assessment is aimed at establishing broad-based objectives
such as the investigation of the training requirements of all categories of
employees in the whole organization or the investigation of a single category of
employees in the whole organization.
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Staff Training and Development
The Job-related TNA
The job-related approach, also called the micro TNA is aimed at the investigation of
the training requirements of specific jobs in the organization.
Selecting the Training Method
After deciding on the contents of the training programme, the next function is to
select the method to use.
The training method is the vehicle which carries the contents to the trainees. It
is thus a crucial determinant for the success of the training programme, and
should be left to the training expert who will conduct the training.
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Staff Training and Development
Criteria for selecting a suitable training and development method:
1. Cost of the Method
A method should not only be suitable, it should be financially affordable.
Some methods are more costly than others but the bottom line is always the
effectiveness of the method from the learning effect point of view.
2. Programme Content
The identified contents of the training programme will influence the choice of the
training to be conducted.
3. Number of Trainees involved
The number of participants dictates the method to be used. For instance, job instruction
and coaching demand greater trainee participation and trainer-trainee interaction, and
therefore they are not suitable for large groups of trainees.
On the contrary lecturing is suitable for large groups. 9
Staff Training and Development
4. Training venue and facilities
The selected venue and facilities influence the selection of the training method to be used.
It is essential that prior to the start of the programme, the trainer visits alternative venues for
conducting the programme and inspects the facilities available at each venue because these will
affect his or her choice of the training methods to use.
5. Trainee capabilities
The type of trainees i.e. their level of general education, type of skills, work experience, type of
jobs they perform, may affect the trainer’s choice of the methods suitable for use.
6. Trainer’s capabilities and preference
It is normal that for financial reasons or for deliberate preference to use internal resources and
facilities, the organization may wish to run the programme instead of using an external
professional trainer.
This choice limits the organization, which is the trainer, to the use of methods, which the
resource persons can afford
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Staff Training and Development
Key steps for conducting a thorough training needs assessment:
1. Identify organizational goals and objectives
Start by clearly defining the organization's strategic goals and objectives.
Understanding the overarching aims of the business will help you align the training
needs assessment with the company's priorities.
2. Analyze current performance
Evaluate the current performance of employees, teams, and the organization as a whole.
This may involve reviewing key performance indicators, observing work processes,
conducting employee surveys, and analyzing feedback from managers and customers.
3. Determine performance gaps
Identify the gaps between the desired performance levels and the current levels.
These gaps represent the areas where training could be most beneficial.
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Staff Training and Development
4. Prioritize training needs
Based on the performance gaps identified, determine which training needs are
the most critical and impactful for the organization.
Consider factors such as the severity of the gap, the number of employees
affected, and the potential impact on the business.
5. Gather input from stakeholders
Engage with key stakeholders, such as managers, subject matter experts and
employees, to gather their insights and perspectives on the training needs.
This collaborative approach can help ensure the assessment is comprehensive
and tailored to the organization's specific requirements.
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Staff Training and Development
6. Develop a training plan
Create a comprehensive training plan that outlines the specific training
programs, delivery methods, timelines and resources required to address the
identified training needs.
This plan should be aligned with the organization's goals and objectives.
7. Implement and evaluate
Implement the training plan and continuously monitor and evaluate the
effectiveness of the training.
This may involve gathering feedback from participants, measuring changes in
performance, and adjusting the training approach as needed.
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