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Training: Essential for Employee Development and Organizational Success

Training is a crucial function in human resource management, providing employees with the knowledge and skills needed to perform their jobs effectively. In today's competitive environment, organizations view training as an investment, recognizing its importance in enhancing employee capabilities and organizational performance.

Defining Training and Development:

Training focuses on current job skills, addressing skill deficits and improving immediate performance. In contrast, development prepares employees for future roles and organizational needs.

Purpose of Training:

Training benefits organizations in numerous ways:

• Increased employee performance: Training equips employees with the skills needed to excel in their roles.
• Safety improvement: Training emphasizes safe work practices, reducing accidents and ensuring workplace safety.
• Preventing obsolescence: Training helps employees stay updated with technological advancements and industry trends.
• Enhanced employee morale: Training shows employees that the organization values their growth and development.
• Reduced waste and improved efficiency: Trained employees are more efficient, leading to less waste and higher productivity.
• Increased employee retention and reduced absenteeism: Training leads to greater job satisfaction and commitment, reducing employee turnover and absenteeism.

The Training Process:

A comprehensive training program involves six key steps:

1. Assessing organizational objectives: Understanding the organization's goals and strategic direction guides training needs.
2. Identifying training needs: Task and performance analyses help determine specific skills gaps and training requirements.
3. Setting training objectives: Clear objectives ensure that the training program aligns with desired outcomes.
4. Designing the training program: This step involves selecting trainers, training methods, and program content.
5. Implementing the training program: Practical considerations such as venue, scheduling, and monitoring trainee progress are addressed.
6. Evaluating the training program: This step assesses the effectiveness of the program in achieving objectives, measuring trainee reactions, learning, behavior changes, and overall results.

Effective training programs require careful planning, implementation, and evaluation to ensure that they contribute to both individual and organizational success.

Training-Meaning and Definition:
After the recruitment, selection and induction of an employee, the next human resource management function is to provide the employee training and development facilities. No person is fully fit at the time of procurement and some training is always essential. In today’s era of competition, organizations view training and development (T & D) programmes as an investment in the employee, not an expense. Organisations want their people to have the best skills and full knowledge.
Definitions:

1. 
   

   Training is the act of increasing the knowledge and skill of an employee for
   doing a particular job.

   
   


2. 
   

   Training refers to the methods used to give new or present employees the skills they need to perform their jobs.

   
   


3. 
   

   Training refers to any process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased.
   Training and Development
   Training focuses on providing employees with specific skills or helping them correct deficiencies in their performance. In otherwords, training is used to correct the skill deficit. In contrast to it, development is an effort to provide employees with the abilities the organization will need in the future.
   Difference between Training and Development Training
   Development
   Current and future
   Work group or
   Long Term Prepare for future
   Focus jobs
   Scope organization
   Time Frame
   Goal work.
   Purpose of Training:
   Current job Individual employees
   Immediate
   Fix Current skill deficit
   Training is essential in organizations because of the following reasons: 1. To increase employees performance on their current assignment.

   
   


4. 
   

   To prevent industrial accidents. Through training workers know the right way of doing the job and how to handle the machines.

   
   


5. 
   

   To prevent manpower obsolescence. Due to technological changes and competition, workers are required to update and well –equip themselves with the latest ways of job performance. So, training helps them in learning new methods.

   
   


6. 
   

   To increase employee morale.

   
   


7. 
   

   To reduce wastage.

   
   


8. 
   

   A trained person needs less supervision as compared to untrained person. 7. To enhance employee’s adjustment with the latest changes at workplace. 8. To reduce employee absenteeism and turnover.

   
   


9. 
   

   To fill the vacancies when need arises.

   
   


10. 
    

    Training is essential for the overall growth of the employees.
    Training Process:
    The training program consists of the following six steps:
    I. Assessment of organizational objectives – Every organization should make a proper assessment of objectives. Employer’s today have to adopt to technological changes, improve product and service quality and boost productivity to stay competitive.
    II. Assessment of Training needs – Before an organization takes decision regarding training of its employees and allocate huge resources for it, they need to assess the training needs of the employees. The two ways of identifying training needs are task analysis and performance analysis.
    (a)Task analysis – It is a detailed study of a job to identify the specific skill required and is suitable for determining the needs of employees who are new to their jobs.
    (b)Performance analysis – It is the process of verifying that there is a performance deficiency and determining if such deficiency should be corrected through training or through some other means. (like transferring the employee).
    III. Establish the training objectives – The training objectives are established which specifies what a trainee should accomplish after the successful completion of a training program.
    IV. Designing the training Program – It refers to deciding the contents of the training program, viz deciding about trainers, methods and techniques of training.
    V. Implementation of Training program – It involves finding a suitable place to conduct the training, schedule the whole training program without disrupting the smooth function of the organization, keep record of the performance of trainees during the training period and monitor trainee’s progress.
    VI. Evaluation of Training program - It is done to check whether the training program accomplished the specific training objectives or not. It is essential to convince the top management that the benefit of training program outplays the cost of training.
    Measuring the effectiveness of Training: While evaluating the training programme, the experts should collect information on the following:
    a) Reaction - of trainees towards the training programme.
    b) Learning – Whether the trainees learned the desired principles and skills. c) Behaviour – Whether the trainees on the job behavior improved.

    
    

d) Results – The results of the training programme are compared against the set objectives.