Training and Development

The Core Idea

Training and development are not luxuries; they are the mechanism through which an organisation builds its future. The textbook opens with a powerful saying: “If you wish to plan for a year, sow seeds; if you wish to plan for 10 years, plant trees; if you wish to plan for a lifetime, develop people.” This sets the tone — training and development are about investing in human capability for the long haul.

In simple terms, training and development are attempts to improve an employee’s current or future performance by increasing their ability to perform through learning. This usually happens by changing the employee’s attitude or increasing their skills and knowledge.

Why Training and Development Matter

In the past, jobs were simple, easy to learn, and barely affected by technological change. There was little need for employees to upgrade their skills. But the last quarter-century has changed everything. Our society is now highly sophisticated and complex. Rapid changes have forced organisations to constantly readapt:

• The products and services they produce
• The way those products and services are made and delivered
• The types of jobs that exist
• The skills needed to do those jobs

As jobs have become more complex, the importance of employee training has skyrocketed. Training and development benefit both the organisation and the individual.

Benefits to the Organisation

1. Systematic learning over trial and error — Training is a structured, systematic process. It is always better than hit-and-trial methods, which lead to wastage of effort and money.
2. Higher productivity and profits — Training enhances employee productivity in both quantity and quality, leading directly to higher profits.
3. Creates future managers — Training equips employees to take over in emergencies. It builds a pipeline of capable people ready to step up.
4. Improves morale, reduces absenteeism and turnover — Trained employees feel more confident and valued. This boosts morale and reduces the costs associated with people leaving or staying away from work.
5. Helps the organisation adapt — Training enables an effective response to a fast-changing environment — both technological and economic.

Benefits to the Employee

1. Better career prospects — Improved skills and knowledge lead to a better career path for the individual.
2. Higher earnings — Increased performance helps the employee earn more.
3. Greater safety — Training makes employees more efficient at handling machines, so they are less prone to accidents.
4. Higher satisfaction and morale — Employees feel more capable and valued, which increases their job satisfaction.

Training, Development, and Education — The Distinctions

These three terms are related but distinct. The textbook draws clear boundaries.

Training is the process by which the attitudes, skills, and abilities of employees to perform specific jobs are increased. It is about learning new skills and applying knowledge. Training attempts to improve performance on the current job or prepare an employee for an intended job. It is tied more to the goals of the organisation than to the goals of the individual. Training is a short-term process.

Education is the process of increasing the knowledge and understanding of employees. It is about understanding and interpreting knowledge. Education does not provide definite answers. Instead, it develops a logical and rational mind that can determine relationships among variables and understand a phenomenon. Education imparts qualities of mind and character, understanding of basic principles, and develops capacities for analysis, synthesis, and objectivity. Education is broader in scope than training. …