Training and Development of Employees
The training and development of employees is an essential component of the work and management of staff. Both activities are aimed at improving employee performance and productivity. Training is a program organized by the company to develop employees’ knowledge and skills based on workplace requirements. Conversely, development is an organized activity in which the company’s personnel learn and grow; it is an act of self-evaluation.
The training will provide employees with technical knowledge and skills related to the job, with an emphasis on improving the skills of each individual employee. On the other hand, development is a kind of educational process that emphasizes the growth and maturity of managers. Take a look at the following article, which explains the difference between training and development in tabular form.
Training is a process by which trainees are given the opportunity to acquire the key qualifications necessary for the job. Merit-based learning is called training. It helps employees understand the general requirements of the workplace. Today, many organizations organize a training program for new employees shortly after their selection and integration to inform them about the rules, guidelines, and procedures for managing their behavior and attitude according to organizational needs. Training also helps employees change their behavior towards their superiors, employees, and colleagues. This helps them prepare for their future job.
Orientation training, vestibule training, apprenticeship training, vocational training, remedial teaching, practical training are some of the most important forms of training. The advantages of training are presented below:
· The result is higher productivity, both quantitatively and qualitatively
· It develops a range of skills among the employees
· Improved performance
· The cooperative environment of the company
· It creates trust in employees so that they can do their job
· Reduced staff turnover
· Reduced risk of accidents
The training of executives is considered development, also known as management or executive development. It is a permanent systematic process in which managers learn to improve their theoretical and conceptual knowledge. It helps individuals to bring effectiveness and efficiency into their professional performance.
As technology needs to be updated, the organization’s workforce needs to be updated, so development is a necessity. Development is an infinite educational process because education has no visible end. It is about training a person for higher tasks. It promotes the talents of managers and helps to apply new knowledge that is a company requirement.
Coaching, mentoring, consultation, job rotation, role-playing, case studies, conference training, special projects are just some of the development methods.
A company’s performance is based on the quality of its employees, and the higher the quality of its employees, the higher their performance will be. The main objective of the development is to prepare the second list of managers or executives for further exchange.
Development is not limited to a specific task but aims to improve their personality and attitude for their overall growth, which helps them to face future challenges. It changes the way employees think and makes them more challenging or competitive.
The main differences between training and development are as follows:
Training is a learning process for new employees in which they learn to know the key competencies required for the position. Development is the process of training existing employees for their overall development.
Training is a short-term process, i.e. 3 to 6 months, but development is a continuous and therefore long-term process.
The training focuses on acquiring the skills and knowledge necessary for the current job. In contrast to development, which focuses on strengthening knowledge, understanding, and skills in order to meet the challenges of the future.
Training is limited; it is focused on specific activities. On the other hand, development is career-oriented and thus relatively broad in scope than training.
In training, trainees receive a trainer who instructs them at the time of training. In contrast to development, in which the manager is self-directed for future tasks.
Many people take part in the training program together. Development is a self-evaluation process and therefore one person is responsible for his or her own development.
After recruitment and selection, new employees are trained, introduced to the new working conditions and then undergo training to learn many of the things necessary for their work. Everything they learn from the training is verified by a follow-up, which checks whether the training program is useful for recruits or not.
Once they have become the real employees of the company, they have many development opportunities, for example when the manager teaches new employees something about their work, so that new employees can exchange their experiences, or when he has a certain task in which he must measure himself, then he also has the opportunity to know his potential and there are cases where the employee can develop, mentally or physically for his invisible future.
Development is the development of the employee’s personality and attitude to future challenges. Both are therefore of crucial importance to an employee, whether new or existing.