Training and Development

Concepts
Training- refers to a learning experience
organized by an employer to develop and sustain
behaviors that bring about improvement and
personal growth. It is organized for a specific
period of time but outcomes can take long
periods to be realized.
Training of employees is planned learning
experience which provides staff with knowledge,
attitudes and skills to enable them perform a
specific job either today or in the future.
Concepts cont.
Employee education-these are planned
activities to develop general knowledge and
understanding in an employees area of operation
Employee development- this includes training
and education but goes beyond to target learning
experiences which assist employees in personal
life and growth. They prepare employees for
future work, increase capacities to perform in the
current jobs.
Concepts con
Career development-a process by which an
individual progresses through a series of stages
and activities to mature in their chosen career. It
relies a lot on training, education and
development.
Organizational development-the process of
enhancing the effectiveness of an organization
and well being of its members through planned
interventions of various activities.
Importance of HRD
Ensures staff are always prepared to respond to
competitive forces either physically, emotionally
and psychologically.
To improve the performance of employees who
may not be meeting organizational and job
standards
Prepare them for future assignments i.e.
succession planning through planned exposures
to give attitudes, knowledge, skills and even
mannerisms.
Cont
It also prepares them for future changes like
mergers and acquisitions
To improve interpersonal relations among staff
through sensitivity trainings and team buildings
To improve personal lives of staff in general
Solve current problems in the job
Who is responsible for HRD
The human resource manager advises and
coordinates training activities
Conducts some trainings
Line managers /supervisors-they identify
training needs as per their departments
requirements. They conduct some form of
orientation, on the job training, or coach. They
assist employees to transfer what has been learnt
in the actual job
Cont
CEO- for resource and moral support and buy in
Employees-directly involved and are primary
beneficiaries

Training in the firm
It can take two approaches namely: on the job
and off the job training
On the job training
Occurs at the trainees regular work station. A
person learns the job by actually doing it.
It is most conducted informally without planning.
The most common methods here include
coaching, job instruction, job rotation, mentoring,
understudy assignment and committee
assignment

Advantages of on the job
Transfer of skills is easier because it is conducted
on familiar circumstances and they easily identify
the job with the training.
It is easier and quicker when getting feedback
The cost implications are low
Work does not stop
disadvantages
A lot of distractions affecting normal learning
Customers can be inconvenienced because
normal work can be slowed down
Machines, material and stationery can be wasted.
Managers/supervisors should be trained on how to
prepare learners, explain requirements and
expectations, compliment and encourage
colleagues.
Off the job training
The staff leave their work stations to learn. This
can be conducted as workshops, seminars, team
building etc. this always call for a service provider
of training. This is one of the most practiced
training because it responds to the immediate
needs of a person performing the job. Since it is
an expensive affair, there must be return on
investment by identifying who needs to be
trained, what type of training is needed and
create an opportunity to use the skills after the
training.

How to identify needs
Through observation
Customer complaints
Errors and mistakes made
Unfinished tasks and assignments
Performance appraisal results
Content of training
Must have training objectives that are SMART
Subject/content-there are three types of contents
to be included. Essential/core which must be
complete, helpful which supports the core and
ensure the core is clearer and periphery which is
not a must but necessary like values.
To implement training
Schedule the training programme-to avoid
conflicts with other activities, availability of
trainees and readiness, days of the week
Prepare the training environment
Prepare participants for the training
Employee development
This looks at employees in totality and helps them
to cope with the jobs. This can be done through
formal education, job experiences which include
exposures that stretch skills, through job
enlargement, transfers, promotions, temporary
assignments, mentoring.
Career development
The life long activities that contribute to ones
fulfillment and career success which enables one
to understand their career skills and interests and
to use them effectively.
Career planning is the deliberate process in
which one becomes aware of personal skills,
interests, and knowledge and establishes specific
activities to put in place to achieve all what it
takes. Individuals should take charge within the
whole market set up.
cont
Individuals should be involved by:
Taking control of career development through
resources
Conduct self assessment
Set own career goals
Encourage life long learning to avoid being
obsolete
Image building-create an image of your desired
job


Cont
Networking by getting exposed in workshops and
not losing track
Flexibility by agreeing to do something outside
your daily assignment e.g. projects and
committees.





The End