What do you mean by Employee Training?
Training is a process of learning a sequence of
programmed behavior. It is the application of knowledge & gives people an
awareness of rules & procedures to guide their behavior. It helps in
bringing about positive change in the knowledge, skills & attitudes of
employees.
Thus, training is a process that tries to improve
skills or add to the existing level of knowledge so that the employee is better
equipped to do his present job or to mold him to be fit for a higher job
involving higher responsibilities. It bridges the gap between what the employee
has & what the job demands.
Training refers to a planned effort by a company to
facilitate employees’ learning of job-related competencies. These competencies
include knowledge, skills, or behaviors that are critical for successful job
performance. The goal of training is for employees to master the knowledge,
skill, and behaviors emphasized in training programs and to apply them to their
day-to-day activities. Training is seen as one of several possible solutions to
improve performance. Other solutions can include such actions as changing the
job or increasing employee motivation through pay and incentives. Today there
is a greater emphasis on-
• Providing
educational opportunities for all employees. These educational opportunities
may include training programs, but they also include support for taking courses
offered outside the company, self-study and learning through job rotation.
• An ongoing
process of performance improvement that is directly measurable rather than
organizing one-time training events.
• The need to
demonstrate to executives, managers, and trainees the benefits of training.
• Learning as
a lifelong event in which senior management, trainer manager, and employees
have ownership.
• Training
being used to help attain strategic business objectives, which help companies,
gain a competitive advantage.
The term training
refers to the acquisition of knowledge, skills, and competencies as a result of
the teaching of vocational or practical skills and knowledge that relate to
specific useful competencies. It forms the core of apprenticeships and provides
the backbone of content at institutes of technology (also known as technical
colleges or polytechnics). In addition to the basic training required for a
trade, occupation, or profession, observers of the labor market recognize as of 2008[update] the need
to continue training beyond initial qualifications: to maintain, upgrade and
update skills throughout working life. People within many professions and
occupations may refer to this sort of training as professional development.
Training usually refers to some kind of organized (and finite time) event — a seminar, workshop that has a specific beginning date and end
date. It’s often a group activity, but the word training is also used to refer
to specific instruction done one on one.
Employee development, however, is a much bigger,
inclusive “thing”. For example, if a manager pairs up a relatively new employee
with a more experienced employee to help the new employee learn about the job,
that’s really employee development. If a manager coaches an employee in an
ongoing way, that’s employee development. Or, employees may rotate job
responsibilities to learn about the jobs of their colleagues and gain
experience so they might eventually have more promotion opportunities. That’s
employee development.
In other words, employee development is a broader term
that includes training as one, and only one of its methods for encouraging
employee learning. The important point here is that different activities are
better for the achievement of different results. For example, if the desire is to provide an employee with a better understanding of how the department works,
job rotation might work very well. If the goal is to improve the employee’s
ability to use a computer-based accounting package direct training would be
more appropriate than, let’s say, job rotation.
What do you mean by training and development objectives?
The principal objective of the training and development
division is to make sure the availability of a skilled and willing workforce to
an organization. In addition to that, there are four other objectives:
Individual, Organizational, Functional, and Societal. Training and development is a subsystem of an
organization. It ensures that randomness is reduced and learning or behavioral
change takes place in a structured format.
Individual
Objectives – help employees in achieving their personal goals, which in
turn, enhances the individual contribution to an organization.
Organizational
Objectives – assist the organization with its primary objective by
bringing individual effectiveness.
Functional
Objectives – maintain the department’s contribution at a level suitable
to the organization’s needs.
Societal
Objectives – ensure that an organization is ethically and socially
responsible for the needs and challenges of society.
The quality of employees and their development through
training and education are major factors in determining the long-term profitability
of a small business. If you hire and keep good employees, it is a good policy to
invest in the development of their skills, so they can increase their
productivity.
Training often is considered for new employees only.
This is a mistake because ongoing training for current employees helps them
adjust to rapidly changing job requirements. Reasons for emphasizing the growth
and development of personnel include
• Creating a
pool of readily available and adequate replacements for personnel who may leave
or move up in the organization.
• Enhancing
the company’s ability to adapt and use advances in technology because of sufficiently knowledgeable staff.
• Building a
more efficient, effective, and highly motivated team, which enhances the
company’s competitive position and improves employee morale.
• Ensuring
adequate human resources for expansion into new programs.
Research has shown specific benefits that a small business
receives from training and developing its workers, including:
• Increased
productivity.
• Reduced
employee turnover.
• Increased
efficiency resulting in financial gains.
• Decreased
need for supervision.
Employees frequently develop a greater sense of
self-worth, dignity, and well-being as they become more valuable to the firm and
to society. Generally, they will receive a greater share of the material gains
that result from their increased productivity. These factors give them a sense
of satisfaction through the achievement of personal and company goals.
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