What do you mean by Employee Training?

 What do you mean by Employee Training?




Introduction: Concept of training

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?

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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