Training and Development

• Training and Development refer to strategies implemented by businesses to improve their employees’ skills, knowledge, and performance.

• Training can be done ‘on-the-job’ (at the workplace) or ‘off-the-job’ (away from the workplace, such as at a training centre or through e-learning), each of which has its benefits and drawbacks.

• ‘On-the-job’ training can be cost-effective, and it can help employees learn while doing their job under the supervision of experienced staff. However, it might lack theoretical background and could disrupt the working environment.

• ‘Off-the-job’ training provides a more structured learning environment and can cover a wider range of skills, but it can be costly and time-consuming, as it often involves taking employees away from their work.

• The choice between ‘on-the-job’ and ‘off-the-job’ training depends on factors such as the nature of the job, the skills required, the budget, and the number of employees involved.

• Training improves employee’s productivity, morale, and loyalty to the firm as they feel valued and better able to perform their tasks. Businesses that invest in training are likely to have lower staff turnover and higher job satisfaction.

• Development refers to the broader improvement of employees’ knowledge and skills, often to prepare them for future roles or responsibilities. This could involve leadership programmes, mentoring schemes or further education.

• Training and development are part of Human Resource Management (HRM) or People function in a business. HRM manages the workforce to contribute to the firm’s goals. This may involve strategies for recruitment, selection, wages, working conditions, and employee relations.

• An effective training and development programme should ideally be aligned with the business objectives. For example, if a business aims to launch new products, the related training would focus on developing skills related to the creation and marketing of those products.

• Measurement of the effectiveness of training and development programmes is crucial. Businesses may use various indicators such as employees’ performance, feedback, productivity, or profits to evaluate the success of these programmes.

• Keep in mind the term ‘Continuous Professional Development’ (CPD), which refers to the ongoing learning and development activities employees undertake to enhance their abilities and stay up-to-date in their industry.

• The appropriate training and development strategies can offer competitive advantages to a business, but they also present challenges in terms of cost, lost work time, and the need for continued investment to keep skills relevant.