Management of People: Training and Development

Training and Development

Definition

Training and Development involve the activities that a business undertakes to improve the skills, capacities, and abilities of its workforce for current and future job roles.

Importance

Aligns with the vision and goals of the organisation by equipping employees with the skills and knowledge necessary to contribute effectively.
Enhances productivity and quality of work, which can lead to increased efficiency and profitability.
Boosts employee morale and job satisfaction, which can positively influence employee retention.
Facilitates succession planning by nurturing in-house talent to step into key roles in the future.

Different Types of Training

On-the-job Training: Training provided while the employee is actively working. This includes shadowing, coaching, or mentoring.
Off-the-job Training: Training conducted away from the workplace, often in a more academic setting. This could involve conferences, workshops, or courses.
Induction Training: Training given to new employees to familiarise them with their role, organisation’s culture, policies, and procedures.
Refresher Training: Training programmes aimed at updating the knowledge and skills of existing employees.

Development

Employee Development refers to activities that don’t necessarily contribute to the present job but prepare an employee for potential future roles.
Employee development initiatives may involve further education, skills enhancement programmes, and leadership training.

Factors Influencing Training and Development

Organisational Objectives: The goals and strategy of the business should inform the required skills and competencies.
Technological Changes: Advances in technology may require employees to learn new software or machinery.
Legislation: Legal requirements can necessitate training, particularly in areas like health and safety or data protection.
Performance Appraisal Outcomes: Regular evaluations of employee performance can highlight areas for improvement, informing the need for training.

Assessing the Effectiveness of Training and Development

Feedback: Gathering feedback from employees on their training experiences.
Observation: Monitoring changes in employees’ performance or behaviour after training.
Productivity Measures: Evaluating metrics like work output, error rates, or sales can indicate if training has improved performance.
Retention Rates: A drop in turnover might suggest increased job satisfaction due to effective training.

Barriers to Successful Training and Development

Resource constraints: Training can be costly and time-consuming, meaning businesses with limited resources may struggle to provide adequate opportunities.
Resistance to Change: Some employees may be reluctant to engage in training, particularly if it involves changing established routines or methodologies.
Lack of Management Support: Effective training and development often require buy-in from senior management. Without this, efforts may be ineffective.
Relevance of Training: If training is not relevant to the employee’s role or career aspirations, it may not have the desired impact.

Effective training and development are crucial for businesses to remain competitive, adapt to changing markets and technologies, and meet their strategic goals. It’s also central to employee job satisfaction, morale, and retention. As a business manager, understanding the methods, benefits, and barriers of training and development is vital for effective people management.