Training and Development

Training can be defined as a formal process in which employees learn the skills and gain the knowledge necessary to perform their jobs.
There are different types of training such as on-the-job training (training done at the workplace while the employee performs their role) and off-the-job training (training done outside of the workplace, such as courses and workshops).
Development is not the same as training. It is broader and more future-oriented. It works on the individual growth of the employee to prepare them for future responsibilities rather than focusing on the current job.
Continuing Professional Development (CPD), which includes honing skills and knowledge over time, is vital for businesses that want to stay competitive.
The effectiveness of training and development can be evaluated in various ways, including performance before and after training, employees feedback, and assessment tests.
Succession planning - This forms a part of the development process where suitable employees are identified for higher positions in advance.

Benefits and Drawbacks

Training benefits both the organisation and the employee. For the business, it can lead to higher productivity, improved quality of work, reduced supervision, lower staff turnover and improved morale.
For the employee, benefits include increased job satisfaction, better career prospects and higher income potential.
However, training and development also have drawbacks such as the high costs associated with training programs and the risk of trained employees leaving the organisation to seek better opportunities elsewhere (known as the ‘brain drain’ phenomenon).
Employees might also resist training and development initiatives due to fear of change or worry about their ability to learn new skills.

Systematic approach: This involves a careful analysis of training needs, designing and planning the training, executing it and then evaluating its effectiveness.
Incidental approach: Training occurs spontaneously in the workplace. For example, a co-worker might show a new employee a more efficient way to perform a task.
Tailored approach: This involves creating specialized training programs to meet specific needs of the employee or the business.

Employers have legal obligations in regards to training and development. They must provide certain types of training such as health and safety and anti-discrimination training.
They may also be required to support employees who want to pursue further professional development, depending on the terms of their employment contracts.

Businesses need to consider numerous factors before designing and implementing training and development programs. These include budget, time constraints, the skills and knowledge gap, employee aspirations, and future business plans.