Difference Between Training And Development

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

The concept of training and development is the general idea of training and development and employee performance. In the dynamic environment that is the world of business, to never become obsolete the company has to first recognize that its greatest resource is its human capital and the

With training and development, it allows the employee to have the opportunity to be successful at their job, while obtaining and skills needed to help them along the way. Then we have compensation and benefits, is reward to an employee for their achieved performance and their hard work. For instance, the teachers who do after school tutoring receives extra pay throughout each pay way. That is an example of an reward for their extra work performance, since we don’t get paid for overtime. The benefits for working with a company would be good health insurance plans, retirement plans, and different benefits for time off when needed from work. Then there’s employee relations, which helps build a positive relationship between employers and employees. When an employee is hired, their giving a hand booklet of the company’s

Training and development are important because without it the organization will not move forward due to the employees not moving forward. The training starts as soon as the individual is being interviewed. There are questions, answers maybe a personality test to confirm that the individual has the right vision and ethical background as the organization. If the individual does not match then the organization may not hire that person.

Within todays ever-changing working society, training and development is a key part within any organisation. Employees are the main capital within organisations which suggests

Training and development imply changes, particularly changes in knowledge, skills, attitudes, or social behaviors, and although many strategies exist for effecting change, training and development are common and important ones. Organizations exist everywhere and with each organization it has its own set of objectives to function effectively. To have an organization function effectively, the organization must subdivide its overall objectives into various jobs. Jobs differ in their requirements, similarly, people differ in aptitudes, abilities, and interests, and along many other dimensions. Faced with such variability in jobs and their requirements on the one hand, and with people and his or her individual

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

There is a small difference regarding the importance of training and development. This area of responsibility is crucial when an organization is striving for an increase in sales. Proper and thorough training will create the changes needed to enhance the knowledge and skills of each employee. Training is also a way of communication between management and staff and should be a top priority in all departments.

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

There are many benefits to the ongoing training and development of employees; but generally it can lead to increased morale and job satisfaction among employees, increased capacity to embrace new technologies and methods and reduce employee turnover because if the employee has the opportunity to grow and develop he is likely to be motivated. Training and development can also enhance the image of the business (McNamara, NA).

Training has been defined as ‘a planned effort by a company to facilitate employees’ learning of job-related competencies. These competencies may include knowledge, skills, or behaviours that are critical for successful job performance.’ While Development refers to any form of formal education, job experiences, relationships and assessments of personality and abilities that can aid in the performance of an employee in current or future jobs. (Noe 2007)

Training and development constitutes an ongoing process in an organization. Training is a tool for growing the performance of employees and growth of the organization. It is the act of increasing the skills and knowledge of an employee for doing a particular job. It also facilitates self development and career development of employees.

There is momentous discussion between scholars and professionals that training and development program has effective impact on objectives of employee and organizations. Some of the scholars suggest that training opportunities increase in high employee turnover whereas the other claimed that training is an instrument,

Training and development provide employees the skills and knowledge to keep up with the company’s changes and growth. It can also help to develop and improve the corporate culture, its efficiency and its effectiveness; and helps in creating the learning culture within the company.

In mandate to see the up-to-date and forthcoming encounters of our industry, training and development adopts a widespread array of learning engagements, extending from training of the workers for their existent duties, experience contribution to advance the industry prospect and client 's service. It also emphases on their job growth, consequently growing individual, collection and administrative efficiency. A all-inclusive training and development platform supports in reflecting on the awareness, abilities and mindsets required to accomplish administrative objectives and moreover to generate realistic gain .In detail, in this era Human Resource Managers obligate lectured that one of the focal tasks they are to antagonize had elaborate disputes allied to training and development.