Training and Development

Topics: Training, Human resource management, Employment Pages: 62 (12814 words) Published: March 29, 2011

Every organization needs to have well trained and experienced people to perform the activities that have to be done. If the current or potential job occupant can meet this requirements, training is not imparting. But when this is not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees. Inadequate job performance or a decline in productivity or changes resulting out of job redesigning or a technological break through require some type of training and development efforts. As the jobs become more complex, the importance of employee development also increases. In a rapidly changing society, employee training and development or not only an activity that is desirable but also an activity that an organization must commit resources or to if it is to maintain a viable and knowledgeable workforce.

Training, ‘education’, and development’ are three terms frequently used. On the face of it, there might not appear any difference between them, but when a deep thought is given, there appear some differences between them. In all training ‘there is some education’ and in all education there is some training and the two process cannot be separated from development.

Edwin flippo “Training is the act of increasing the knowledge and skill of an employee for doing a particular job”.

Advice Saint, “Training is includes any efforts within the organization to teach, instruct. Coach, develop employees in technical skill, knowledge, principles, techniques and to provide insight into and attitudes towards the organization”.

Dales S Beach, “Training is an organized procedure by which people learn knowledge and \ or skills for a definite purpose”.

Michael J. Jucius, “The term Training is used here to indicate only process by which the aptitudes. Skill and abilities of employees to perform specific jobs are increased”


TRAINING is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job. Development is related process. It covers not only those activities which improve job performance but also those which bring about growth of the personality, help individuals in the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip persons to earn promotion and old greater responsibility. Training a person for a bigger and higher job is development. And this may well include not only imparting specific skills and knowledge but also inculcating certain personality and mental attitudes. In this sense, development is not much different from education. Education is the understanding and intervention of knowledge. It does not provide definitive answers, but rather it develops logical and rational mind that can determine relationships among pertinent variables and thereby character, and understanding of basic principles and develop the capacities of analysis, synthesis and objectivity. Usually, education is outside the scope of an organization’s functions. It involves a range of skills expertise which can be only by education and institutions. An organization can and does make use of such institutions in order to support and supplement its internal training development effort.


“Training is short term process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for definite purposes……. Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical...
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