Training and Development of Hr

Topics: Training, Human resource management, Skill Pages: 12 (3607 words) Published: February 27, 2013

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. 

In simple terms, training and development refers to the imparting of specific skills, abilities and knowledge to an employee. A formal definition of training & development is… it is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. The need for training & development is determined by the employee’s performance deficiency, computed as follows: Training & Development need = Standard performance – Actual performance

Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT

Traditional Approach – Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. 

The modern approach of training and development is that Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Industry has been changed to create a smarter workforce and yield the best results.


The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness.

Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Training and DevelopmentFunction of TrainingThe singular function of training is to produce change. It is the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency, is seeking. It is important to understand that training in and of itself cannot motivate a work force. However, it is an integral part of what is needed to accomplish the long-term goals of the agency.Value of TrainingOften supervisors ask, "Why should I provide training to my staff?" There are many reasons agencies provide training to their employees: * to foster growth and development * to provide opportunities for employees to accept greater challenges * to aid employees in contributing to the achievement of department goals and the agency’s mission and vision * to build employee self-confidence and commitment * to produce a measurable change in performance * to bring about the desired changes that can solve a variety of problemsBenefits of TrainingProviding training to an employee benefits both the employer and employee by: * improving an employee’s performance * developing the group and team skills needed to achieve organizational goals * giving employees the needed skills and knowledge to complete assigned jobs, duties and tasks * motivating employees to achieve higher standards * increasing overall efficiency * improving customer service, which leads to customer satisfaction * preparing employees for promotional...
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