1. Training and Development
Employee training is distinct from management development. Training is a short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. It refers to instructions in technical and mechanical operations like operation of a machine. It is designed primarily of non-managers. It is for a short duration and for a specific job-related purpose. On the other hand, development is a long-term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical educational concepts and it is designed for managers. It involves broader education and its purpose is long-term development. In the words of Campbell, “Training courses are typically designed for a short-term, stated set purpose, such as the operation of some piece(s) of machinery while development involves a broader education for long-term purposes.”
Training involves helping an individual learn how to perform his present job satisfactorily. Development involves preparing the individual for a future job and growth of the individual in all respects, development complements training because human resources can exert their full potential only when the learning process goes for beyond simple routine.
OBJECTIVES OF TRAINING
• To imbibe in the culture of the organization into principle and practices.
• To believe his knowledge, skills and his contributions to productivity.
• To help a company to fulfill its future personnel needs.
• To motivate and develop a source of enjoyment in work through better knowledge and skills.
• To assist managers to function more effectively.
CONCEPTS OF TRAINING Training is a continuous process and not a one shot affair and since it consumes time and entails much expenditure, it is necessary that training programmed or