Employee Training and Development: Methods and Benefits

Introduction

Training and development are a major concern for employees in any organization, regardless of whether it is in the private or public sector. For the majority of employees, undergoing training and development is deemed a source of job security and motivation. Most organizations have realized the importance of human resources as a driver of organizational success. Human resource management recognizes employees as the largest asset a company can have and the primary drivers of all organizational goals and objectives. For example, an organization could have the latest technology to help reduce costs, but if it does not have competent employees to operate that technology, it will not be able to meet its goals. This is in contrast to an organization that lacks advanced technology but possesses well-trained human resources with the requisite knowledge and skills.

Well-trained employees are the epitome of development within the organization (Beebe et al., 2012). Employees are charged with driving the organization's objectives, which will ultimately determine its success or failure. However, because of the precarious economic environment in which businesses now operate, training and development must be a continuous process. This is essential in ensuring that employees remain current and capable of facing new challenges. Ultimately, the key goals for any organization — high quality goods, higher productivity, and greater customer satisfaction — are fully dependent on its employees.

Difference Between Training and Development

There is a clear distinction between training and development. Although they are different processes, they are closely interlinked (Salas et al., 2012). Training is defined as a short-term process of imparting knowledge and skills to employees. It consists of a discrete event and is not a continuous process. Development, by contrast, refers to a long-term process of employee growth, aiming to advance an employee in different aspects of their personality and maturity so that they may reach their full potential. Training is limited in scope because it covers a specific job, whereas development covers a broader area for the purpose of general knowledge. The main objectives of training include quality of service, organizational climate, productivity improvement, and health and safety. The primary objectives of development are personal growth over time and improved job performance.

Training makes a deliberate attempt to improve an employee's skill at a given task, enabling them to be more competent in the performance of their daily responsibilities. It involves the constant application of acquired knowledge to real work situations and brings about continuous quality improvement. Each employee holds some potential within an organization, and development is mainly concerned with realizing that potential. However, development is less specific than training because it is more generalized. The learning opportunities presented to employees assist them in growing within the organization. Because development is a continuous process, it equips employees with abilities and skills that will benefit the organization in the future.

Benefits of Training and Development

Employees generally view training and development as a positive endeavor and an effective way to remain motivated (Jehanzeb and Bashir, 2012). Development programs provide employees with an opportunity to advance their careers within the organization. The key benefits include uncovering employee potential, increased productivity, reduced workplace confrontation, and lifelong learning.

Uncovering employee potential reveals the true capabilities of the workforce. Natural leaders and high-potential employees exist within every organization, and offering development programs allows the organization to identify them. The organization can then focus additional development programs on these individuals so they are prepared to step into leadership roles when a manager or senior employee resigns or retires. Investing in employee development also demonstrates the organization's willingness to commit to its staff, which further motivates them.

Providing employees with training programs increases their knowledge and skills, which in turn increases their productivity. Employees with proper training are able to accomplish more and gain confidence in performing their duties. Skills development is vital for realizing organizational objectives, and increased productivity means the organization can produce more with fewer resources. In cases of technological advancement, training employees on new equipment ensures they can maximize their output effectively.

Training and development initiatives often take place in workshop settings, which allows problems to be addressed with less confrontation. In a workshop environment, employees can raise their concerns amicably because each person is given the opportunity to voice their views. Regular workshops not only address existing problems but also train employees on how to handle workplace issues constructively, fostering cohesion among team members. Finally, developing employee skills through training and development encourages a culture of continuous learning. The current business environment is ever-changing, and instilling a learning culture ensures employees are motivated to conduct independent research and develop themselves across different subjects.

Conclusion

A structured training and development program is beneficial to an organization's growth. Such programs equip employees with the necessary skills and knowledge to deliver good customer service, increase productivity, improve employee morale, and sustain motivation. Any company wishing to remain competitive should be prepared to invest in its human resources, as this investment yields a meaningful return. Investing in people ensures the organization maintains a knowledgeable and capable workforce. Training provides employees with new knowledge they can apply directly to their work, improving both individual performance and the organization's overall profitability. An organization that neglects its human resources cannot achieve its overall objectives, regardless of how heavily it invests in new technology and equipment.

References

Beebe, S. A., Mottet, T. P., & Roach, K. D. (2012). Training & Development. Pearson Higher Ed.

Chien, I.-L. (2012). The effect of individual development plan and job rotation on job satisfaction: The moderation role of supervisor's support and personal growth need.

Jehanzeb, K., & Bashir, N. A. (2012). Training and development program and its benefits to employees and organizations: A conceptual study. Far East Journal of Psychology and Business, 9, 58–71.

Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training and development in organizations: What matters in practice. Psychological Science in the Public Interest, 13, 74–101.