Training and Development of Employees!
Training is the act of increasing the knowledge and skills of an employee for doing a particular job. Hence training becomes inevitable not only to new employee but also the current employees.
In case of a new employee who emerges successful in the selection process and therefore placed on the job in an organisation must be provided with training facilities in order to adjust him to the job.
Even in case of the current employees who have been working in the organisation training becomes essential as and when an improved or a new method of doing a particular job emerges. Even retraining becomes necessary to keep the employees updated.
According to Dale. S. Beach, training is “…the organized procedure by which people learn knowledge and/or skills for a definite purpose”. Hence training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose.
Therefore training is the process of imparting specific skills. Training thus bridges the difference between job requirements and employee’s present knowledge. The need for training can be determined by using the following formula:
Need for training = (Standard performance) – (Actual performances)
A line of difference can be drawn between training, education and development.
Training is the process of imparting specific skills. Whereas education is confined to theoretical learning in classrooms. The purpose of education is to teach theoretical concept and develop a sense of reasoning and judgment. Development on the other hand is less skill-oriented but stresses on knowledge.
It refers to those learning opportunities designed to help employees grow. Nevertheless, a training programme is a blend of all the three i.e., gaining skills (training), learning theoretical concept (educational) and acquiring vision to look into distant future (development).