IMPORTANCE OF TRAINING AND DEVELOPMENT

Training is crucial for organizational development and success. It is fruitful to both employers
and employees of an organization. An employee will become more efficient and productive if
he is trained well.

Training is given on four basic grounds:

1. New candidates who join an organization are given training. This training familiarize
them with the organizational mission, vision, rules and regulations and the working
conditions.

2. The existing employees are trained to refresh and enhance their knowledge.

3. If any updations and amendments take place in technology, training is given to cope
up with those changes. For instance, purchasing a new equipment, changes in
technique of production, computer implantment. The employees are trained about use
of new equipments and work methods.

4. When promotion and career growth becomes important. Training is given so that
employees are prepared to share the responsibilities of the higher level job.

New Hire Orientation

Training is particularly important for new employees. This can be conducted by someone
within the company and should serve as a platform to get new employees up to speed with
the processes of the company and address any skill gaps.

Tackle shortcomings

Every individual has some shortcomings and training and development helps employees iron
them out. For example, at RateGain we have divided the entire headcount in several groups to
provide focused training which is relevant to those groups - sales training, first time
managers, middle management, senior leadership, executive leadership.

Improvement in performance

If shortcomings and weaknesses are addressed, it is obvious that an employee's performance

improves. Training and development, however, also goes on to amplify your strengths and
acquire new skill sets. It is important for a company to break down the training and
development needs to target relevant individuals. If I can draw examples from my
organization, every department has targeted training groups. These generally revolve around
product development training, QA training, PMP among others where internal and external
process experts facilitate various programs.

Employee satisfaction

A company that invests in training and development generally tends to have satisfied
employees. However, the exercise has to be relevant to the employees and one from which
they can learn and take back something. It will be futile if training and development become
tedious and dull, and employees attend it merely because they have to. As a company, we
stress on industry specific training and send many employees for international seminars and
conferences that can be beneficial to them.

Increased productivity

In a rapidly evolving landscape, productivity is not only dependent on employees, but also on
the technology they use. Training and development goes a long way in getting employees up
to date with new technology, use existing ones better and then discard the outdated ones. This
goes a long way in getting things done efficiently and in the most productive way.

Self driven

Employees who have attended the right trainings need lesser supervision and guidance.
Training develops necessary skill sets in employees and enable them to address tasks
independently. This also allows supervisors and management to focus on more pressing areas.

Training and development programs can have a huge impact on a company. Like every other
function in other company, training and development should be focused on producing
targeted and tangible results for the business. The key is to treat it seriously and consider it a
capital investment and make it results-driven.
THE DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

The major differences between training and development are as under:

Training is a learning process for new employees in which they get to know about the
key skills required for the job. Development is the training process for the existing
employees for their all round development.
Training is a short-term process i.e. 3 to 6 months, but development is a continuous
process, and so it is for the long term.
Training focuses on developing skill and knowledge for the current job. Unlike, the
development which focuses on the building knowledge, understanding and
competencies for overcoming with future challenges.
Training has a limited scope; it is specific job oriented. On the other hand,
development is career oriented and hence its scope is comparatively wider than
training.
In training, the trainees get a trainer who instructs them at the time of training. In
contrast to development, in which the manager self-directs himself for the future
assignments.
Many individuals collectively attend the training program. Development is a self-
assessment procedure, and hence, one person himself is responsible for ones
development.
PRINCIPLES OF LEARNING BASED ON ASK CONCEPT

Participation: involve trainees, learn by doing.

Repetition: repeat ideas & concepts to help people learn.

Relevance: learn better when material is meaningful and related.

Transference: to real world using simulations.

Feedback: ask for it and adjust training methods to audience.