Training and Development
Training and development is a formal process of changing employee behavior and motivation in a way that will enhance employee job performance and the organization's overall performance.
T & D increases employee job-related abilities by distributing job-related knowledge, creating job-related skills, and improving positive attitudes.
T & D need = Desired performance – Actual performance
Advantages for Employees
- New knowledge and skills – employee got opportunities to acquire new knowledge.
- Greater confident – employee got necessary knowledge and skills from this it will help them to face any challenges in their job environment.
- Higher possibility of granting promoted – well training employees can easily get promotions.
- Higher rewards – employee can take salary incremental and incentives because of their training.
- Adjustments – when employee trained well, it helps to adjust the processes.
- More job security – Organization like to keep employees who are trained well.
- Increase motivation and satisfaction – Because of training and development automatically the employee will be motivated.
Methods
- On-the-job training - This is given by allowing the trainee to perform the duties of the job. Also, employees learn while they are performing the duties of their jobs. Senior people guide them.
- Apprentice training - This is given to people who are new to the job. For example plumber, mechanist, carpenter, etc.
- Simulated training/ Vestibule training - Giving in an artificial place which is similar to the actual workplace.
- Programmed instruction – Provide a study guide for self-study. Trainees learn through self-study. Also, this involves distance learning by using computers, internet, textbooks, etc.
- Critical incident method – Especially for managerial employees. Short description of the very important incident that involves a problem to be sorted.
Factors affecting when selecting T & D methods
- Cost – Consider about budget. As an example no need to pay more money for the lecturer.
- Number of trainees – Based on the number of participators they should select methods.
- Objective of training – By considering the objective should select the method. Also, one should consider where to give knowledge or human skill improvement.
- Availability of competent trainers – for example critical incident method and case study method need more expert trainers.
- Availability of time – According to the available time should select suitable method.
- Types of trainees – here should consider about those employees are managerial or non-managerial employees.
Similer Posts
What is Compensation?
Compensation is the results or rewards that the employee receives in return for their work. Also, It includes profit sharing, Overtime payment, bonuses, sales commissions, recognition rewards, etc.
Find out more
Reward Management
The reward can be defined as the achievements and benefits that employees receive for their job performance in an organization.
Find out more
Industrial Relations
The relationship between employees and employers is usually defined as Industrial Relations.
Find out more