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.