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EMPLOYEE TRAINING AND DEVELOPMENT

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TRAINING AND EDUCATION DIFFERENTIATED:

 Training

Application oriented

Job experience Specific tasks Narrow

perspective

Education

Theoretical oriented

Classroom learning

General concepts Broad perspective

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Definitions Training and development are closely

interrelated terms that aim to help in achieving the objectives of the company while at the same time increasing the efficiency and productivity of the employees.

Though similar in a broader sense, there are many differences between training and development

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Training – the process of teaching new or current employees the basic skills they need to perform their jobs

Development refers to those learning opportunities designed to help employees grow. It is not primarily skill-oriented. Instead, it provides general knowledge and attitudes, which will be helpful to employees in higher positions.

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Negligent training When an employer fails to train

adequately and consequently and employee harms a third party

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Training Vs Development

Training and development can be distinguished on the basis of the following:

What is learnt Who is learning Why such learning takes place When learning occurs

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Why train?

  To improve the technical capacity of individuals on job performance To improve health and safety of employees hence prevention of

industrial accidents To reduce spoilt work hence less scrap or material wastage To prepare personnel for future job challenges e.g. promotion To enable employees to adapt to methods of operating a new

machine or equipment installed by the organization e.g. a computer. To enable employees learn the methods of operating a new machine

or equipment installed by the organization e.g. a computer A change in product may necessitate training not only in production

methods but also in the marketing of goods or services To improve the productivity level in the organization

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Who really is the beneficiary of any training programme?

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Steps in the training process 1. TNA 2. Instructional Design – check objective,

content and budget 3. Implement – train those targeted 4. Evaluate – success or failure?

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Methods of training (adv/disadv) On job training Demonstrations/

Instruction Coaching Job rotation Projects Job shadowing

Off job training Day release

(common) Distance

learning/Evening Sandwich courses Self study

(computer based

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Why MDP? To prepare managers to cope with increased challenge of

modern business especially competition and fast changing technology

To improve managerial performance on their present jobs To prepare managers for higher managerial positions i.e.

to replace those who are leaving To build a steady source of supply of competent persons

at all managerial levels. i.e. to create a reserve of managers

To compensate for managers lack of previous experience of training

To prevent managerial obsolescence.

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Management Development methodsInternal Job rotation - to head various departments,

divisions or branches Assignments to committees and boards

– exposure and decision making skills Appointment as “assistant to” or

“deputy to” Case study method – analytical & decision

making

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Coaching by senior managers. In house seminars lectures or workshops Sensitivity training (T Group)

This method is also known as behaviour modeling technique. It is interactive method of development, which sensitizes managers on their behaviour in relation to their job performance.

Secondment to sister firms in other countries

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External University sponsored programmes e.g. MBA

programmes Management consulting firms training and

development programmes e.g. seminars; workshops.

Government sponsored programmes e.g. KIA and (GTIS)

Secondment to other firms in similar industry Professional training institutes e.g. IHRM, ICPAK Conferences and seminars etc.

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Training Vs Development

1. 2. 3

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Management Development

Management Development is the overall concept or terminology that describes the many ways that organizations help employees develop their personal and organizational skills, either as managers or with a management job in mind.

Assignment

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Benefits of training More loyalty from employees Shows a firm is concerned about workers Better promotion opportunities (the

other side of the coin?) Increase in productivity