Training refers to importing of specific skills, abilities and knowledge to an employee or it is any attempt to improve present or future, employee performance by increasing an employee ability to perform, through learning, usually by changing the attitude or increasing his/her skills and knowledge. Training is needed not only for technicians who work in the shop floor but also for supervisors, managers and executives. After training, candidates will be placed on the Jobs to perform the tasks given to them effectively. Development refers to those learning opportunities designed to help employees grow.
Development is, less skill oriented and stresses on knowledge. Knowledge about business environment, management, principles and techniques, human relations, specific industry analysis and like. Any training & development program must contain inputs, which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look in to the distant future. Training is an investment in HER with a promise of better returns in future. NEED FOR TRAINING: After employees have been selected for various positions in an organization, training them for the specific tasks to which they have been assigned assumes great importance.
It is true in many organizations that before an employee is fitted into a harmonious working relationship with other employees, he is given adequate training. Training is the act of increasing the knowledge and skills of an employee for performing a particular Job. The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge during the training that helps him improve performance. Training enables an employee to do his present Job more efficiently and prepare himself for a higher-level Job.
The essential features of training may be stated thus: Allowances knowledge and skills for doing a particular Job; it bridges the gap between job needs and employee skills, knowledge and behaviors 0 Focuses attention on the current Job; it is Job specific and addresses particular performance deficits or problems 0 Concentrates on individual employees; changing what employees know, how they work, their attitudes toward their work or their interactions with their co- rocker or supervisors 0 Tends to be more narrowly focused and oriented toward snort-term performance concerns.
