Sunday, January 12, 2020

DISTINCTION BETWEEN TRAINING AND DEVELOPMENT & EFFECTIVENESS



DISTINCTION BETWEEN TRAINING AND DEVELOPMENT
Training is given to an individual when it is required; whereas development is an unending process. Therefore training is for a short period and provides the current requirement whereas development is a long-term continuous futuristic approach. Ahmed & Yohanna (2014) highlighted that training is mainly targeted at getting the employee to gain knowledge in the modern technology or modern developments in his / her regular working schedule; whereas development is done for the improvement of the individual qualities of an employee. Therefore training is a learning process delivered to an individual or group of employees with technical knowledge or key skills required for their current job role, whereas development is a holistic process where someone grows and becomes advanced and ready for the next career level. It is important that the organization is aware of the difference between training and development if not the investment made on training and development of employees and teams will be a waste of money and time. 

EFFECTIVENESS

Effectiveness is described as the capacity of delivering an anticipated result. Effectiveness of training and development can be estimated by normal time taken to identify an issue, achievement rate of a customer engineer, the overall efficiency of employees, Return on Investment (ROI), and client fulfillment (Devi & Shaik, 2012). An appropriate training programme will have a plethora of benefits for organizations and it helps increase employee engagement, performance, employee retention and productivity in the organization. 

Video-2 below by Mr.Stephen Goldberg, the Professional Leadership and Management Coach elucidates the importance of effective training and highlights seven steps for highly effective employee training for organizations. 

The seven steps are ;
1. Explain the importance of the task
2. Explain the procedure
3. Demonstrate how to do it
4. Observe the employee carrying out the task
5. Provide feedback, build their confidence, correct them if required and continue to provide coaching
6. Express the confidence in the ability of the person to succeed
7. Follow up on a constant basis depending on the task or complexity, person and procedure.  

Video-2: The Seven Steps for Highly Effective Employee Training and Coaching 



                                                        (Source: Goldberg, 2018).

Reference List :


Ahmed,I. & Yohanna,Y.(2014) Training and Development as a Tool For Enhancing Employee’s Productivity: A Case Study of Ashaka Cement Company, Nigeria Plc. IOSR Journal of Business and Management (IOSR-JBM),16(5),pp.17-26. Available from https://pdfs.semanticscholar.org/8547/def83b4cfcf6c3078cd7cd6f56263734915a.pdf [accessed 18 September 2018].

Devi, R. & Shaik, N.(2012) Evaluating training & development effectiveness - A measurement model. Asian Journal of Management Research, 2 (1),pp.722-735. Available from http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.409.8304&rep=rep1&type=pdf   [accessed 18 September 2018].

Stephen Goldberg (2018) The Seven Steps for Highly Effective Employee Training and Coaching [video]. Available from https://www.youtube.com/watch?v=rI9oMAVa-Es  [accessed 13 January 2020].

12 comments:

  1. Bernadine, Good job done. Your blog is clearly mentioned effectiveness of Training and development (T & D). T & D is an educational process in an organization's and employees can learn new information as well as re-learn and reinforce existing knowledge and skills (Long, Kowang, Chin & Hee, 2016). It facilitate to organizations to adapt new technology by increasing employee efficiency (Kennedy, 2009).

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    1. Thank you very much Gayanee, yes indeed. Imparting training through the practice of new technologies and adapting innovative training systems, like PI (programmed instructions), computer/simulated games, role-playing and audio/visual tools are more effective and hence same being widely applied in present training curriculums. These latest techniques combined with conventional methods i.e. lecturers, conferences, movie/films and case studies provide effective means used for training and education carried out in specific situations (Niazi,2011).

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  2. Hi Bernadine, you have illustrated effectiveness of T & D in your blog critically. As another aspect, there are certain factors influencing T & D. According to Birdi (2005) there are two factors affecting to the effective training. These are Individual factors and organizational factors. Driskell (2011) stated that way of training conducted, training content and training expertise equally affect the results of training.

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  3. Thank you Samanthi for taking a moment to reply on blog and I agree with the two factors that you have mentioned which can create an impact on T&D. Likewise, there are many factors which affect training effectiveness both positively and negatively (Punia & Kant, 2013). According to Shi & Liu (2015), the factors that impact the effect of training transfer have been continuously investigated and researched, and the focus of research has eventually been shifted from the factors of the training programme itself to factors outside the training programme. Some of the factors that impact training transfer are Personal Characteristic, Training Climate and Training Design Factors.

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  4. Hi Bernadine, Your blog is clearly mentioned effectiveness of Training and development. In addition according to the MacKinsey (2006)Improved capabilities, knowledge and skills of the talented workforce proved to be a mojor source of competitive advantage in a global market (McKinsey, 2006). To develop the desired knowledge, skills and capabilities of the employees, to perform well on the job, requires effective training programs that may also effect employee motivation and commitment (Meyer and Allen, 1991). In order to prepare their workers to do their job as desired, organizations provides training as to optimize their employee’s potential. Most of the firms, by applying long term planning, invest in the building new skills by their workforce, enabling them to cope with the uncertain conditions that they may face in future, thus, improving the employee performance through superior level of motivation and commitment. When employees recognizes their organization interest inthem through offering training programs, they in turn apply their best efforts to achieve organizational goals, and show high performance on job.

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    1. Thank you for your comments Ajantha, I agree with you completely as a productive work environment will only exist if the employees are trained and motivated.

      Companies mainly go for training sessions to enhance the productivity and the quality, to increase the morale of the organization and employee, to motivate employees, to achieve financial gains, for prevention industrial accidents, to provide wider awareness to employees that leads them to enhance their personal growth, to reduce employees’ turnover intentions, for improvement of company’s image through conducting effective training and upgrading employee skills to align them with organization’s goals and objectives ( Zahra, Iram & Naeem, 2014).

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  5. Hi Bernadine , Your blog is well communicated what is the effectiveness of the Training & Development to the organization . Thus Training and development is a concept in management which allow the organizational activity to be aimed directly at performance of individuals, groups and the organization (Landale, 1999). There are three main activities under the guise of training and development which are interlinked – training, education and development. It is not just the role of the employer to identify training and development needs, the employee also needs to be able to identify their role in the organization and how they can effectively develop themselves (Landale, 1999). Van der Bossche et al (2010) acknowledge that due to the rapid advancements in technology and knowledge require the individual to participate in personal and professional development. The development of talent within the organization is necessary for competitive advantage to exist, it is also necessary for the retention of employees. The organization needs to identify talent and to support the individuals through all their training needs

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    1. Hi Sumedha, I thoroughly agree on the point which you have highlighted that development of skills within the organization is necessary for competitive advantage. On the job training is an effective training method to improve the talents of employees. According to Mania & Waithaka (2017), On-the-job training is meant to offer employees with task-specific knowledge and skills in work area. The knowledge and skills presented are openly related to the job requirements. Also Nassazi (2013) added that induction programmes are carried out for new entrants on the job to make them familiar with the total corporate requirements like norms, ethics, values, rules and regulations. It involves getting new employees familiarized with and training on a new job within the organization

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  7. Bernadine , Well descriptive Blog on EFFECTIVE TRAINING AND DEVELOPMENT . Main criteria for effectiveness are 1.The programme is based on a thorough evaluation of learning needs. 2.Clear objectives have been set for the outcomes of the programme. 3.Standards are set for the delivery of the programme. 4. Success criteria and methods of measuring success have been established. 5. A blend of learning and development methods are used – informal and formal – that are appropriate for the established needs of those taking part. 6. The outcome of the programme is evaluated (Armstrong and Taylor , 2014) .Accordingly Effective training practices should establish to gain the expected outcome ,benefits from particular training or training programs .On the other hand ineffective Learning and Training processes incur only a cost to the organization .

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    1. Thank you Kasun, I completely agree on the areas elaborated by you. However according to Sandamali et al., (2018) the company should build a proper and logically substantial mechanism to choose the employees who will definitely participate in training programme. The management need to be established a widely spread evaluation scheme to enhance performance of employees according to the organization objectives. Further, recommend that the companies should offer training programmes based on training needs, which is identified through regular performance appraisal review.

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  8. Hi Bernadine, its a well structured and detailed article. As you have mentioned, effective training in technical and behavioral aspects gives employees a development opportunity in uplifting their working standards and personal development. According to Brandex Lanka Ltd Sustainability report 2015-2017, the executive leadership training agenda is made up o a range of robust training modules that differential executive level employees to upgrade their competence acquire functional & leadership skills. These training and development strategies made Brandex number one apparel exporters in Sri Lanka continuously 3 years by National Chamber of Commerce.

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