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 ;
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].
