Chapter Notes: Training and Development
Hey everyone! Welcome to a really important topic in Human Resources Management: Training and Development. Ever wondered how your favourite bubble tea barista makes your drink so perfectly every time, or how pilots learn to fly a massive airplane? The answer is training!
In this chapter, we're going to explore how businesses help their employees learn new skills and grow in their careers. Think of it like a video game character 'levelling up' – companies do the same for their staff. This is super important because skilled, happy employees lead to a successful company. Let's get started!
The Big Idea: Training vs. Development
First things first, let's clear up two terms that sound similar but are slightly different: training and development. Don't worry, it's pretty simple once you see the difference.
Training
This is all about the NOW. Training focuses on teaching an employee the specific skills and knowledge they need to do their current job better. It's usually short-term and very practical.
Analogy: Imagine you just got a job at a café. Your training would involve learning how to use the coffee machine, how to take orders on the computer system, and how to handle customer payments. These are skills for your job right now.
Development
This is all about the FUTURE. Development is a long-term process that focuses on preparing an employee for future responsibilities and career growth. It's broader and helps an employee grow as a professional.
Analogy: That same café worker might be put on a development program to learn about managing inventory, creating staff schedules, and handling marketing. The company is preparing them to become a store manager one day.
Quick Review: Training vs. Development
Training: Focuses on the current job, is short-term, and fixes a present skills gap.
Development: Focuses on a future career, is long-term, and prepares for future challenges.
Why Bother? The Objectives of Training and Development
Why do companies spend so much time and money on training? Because the benefits are huge, both for the company and for the employees themselves!
Key Objectives:
- Improve Performance and Productivity: Well-trained employees work more efficiently and produce higher quality work. (e.g., A trained factory worker can assemble products faster and with fewer defects.)
- Reduce Mistakes and Accidents: Proper training, especially in safety procedures, can lead to fewer costly errors and a safer workplace for everyone.
- Increase Employee Motivation and Job Satisfaction: When a company invests in its employees, they feel valued. This boosts their morale and makes them more loyal.
- Prepare for Promotion: Development programs help create a pool of skilled internal candidates ready to step into leadership roles when they become available.
- Adapt to Change: In a fast-changing world (think new technology!), training helps employees keep their skills up-to-date, allowing the company to stay competitive.
- Reduce Employee Turnover: Happy, skilled employees who see a future for themselves in the company are less likely to quit. This saves the company money on recruiting and hiring new people.
Key Takeaway
Training and development are not just costs; they are investments. They help the company become more productive and profitable, while also helping employees build their skills and advance their careers. It's a win-win situation!
How Is It Done? Modes of Training
Okay, so we know WHY companies train their staff. But HOW do they do it? There are two main ways, or 'modes', of training: learning while you work, and learning away from work.
On-the-Job Training: Learning While You Work
This is any training that happens at the employee's normal workplace. It's the most common type of training because it's so direct and practical.
Common Methods:
- Coaching/Mentoring: A more experienced employee (the coach or mentor) provides one-on-one guidance and advice to a junior employee. Example: A senior designer reviews a junior designer's work and gives them tips for improvement.
- Job Rotation: The employee is moved through a variety of different jobs within the same company. This helps them understand the whole business and gain a wider range of skills. Example: A management trainee in a hotel might spend one month working at the front desk, one month in housekeeping, and one month in the restaurant.
- Apprenticeship: A formal, long-term training program that combines hands-on work with some classroom study. It's very common for skilled trades. Example: A trainee hairstylist works in a salon learning from senior stylists while also attending classes to learn the theory.
Pros and Cons of On-the-Job Training:
Advantages:
- Usually has lower direct costs (no travel or venue fees).
- Highly relevant, as it uses the actual tools and environment.
- The employee is still contributing to productivity while learning.
Disadvantages:
- The senior employee who is coaching can be distracted from their own work.
- The trainee might learn the 'bad habits' of their coach.
- Mistakes made by the trainee can be costly or affect customers.
Off-the-Job Training: Stepping Away to Learn
This is any training that takes place away from the employee's usual work environment. It could be in a separate training room, at a university, or online.
Common Methods:
- Lectures and Workshops: An expert trainer teaches a group of employees in a classroom-style setting. This is great for sharing a lot of information with many people at once. Example: A group of managers attends a workshop on new leadership skills.
- Simulations: Trainees use models or equipment that replicate real work situations. This allows them to practice in a safe, controlled environment. Example: An airline pilot practices emergency landings in a flight simulator, where a crash has no real consequences.
- Case Studies: Trainees are given a real or hypothetical business problem to analyse and solve. This is excellent for developing critical thinking and decision-making skills. Example: A marketing team might analyse a case study of a failed advertising campaign to learn what not to do.
Pros and Cons of Off-the-Job Training:
Advantages:
- Access to specialist trainers and experts.
- Fewer distractions from the workplace, allowing trainees to focus.
- A safe environment to practice and make mistakes without real-world consequences.
Disadvantages:
- Can be very expensive (course fees, travel, accommodation).
- Loss of productivity as employees are away from their jobs.
- Sometimes the skills learned are hard to transfer back to the actual workplace.
Did you know?
Some of the world's biggest companies have their own 'corporate universities' for off-the-job training. For example, McDonald's has "Hamburger University" where it trains its managers from all over the world!
Was It Worth It? Evaluating Effectiveness
After spending time and money on a training program, a smart company will always ask: "Did it actually work?" This process is called evaluating effectiveness. It's crucial for making sure the investment was worthwhile and for improving future training programs.
Here are some simple ways a company can check if training was effective:
Check Employee Reactions: The simplest step is to ask the trainees for their feedback. Did they enjoy it? Did they find it useful? This is often done with a survey or questionnaire right after the training ends.
Measure Learning: Did the employees actually learn anything? This can be checked with tests, quizzes, or practical demonstrations to see if they acquired the new knowledge or skill.
Observe Behaviour Change: The real test begins back at the workplace. Managers can observe if the employees are applying their new skills. Is the salesperson using the new sales technique? Is the mechanic following the new safety procedure?
Measure Business Results: This is the ultimate proof. The company looks at key performance indicators (KPIs) to see if they improved after the training. For example, after a customer service training program, did customer satisfaction scores go up? Did customer complaints go down?
Key Takeaway
Evaluating training is not just an afterthought; it's a vital part of the process. By checking reactions, learning, behaviour, and results, a company can see the true impact of its investment and make smarter decisions in the future.
And that's a wrap on Training and Development! You've successfully learned why companies invest in their people, the different ways they do it, and how they check if it's working. You've levelled up your BAFS knowledge! Great job!