Existing literature reveals there is no universally accepted definition for training and development. Like other HR practices that are easy to discuss but complex as it is difficult to define the topic concisely and concretely. The researchers have studied training and development from different perspectives as the researchers use terms such as human resource development and learning and development to signify the same practice. Training and development within the field of human resource management as “the set of organizational activities that tend to improve the performance of the employees”.
Training means the acquisition of the knowledge and skills that are relevant to the job of the employees while development means growth of the individual in terms of capabilities required for the employment.
Development has a much broader focus on learning as it involves not only the job itself but also the career. The development emphasizes the employees’ potential to build their capabilities.
Training
Training is the content-based activity that aims to change the attitude of an individual by the involvement of the instructor. Training is highly beneficial for motivating employees.
Also, it is beneficial for the employer as it promotes employees’ commitment and positively adds to the human capital. At the same time, theorists working on behavioral learning find no general constructs on increasing organizational commitment from employees’ point of view.
Employee training and development are two of the main tasks of human resource management and are often strategic business objectives. Developing an employee’s skills and abilities benefits not only the employee but also the overall organizational performance.
Hence, organizations know the significance of well-trained employees and the influence it can offer to the firm’s success and profitability. In the 21st century, large firms increasingly emphasize training and development programs for their growth in the highly competitive business world.
Development
Training and development of employees offer companies the availability of skills and knowledge which is necessary to attain the organizational objectives and to build a competitive edge.
Additionally, effective training and development of employees can offer organizations variety of benefits, such as reduced turnover, less time on supervision and certainly improved employee morale in all sorts of company.
However, small business owners are behind in this area compared to larger organizations that often have a well-developed human resource department that takes care of this. Inadequate managerial competencies are often the main cause of small business failure.
