CHAPTER FIVE
TRAINING AND DEVELOPMENT
5. Introduction
Training and development are the main functions of the human resource management. Training
refers to a systematic setup where employees are instructed and taught matters of technical
knowledge related to their jobs. It involves the use of formal processes to impart knowledge and
help people to acquire the skills necessary for them to perform their current jobs satisfactorily. It
is also the use of systematic and planned instruction activities to promote learning. Learning has
happened when people can demonstrate that they know something that they did not know before
(insights, realizations as well as facts) and when they can do something they could not do before
Whereas, development refers to the overall holistic and educational growth and maturity of people
in managerial positions. It enables people to progress from a present state of understanding and
capability to a future state in which higher-level skills, knowledge and competencies are required.
It takes the form of learning activities that prepare people to exercise wider or increased
responsibilities. It does not concentrate on improving performance in the present job.
Thus, training and development is any attempt to improve current or future performance of
5.1. Objectives of training and development
Training and development are very important for organizations. It enables an organization to adapt
and boosts their morale, thereby making them efficient, reducing waste and operations and
increasing productivity. In addition, training and development brings about reduction in employee
turnover and results in minimal supervision. Still, it shortens the time for learning by new
employees, reduces learning costs, and motivates employees to be loyal to the organization.
Generally, the major purpose of training and development are: -
Establish sound relationship between the worker and his/ her job
Upgrade skills and prevent skills obsolescence
Increase productivity and quality of work
Improves labor-management relations
1
, Minimize operational error (wastage, unnecessary repetitions, reduce accident)
Help address performance deficiencies caused by lack of skills, knowledge and experience
5.2. Process of training and development
The training and development process refers to the stages or steps within a training and
development program that ensures the intended objectives can be achieved. According to
Desmone, Werner and Harris (2002), there are four stages or steps involved in the training and
development process. These are training needs assessment, designing of the training,
implementation of the training, and monitoring and evaluation of the training
5.2.1. Training Needs Assessment
Training needs assessment concerns the process of finding out if training is required/needed or
not. Three analyses are performed: employee (personal), organizational, and task (job) analyses.
Organization analysis is an examination of the environment, strategies, and resources (technology,
financial, and HRM) the firm faces so as to determine what training it should emphasize. The
source of data for organizational analysis can be secondary (strategic plan, operational plan,
proposed initiatives, financial plan), and Top management
Task analysis involves reviewing the job description and specifications to identify the activities
performed in a particular job and the KSAs needed to perform them. I.e., the process of
determining what the content of a training program should be on the basis of a study of the tasks
and duties involved in the job.
Person/individual analysis involves determining which employees require training and, which do
not. Performance appraisal information can be used for the purposes of conducting a
person/individual analysis. Source of data can be employee, and immediate supervisor. The
purpose of Conducting a person analysis is that it helps organizations avoid the mistake of sending
all employees into training when some do not need it, and it can helps to determine training
programs
Training needs analysis is used to investigate the educational courses or activities to be given to
both employees and management in a bid to enhance their delivery. It is the process of gathering
data to train employees in order to meet organizational needs. Training needs analysis is required
when there are changes in the system or in the work, when new technology is introduced when
new government standards are introduced when there is a decline in the quality of work or
performance, when there is a lack of skills and knowledge and when there is lack of motivation.
2
TRAINING AND DEVELOPMENT
5. Introduction
Training and development are the main functions of the human resource management. Training
refers to a systematic setup where employees are instructed and taught matters of technical
knowledge related to their jobs. It involves the use of formal processes to impart knowledge and
help people to acquire the skills necessary for them to perform their current jobs satisfactorily. It
is also the use of systematic and planned instruction activities to promote learning. Learning has
happened when people can demonstrate that they know something that they did not know before
(insights, realizations as well as facts) and when they can do something they could not do before
Whereas, development refers to the overall holistic and educational growth and maturity of people
in managerial positions. It enables people to progress from a present state of understanding and
capability to a future state in which higher-level skills, knowledge and competencies are required.
It takes the form of learning activities that prepare people to exercise wider or increased
responsibilities. It does not concentrate on improving performance in the present job.
Thus, training and development is any attempt to improve current or future performance of
5.1. Objectives of training and development
Training and development are very important for organizations. It enables an organization to adapt
and boosts their morale, thereby making them efficient, reducing waste and operations and
increasing productivity. In addition, training and development brings about reduction in employee
turnover and results in minimal supervision. Still, it shortens the time for learning by new
employees, reduces learning costs, and motivates employees to be loyal to the organization.
Generally, the major purpose of training and development are: -
Establish sound relationship between the worker and his/ her job
Upgrade skills and prevent skills obsolescence
Increase productivity and quality of work
Improves labor-management relations
1
, Minimize operational error (wastage, unnecessary repetitions, reduce accident)
Help address performance deficiencies caused by lack of skills, knowledge and experience
5.2. Process of training and development
The training and development process refers to the stages or steps within a training and
development program that ensures the intended objectives can be achieved. According to
Desmone, Werner and Harris (2002), there are four stages or steps involved in the training and
development process. These are training needs assessment, designing of the training,
implementation of the training, and monitoring and evaluation of the training
5.2.1. Training Needs Assessment
Training needs assessment concerns the process of finding out if training is required/needed or
not. Three analyses are performed: employee (personal), organizational, and task (job) analyses.
Organization analysis is an examination of the environment, strategies, and resources (technology,
financial, and HRM) the firm faces so as to determine what training it should emphasize. The
source of data for organizational analysis can be secondary (strategic plan, operational plan,
proposed initiatives, financial plan), and Top management
Task analysis involves reviewing the job description and specifications to identify the activities
performed in a particular job and the KSAs needed to perform them. I.e., the process of
determining what the content of a training program should be on the basis of a study of the tasks
and duties involved in the job.
Person/individual analysis involves determining which employees require training and, which do
not. Performance appraisal information can be used for the purposes of conducting a
person/individual analysis. Source of data can be employee, and immediate supervisor. The
purpose of Conducting a person analysis is that it helps organizations avoid the mistake of sending
all employees into training when some do not need it, and it can helps to determine training
programs
Training needs analysis is used to investigate the educational courses or activities to be given to
both employees and management in a bid to enhance their delivery. It is the process of gathering
data to train employees in order to meet organizational needs. Training needs analysis is required
when there are changes in the system or in the work, when new technology is introduced when
new government standards are introduced when there is a decline in the quality of work or
performance, when there is a lack of skills and knowledge and when there is lack of motivation.
2
