Training is an act of increasing the knowledge and skills of an employee for performing a particular job. It involves positive changes in knowledge, skills and attitudes of employees. It helps to develop the personality and improve the effectiveness of people employed in an organization. Training makes employees fit for present and future jobs.
Career development refers to the ongoing process of enhancing and progressing your professional abilities, knowledge, and opportunities over the course of your life. This journey is characterized by continuous self-exploration, the establishment of goals, the acquisition of skills, the cultivation of professional relationships, and the ability to adapt to evolving industries and work settings.
Table of Contents
Training as a System
Training is a systematic process designed to improve employees’ knowledge, skills, and attitudes to enhance performance and achieve organizational goals. It consists of interconnected components.
Components of Training as a System
Inputs
- Trainees: The staff members or people receiving training.
- Trainers: The training is being conducted by experts or facilitators.
- Resources: Materials, budget, technology, and facilities.
Processes
- Needs Assessment: Identifying gaps in skills, knowledge, and performance.
- Design: Planning training objectives, content, and methods.
- Delivery: Conducting training sessions using techniques like lectures, workshops, e-learning, etc.
- Evaluation: Measuring the effectiveness of training programs.
Outputs
- Improved Performance: Enhanced skills, efficiency, and productivity of employees.
- Behavioral Change: Better attitudes and workplace conduct.
- Organizational Benefits: Achievement of goals and competitive advantage.
Feedback Mechanism
Regular reviews and assessments to identify areas for improvement in future training programs.
Training as a Tool for Developing Work Culture
What is Work Culture?
Culture is the character and personality of our organization. It’s what makes our business unique and is the sum of its values, traditions, beliefs, interactions, behaviors, and attitudes. Training gives everyone a great understanding of their responsibility and the knowledge and skills they need to do that job.
- It sets employee expectations, encourages a positive learning culture.
- It boosts team morale.
- It reduces staff turnover rates.
- It enhances effective communication.
- It improves the performance.
Designing Training Program
Training design is developing new training and educational courses and lessons for employees. It is specifying instructional objectives, sequencing training materials, incorporating learning principles, and identifying effective training methods. A detailed sketch for what will be done, why it is being done, and the best ways to reach the training objectives.
Process of Designing Training Program
Identification of Training Need
Training need is a difference between standard performance and actual performance. Wider the gap between standard performance and actual performance, more will be the need for training and vice versa.
Establish Specific Objectives
Desired outcomes of training are objectives. Objectives should be specific, measurable and time-bound.
Select Appropriate Methods
Methods are desired means of attaining training objectives Methods can be of: On-the-Job and Off-the-Job.
Select Trainees and Trainers
Selection of right kind of trainees and perfect trainers.
Implement Training
The prepared plans and programs are implemented to get desired output. Training is delivered as per schedule.
Evaluate Training Program
An assessment of training utility in terms of effect of training on employee’s performance.
Training Needs Assessment
An assessment process that companies and other organizations use to determine performance requirements and the knowledge, abilities and skills that their employees need to achieve the requirements.
Training need is a gap between standard performance and actual performance of employees in the organization.
Training Needs Assessment Levels
Organizational Level: A macro-level assessment that helps you determine areas where your employees lack the necessary skills or knowledge and provide need-based training.
Operational or Task Level: A type of training need assessment based on requirement of the job and job analysis.
Individual Level: The focus of need determination at this level is the requirements of individual employee.
Methods of Determining Training Needs
Training Non-managerial Employees
On-the-job training
These methods involve learning while working. It is learning by doing under the supervision of an experience employee.
Off-the-job training
The training that takes place outside the job situation. Trainees are removed from the stresses and demands of workplace.
Methods of on-the-job Training
Apprenticeship Training
Employees learn by working with those already skilled in their jobs. The field in which this training is offered are carpenters, tool- maker, electricians etc.
Internship Training
It is provided to technical and professional personnel. Its goal is to combine practical experience with theoretical knowledge. Students of BHM, BCIS,MBBS, BBA courses are required to participate internship.
Job Rotation
Job rotation teaches current employees how to do various jobs over time. The employee will rotate around to different jobs within the organization, performing various different tasks unrelated to his original job.
Job Instruction Training
It is a systematic step-by-step approach to teach new skills. It is designed for supervisors to train subordinates. Consists of four steps: Preparation, Presentation, Practice and Follow-up.
Methods of off-the-job Training
Lecture Method
It is ‘training by telling’.it is based on talking and showing.
Role Playing
It is a method of human interaction which involves realistic behavior in the imaginary situation.
Simulation
It duplicates the actual work situation as nearly as possible. Trainees are placed in that artificial work situation and they learn.
Vestibule Training
Actual work environments are created in a class-room and trainee use the same materials and equipment.
Programmed Instruction Method
It is a structured instruction method supported through text, handouts and computer-aided instructions.
Case Study
It is a training method in which trainees study the information provided in the case and make decisions based on it.
Management Development
A systematic process of growth and development by which managers and supervisors develop their abilities to manage. A planned, systematic and a continuous process of learning and growth by which managers develop their conceptual and analytical abilities to manage.
Techniques/Methods of Management Development
On-the-Job management Development Methods
Coaching Method
The immediate supervisor guides, gives direction, advice, criticism and instructs the trainee managers as a coach. Supervisor or coach sets mutually agreed upon goals, suggests how to achieve these goals, periodically reviews the trainee progress and gives feedback.
Under-study method
Potential managers are given opportunity to relieve an experienced manager of his/her job and act as his/her substitute during the period. If the supervisor leaves the work, that trained individual becomes eligible to take their place.
Job Rotation
A practice of shifting the trainee manager from one department to another or from one job to another. Managers can broaden their experience and become familiar with a variety of jobs.
Internship
Managers are interned in organizations for a specific period to work as employees to gain practical knowledge and experience. The goal is to combine theoretical knowledge with practical application.
Off-the-Job Management Development Methods
Sensitivity Training
A method of changing behavior through group process. Trainee managers are influenced by unstructured group interactions which helps to increase the ability of learning and understanding the conflict resolution skills. Trainees communicate, discuss about the issues with one another, express their ideas, feelings, beliefs and attitudes which provides managers with increased awareness of their own behavior.
Lecture and Conference
Lectures are oral communication of information to trainee managers. A method of providing behavioral knowledge and managerial skills to trainee managers by different professional training institutions.
Simulation Exercise
Simulation means the abstraction of real world situation in the classroom. The participants are placed in a artificial workstation which resembles the real work situation. Different popular methods under it are: case study, role playing etc.
Behavioral Modeling
Combination of role play and modeling. Interaction problems faced by managers are identified, practiced and
transferred to job. Various steps under it are: Model Study, Role Play, Reinforcement and Skills Transfer.
Transactional Analysis
Based on the concept that each person has a three dimensional behavior pattern based on three ego stages: parent (authority, seniority and controlling), adult (objectivity and rationality) and child (impulses and emotion). The emphasis of in TA development program is on encouraging managers to engage in adult stage behavior.
Evaluating Training Program
It is a systematic process to measure effectiveness in achieving objectives. It helps to control and improve the quality of training programs. It verifies the program’s success in terms learners outcomes and cost effectiveness. The training program is said to be effective when the purpose of training has been fulfilled with the spending of allocated funds for it.
Criteria for Evaluating Training Effectiveness
Reaction Criteria
Concerned with the reaction of trainees to the training content, process methods, trainer’s quality etc.
Learning Criteria
Concerned with the knowledge, skills and attitudes acquired through the training experience.
Behavior Criteria
Concerned with changes in job behavior that result after the training.
Result Criteria
Concerned with improvements in job performance.
Methods of Evaluating Training Effectiveness
Observation Method
Trainees are closely observed during the delivery of training programmes by trained experts. Changes in knowledge, skills and attitudes of trainees are assessed by observing. Performance in actual work situation for on-the-job training. Participation in discussion , role play, case study etc. for off-the-job training.
Test-retest Method
Participants are given a test before they enter in training program. After training program, they retake the similar test. A comparison is made between trainee’s level of knowledge, skills and attitudes before and after the training program.
Pre-post performance Method
The actual job performance of each participants is first rated before any training is provided. After the training program is completed, the participant’s job performance is reevaluated.
Experimental Control Group Method
Two groups are established- Experimental and Control. The members of control group work on the job without undergoing training. The members of experimental group undergo training. At the end of training, the performance of these two groups is reevaluated.
Cost Effectiveness Method
It assesses total value of benefits against total cost of training. The training is effective when benefits of training exceeds the cost of training. But it is difficult to determine monetary value of costs and benefits.
Training Survey Method
A process of direct questioning to trainees to gather their reactions about training program.
Can be used to collect information about:
- Achievement of training objectives
- Content, timing, process, methods etc.
- Trainer’s effectiveness
- Physical facilities, training aids etc.
Training vs. Management Development
| Training | Management Development |
| Short term process. | Long term process. |
| Targets are operative employees. | Targets are managerial employees. |
| Focus on present jobs. | Focus on future responsibilities. |
| Requires strict supervision and guidance because it is initiated by management. | Does not require much supervision because it is initiated by employees. |
| Develops technical skills. | Develops conceptual skills. |
Career Development
Career development is the ongoing process of acquiring new skills, experiences, and knowledge to enhance an employee’s career opportunities and performance.
The primary responsibility for career development lies with the employees.
Objectives of Career Development
- To attract and retain effective persons in an organization.
- To utilize human resources optimally.
- To improve morale and motivation level of employees.
- To reduce employee turnover.
- To practice a balanced ‘promotion from within’ policy.
- To make employees adaptable to changes.
- To increase employees’ loyalty and commitment to the organizations.
- To maintain harmonious industrial relations.
- To inculcate equitable employment practices providing equal career progression opportunities to women and minorities.
Phases in Career Development
Individual Career Development Effort
Each employee takes self-responsibility for career development through: Job performance, Exposure, Mobility, Organizational loyalty, Mentoring etc.
Organization Supported Career Development Effort
Individual efforts for career development should be supplemented by organization supported efforts through:
- Career education, information and counselling
- Career development programmes (various training and management development programmes.
Formulation of Career Development Action Plan
An action plan and career development strategy should be prepared by the employee.
Implement Career Development Action Plan
- An implementation part of career development
- Employee utilize career development opportunities
- Top management support is essential.
Provide Feedback
Employees should be given feedback information about career development efforts by HRM Department.
Job placement decision should be informed to employees.
Human Resource Development(HRD)
The process of developing overall skills, competencies, knowledge and attitudes of people in an organization.
HRD is regarded as the process of increasing knowledge, competence, capacities, intelligence, and talents of the members of the organization.
An integral part of HRM which is more concerned with training and development, career planning and development and organization development.
Emerging Concept of HRD
Leadership Development
What is Leadership?
An ability to influence a group toward the achievement of goals. The process of influencing and supporting others to work enthusiastically toward achieving objectives.
What is Leadership development?
Leadership development is the process of enhancing an individual’s ability to perform in a leadership role within an organization. Leadership development enables employees to improve their skills in areas such as: Decision making, Project management, Strategy, Network building, Team management, Innovation etc.
Leadership Development Ideas
- Develop a good learning culture
- Inspire existing leaders to share their views and knowledge
- Use Self-Driven Instructional Methods
- Implement experiential exercises for training at the workplace
- Empower mentorship
- Work on rotation-basis assignments
- Add real-world problems to the training
Talent Management
A business strategy that allows businesses to attract, develop, and retain their topmost skilled employees. The primary objective of talent management is to build a motivated workforce who will stay with your organization in the long run. It seeks to attract, identify, develop, engage, retain and deploy individuals who are considered particularly valuable to an organization.
It helps you maximize the importance of employees.
Benefits of talent management
- Recruit in-demand talent
- Minimize disruptions
- Improve productivity
- Reduce costs
- Innovate
Mentoring
A process whereby more experienced managers actively guide and support less experienced managers.
The mentor provides guidance through direction, advice, criticism and suggestions.
Mentors provide people with:
- Advice in drawing up self-development programmes.
- Guidance on how to acquire the necessary knowledge and skills to do a new job.
- Information on corporate culture.
- Help in the right direction.
Benefits of Mentoring
- Mentee has opportunities to receives guidance and support from a respected member of organization.
- Professional development opportunities.
- Mentee is self motivated to learn with increased confidence.
- Increased institutional knowledge and understanding of how the organization works, how things get done.
- Greater awareness of other approaches to work.
Employee Empowerment
A process of granting employees the authority and autonomy to make decisions, fostering a sense of ownership and responsibility within their roles. It leads to increased job satisfaction, innovation and overall organizational success.
Some examples are:
- Giving them more liberty and more space
- Providing an option to work from home
- Providing a choice of the area of work etc
HRD Practices in Nepalese Organizations
Need Assessment
The need of training and development is not assessed properly except in some big private and global organizations. In most of the public enterprises, the need of training and development is assessed through supervisory recommendations.
Training and Development Methods
Most of Nepalese organizations use off-the-job training methods. Due to increasing trend of providing off-the-job training, employees are deprived from experimental exercise.
Training Institutions
There are a very few training and development institutions involving in training program.
Some of them are: Management Association of Nepal (MAN), Center for Economic Development and Administration (CEDA), Nepal Administrative Staff College (NASC), Nepal Academy of Tourism and Hotel Management (NATHM) etc.
Effectiveness of Training and Development
Generally training evaluation is based on reaction and learning criteria. Behavior and result criteria are not generally used.
Training Related Problems
- Management regard training as a cost, not investment.
- Training policy is lacking.
- Reliability of training is declining due to out-dated curriculum and training methods.
- Selection of trainee is defective.
- No clear objective of training.
- Lack of adequate budget.
Career Management and Employee Retention Issues
Career management and employee retention are interrelated processes that are vital for sustaining a productive workforce and minimizing turnover. The following is a summary of the principal concepts and challenges involved:
Career Management
Career management encompasses the planning and execution of strategies that align the aspirations of employees with the requirements of the organization.
Key Components
- Career Planning: Employees define their career objectives and potential pathways.
- Career Development: Employers offer training, mentoring, and opportunities to help employees reach these objectives.
- Succession Planning: Preparing employees for future positions within the organization.
Benefits of Career Management
- Increased job satisfaction and engagement.
- Enhanced productivity and loyalty.
- Decreased turnover and recruitment expenses.
Employee Retention
Employee retention emphasizes strategies aimed at keeping employees engaged and committed to the organization over the long term.
Retention Strategies
- Competitive Compensation: Providing equitable pay and benefits.
- Work-Life Balance: Implementing flexible schedules and wellness initiatives.
- Recognition and Rewards: Acknowledging the contributions of employees.
- Opportunities for Growth: Offering career development programs and advancement opportunities.
- Strong Organizational Culture: Cultivating a supportive and inclusive work environment.
Common Issues in Career Management and Retention
Career Management Challenges
- Lack of Clear Pathways: Employees may be uncertain about growth opportunities.
- Inadequate Training: Limited opportunities for skill development.
- Misalignment of Goals: Employee aspirations may not align with organizational objectives.
Employee Retention Issues
- High Turnover Rates: Employees may leave for more attractive opportunities.
- Job Dissatisfaction: Arising from poor management, excessive workload, or insufficient recognition.
- Lack of Engagement: Employees may feel disconnected from the organization’s goals.
- Burnout: Resulting from excessive stress and inadequate support.
Addressing Career Management and Retention Issues
Career Management Solutions
- Provide regular feedback and career counseling.
- Develop individualized development plans.
- Encourage continuous learning and professional growth.
Conclusion
Training and career development play a crucial role in the success of organizations and the satisfaction of employees. These initiatives provide employees with the essential skills and knowledge required to perform effectively in their positions, while also aligning their professional ambitions with the objectives of the organization. Well-structured training programs improve productivity, encourage innovation, and help to bridge skill gaps. Meanwhile, career development initiatives cultivate a dedicated and loyal workforce by offering transparent pathways for advancement. Collectively, these efforts minimize employee turnover, enhance morale, and foster a culture of ongoing learning and development, allowing both individuals and organizations to prosper in a competitive and dynamic landscape.
Frequently Asked Questions (FAQ)
1. What is Training?
Training refers to a systematic approach aimed at developing the skills, knowledge, and competencies of employees to enhance their performance in their respective roles.
2. What is Career Development?
Career development refers to an ongoing process of overseeing and enhancing the career trajectories and advancement prospects for individuals within an organization.
3. How does training support career development?
Training facilitates career development by equipping employees with the essential skills and knowledge required for progression in their professional journeys.