Training and development

The essentials

Training is any process by which the aptitudes, skills and abilities of employees to perform a specific job are increased. Development refers to the overall growth of an employee, preparing him or her for future roles and higher responsibilities. Education increases general knowledge and understanding of the environment. Training is job-oriented; development is career-oriented.

Key points

• Benefits to the organisation: less wastage of effort and money, higher productivity, preparation of future managers, lower absenteeism and turnover, and quicker response to changes in technology.
• Benefits to employees: better career prospects, higher earnings from better performance, fewer accidents, and greater satisfaction and morale.
• On-the-job methods (learning while doing the actual job): apprenticeship programmes (working under a master worker for a set period), coaching (a superior guides a trainee), internship training (a joint programme of educational institutions and firms) and job rotation (shifting the trainee from one department to another).
• Off-the-job methods (learning away from the actual workplace): classroom lectures and conferences, films, case studies, computer modelling, vestibule training (using dummy equipment in a separate area set up like the real work place) and programmed instruction (learning in small steps with feedback).

Exam tips

• Vestibule training is used when costly or delicate equipment is involved; it is off-the-job.
• Job rotation broadens a trainee's knowledge of different departments.

Common mistakes

• Calling vestibule training on-the-job because it uses machines similar to the real ones. It takes place away from the actual job.
• Treating training and development as identical. Training is narrower and job-specific.