Training and development are the most significance parts in organization overall strategy. It should be noted that training is very important role in organizational development. The human resource department is responsible for designing and managing the organizations training and development program.
According to Bernadin (2010) training is defined as the any attempt to improve employee’s performance on the currently held job or one related to it. This usually means change specific knowledge, skills, attitude and behavior.
Training is the learning process in which people acquire knowledge, skills, experience and attitude they need in order to perform their job well for achievement of their organizational goals.
Human resource Development refers to the learning opportunities designed to help employees grow, however such opportunities do not have to be limited to improve employee’s performance in their current job Bernadin (2010).
Generally, training process aimed at giving new or present employees the skills and knowledge, they need to perform their job. Therefore, training must be job related learning process.
To improve employee’s productivity
To increase health and safety as the result reduce industrial accidents
Personal growth, increase employees’ skills and knowledge which result to enhances personal career development
To increase employee’s morale and commitment to organization
To match employees’ specifications with the job requirements and the organizational needs
To reduce recruitment cost, as it recruits from within
Training enhances workers level of skills
Training improves organizational performance
Training enhancing professional and career development
Training provides a sense of satisfaction/ motivation to employees
Increase employee’s commitment to their jobs and the organization
It reduces labor turnover
HR development is the long-term education process as intended to improve competencies over longer period while training is a short-term process.
HR development aimed at prepares the workforce for the role they may have in the future while training focus on the current job
HR development refers to philosophical and theoretical education concepts while training refers to instruction in technical and mechanical problems
HR development focuses on managerial personnel while training target for non-managerial personnel
HR development based on the general purpose while raining based on job related purpose
Performance gaps
Technological changes and working methods
Legal and professional requirements
Dynamic business environment
Competitive advantage
Promotion or transfer of employees
Labor shortage
Old employees need refresher training to become updated with changes
According to Bernadin (2010) training is defined as the any attempt to improve employee’s performance on the currently held job or one related to it. This usually means change specific knowledge, skills, attitude and behavior.
Training is the learning process in which people acquire knowledge, skills, experience and attitude they need in order to perform their job well for achievement of their organizational goals.
Human resource Development refers to the learning opportunities designed to help employees grow, however such opportunities do not have to be limited to improve employee’s performance in their current job Bernadin (2010).
Generally, training process aimed at giving new or present employees the skills and knowledge, they need to perform their job. Therefore, training must be job related learning process.
