Training refers to a systematic process of enhancing the knowledge, skills, and competencies of employees so they can perform their current job roles effectively. It is typically a planned and organized activity that aims to impart specific skills or knowledge to participants.
Development, in the context of Human Resource Management (HRM), refers to a broad set of activities and processes that aim to improve the overall knowledge, skills, competencies, and capabilities of employees, focusing on their future roles and growth within the organization. Development is more long-term and strategic in nature than training.
Here's a step-by-step breakdown of the training process:
Purpose: Identify the gap between current performance and desired performance.
Methods: Surveys, observations, feedback, and performance data.
Purpose: Clearly articulate what the training aims to achieve.
Outcome: Specific, measurable, achievable, relevant, and time-bound (SMART) objectives.
Purpose: Structure the training to meet the objectives.
Considerations: Training content, instructional design, methods (e.g., workshops, e-learning, on-the-job training), duration, and resources required.
Purpose: Create resources and materials to be used during the training.
Examples: Manuals, slideshows, e-learning modules, handouts, videos, and simulations.
Purpose: Deliver the training to the intended participants.
Methods: Classroom training, online courses, workshops, seminars, role-playing, simulations, etc.
Purpose: Assess the effectiveness of the training program.
Methods: Feedback forms, quizzes, post-training surveys, observations, and comparing pre-training and post-training performance data.
Models: One popular model for evaluating training effectiveness is the Kirkpatrick Model, which evaluates reactions, learning, behavior, and results.
Purpose: Continuously improve the training based on feedback and evaluations.
Actions: Modify training content, methods, materials, or even objectives based on the feedback received.
Purpose: Ensure that the knowledge and skills acquired during training are applied on the job.
Methods: Refresher courses, on-the-job coaching, mentoring, and continuous feedback.
Here's a step-by-step breakdown of the development process:
Purpose: Understand the long-term goals, challenges, and direction of the organization.
Methods: SWOT analysis (Strengths, Weaknesses, Opportunities, Threats), strategic planning sessions, and long-term forecasting.
Purpose: Identify where gaps exist between current skills/competencies and what's needed for future roles or challenges.
Methods: Performance reviews, 360-degree feedback, career development discussions, and succession planning.
Purpose: Define the competencies, knowledge, and skills required for future roles and responsibilities.
Outcome: Long-term development objectives aligned with organizational goals.
Purpose: Outline programs or activities to achieve developmental goals.
Methods: Leadership development programs, mentorship schemes, cross-functional projects, external courses, and workshops.
Purpose: Begin the developmental activities.
Methods: On-the-job learning, stretch assignments, mentorship programs, attending seminars/conferences, and higher education opportunities.
Purpose: Ensure that individuals receive the necessary support and guidance during their development.
Methods: Regular check-ins, coaching sessions, feedback from mentors, and peer support groups.
Purpose: Measure the impact of developmental initiatives on individuals and the organization.
Methods: Review against set goals, feedback from participants and stakeholders, assessing career progression, and contributions to strategic initiatives.
Purpose: Refine and improve the developmental initiatives based on evaluations and feedback.
Actions: Revise programs, introduce new learning opportunities, or modify objectives as needed.
Purpose: Align individual aspirations with organizational needs and chart a clear path for growth.
Methods: Career discussions, succession planning, and setting clear career paths.
Purpose: Ensure continuous growth and adaptation to changing organizational needs.
Methods: Continuous professional development, attending conferences, participating in industry groups, and staying updated with trends and research.
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