Page 110 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Unit 7: Training, Development and Career Management

Objectives Notes

After studying this unit, you will be able to:
 Define the terms training, development and career
 Discuss Inputs in training and development
 Discuss various gaps in training

 Explain training process and career development
 Understand career development
Introduction

Training improves, changes, and moulds the employee's knowledge, skill, behaviour and aptitude
and attitude towards the requirement of the job and the organization. After an employee is
selected, placed and introduced in an organization, he/she must be provided with training
facilities in order to adjust him/her to the job.

7.1 Definitions

According to Flippo, training is the act of increasing the knowledge and skills of an employee
for doing a particular job.
Training may be defined as a planned programme designed to improve performance and bring
about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Training is concerned with imparting and developing specific skills for a particular purpose.
Training is the process of learning a sequence of programmed behaviour. The behaviour being
programmed, is relevant to a specific phenomena, that is a job. Training is the process of increasing
the skills of an employee for doing a particular Job.

7.1.1 Characteristics of Training

1. Increases knowledge and skills for doing the job.
2. Bridges the gap between jobs needs and employee skills, knowledge and behaviour.
3. Job-oriented process, vocational in nature.
4. Short-term activity designed essentially for operatives.

7.1.2 Difference between Training and Development

Training often has been referred to as teaching specific skills and behaviour. It is usually reserved
for people who have to be brought up to performing level in some specific skills. The skills are
almost always behavioural as distinct from conceptual or intellectual.
Development: It refers broadly to the nature and direction of change induced in employees,
particularly managerial personnel, through the process of training and education.
Development is considered to be more general than training and it is aimed towards management
people. Usually the intent of development is to provide knowledge and understanding that will
enable people to carry out non-technical organisational functions more effectively, such as
problem-solving, decision-making and relating to people.

Training is a short-term process utilizing a systematic and organized procedure by which
non-managerial personnel learn technical knowledge and skills for a definite purpose.

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