TRAINING AND DEVELOPMENT

Training and Development


Introduction

Training and development, according to Jacob and Ronal (2003), are the official and ongoing efforts of an organization to improve the self-fulfillment and productivity of its workforce. Organizations use a variety of techniques to offer educational programs to their workforce, and contemporary businesses have adopted a number of strategies to improve workers' attitudes, knowledge, and abilities by coordinating their practices in training and development. These initiatives will support staff members' short- and long-term personal growth (Amir & Amen, 2013).

Training and Development methodologies

Armstrong (2006) asserts that businesses use both on-the-job and off-the-job training strategies to equip staff with the knowledge, abilities, and competencies necessary to meet organizational goals. Two different kinds of training techniques are,

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Source: Masood, 2013

The following steps are included in effective training and development processes:

 


Implication of International Context 

The process of training and development helps people become more capable, knowledgeable, and aware of their surroundings. The components of Unilever's training and development are listed below:

  • Train staff to handle higher-level tasks.
  • Provide new and young employees with conventional training.
  • Increase effectiveness and strengthen baseline performance.
  • Achieve statutory requirements for safety and health.
  • Through pre-retirement training, induction training, etc., educate people (Unilever, 2020).

In formal courses, group training focuses on:

  • Sessions are led by lecturers for senior and specialized managers.
  • Participation in discussion groups during meetings and conferences
  • a senior staff member briefs
  • video and computer-based learning exercises
  • Case studies, examinations, exercises, games, tests, and inspections (Unilever, 2020)

In order to improve their knowledge, skills, and competencies to carry out their assigned roles and responsibilities, employees of Unilever, a leading multinational corporation, are given both on-the-job and off-the-job training opportunities.

Conclusion

The fundamental and important component of human resource management known as training and development has a big impact on employee job satisfaction and retention. On-the-job training and off-the-job training are two different categories of training and development techniques. Depending on the employee's job role and competencies, organizations offer a variety of training methods.

References

Amir, E & Amen, I 2013, ‘The Effect of Training on Employee Performance’, European Journal of Business and Management, vol.5, no.4, pp.137

Armstrong, M 2006, A Handbook of Human resource Management Practice, Tenth Edition, Kogan Page, Publishing, London, , p. 264

Jacob  & Ronal, L 2003, ‘Structured On-The-Job Training’, Berrett-Koehler Publishers

Masood, A 2013, ‘Impact of Motivation on Employee Performance with Effect of Training: Specific to Education Sector of Pakistan’, International Journal of Scientific and Research Publications, vol.3,no.9, pp.4-5

Nakabiri, 2011, ‘Motivation and employee performance’, A Case Study of Kampala City Council Central Division, pp.23

Unilever.com 2020, Developing & engaging our people, viewed 28 June 2020, <https://www.unilever.com/sustainable-living/our-strategy/embedding-sustainability/developing-and-engaging-our-people/


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