Training and development

Training provides work related education which helps employees to acquire the knowledge and skills needed to carry out their jobs. Development helps workers develop and broaden their capabilities to assist their career progress.

Importance of T&D A well trained workforce leads to: Greater productivity Good quality products and services More motivated staff Lower labour turnover and absenteeism Greater ability to deal with change More flexibility

Training needs analysis (TNA) Training needs analysis is the assessment of the training requirements of individual employees or groups of workers that are needed to allow an organisation to perform effectively.

Induction training This is given to new recruits to prepare them for their roles. It helps workers to settle in and usually includes: Health and safety training A tour of the workplace and opportunity to meet fellow workers Information about the values and expectations of the organisation Discussion about employment issues Role specific training

On-the-job training This is carried out in the workplace and is related to an employee’s specific job role. The three main methods of on-the-job training are: Observation Coaching Mentoring

On-the-job training AdvantagesDisadvantages  Often cheaper than off-the-job training  Good transfer of learning  Workers may feel more comfortable training in familiar surroundings with people they know  Employees are still productive while training  Employers may have more control over the training  Training is usually not provided by professional trainers but by co- workers who:  may be unskilled at providing training  may not be given enough time to carry out training effectively  may pass on bad habits

Off-the-job training Off-the-job training is carried out away from the workplace. Types of off-the-job training include: Day release courses at college Evening classes Events at specialist training firms

Off-the-job training AdvantagesDisadvantages  Professional trainers and specialist training facilities are used  No distractions from the workplace  Provides an opportunity for networking  Can be very expensive in terms of fees, transport, materials, accommodation and time out of work  Transfer of learning back to the workplace may not be high  Training may lack relevance to the trainee’s job

Benefits of T&D Increased revenues as productivity, quality, service and reputation improve Lower costs as the workforce is more efficient and there is less wastage Reduced labour turnover and absenteeism The workforce becomes more flexible and better able to deal with change Workers feel more valued and motivated Workers have better job prospects and job security

Costs of T&D Financial costs for training providers, expenses, administration and time out of work Disruption to production when training takes place The possibility that other firms will ‘poach’ staff when they are well trained