Introduction to Training and Development

Before we get into the details of training and development, we need to understand competency models because training is based on the competencies we want employees to have. Before we get into the details of training and development, we need to understand competency models because training is based on the competencies we want employees to have. We can utilize competency models to identify what types of training a new employee or an employee changing jobs will need. We go through a process of identifying and providing the training, evaluating how well the employee has learned, and then assessing the training process itself using one of several options.

Training is the process of teaching employees the skills necessary to perform a job. We train employees to provide them with the KSAs that they will need to succeed in their work for the organization. Training is primarily intended to be put to immediate use by the individual being trained. Somewhat in contrast to the training we do so that employees can do a new job or do an existing job better is the process of employee development. Both colleges and corporations have been criticized for not doing a good job of developing business leaders. This is one of the reasons why this book focuses on developing HR skills, not just knowledge.

Employee development is ongoing education to improve knowledge and skills for present and future jobs. So, employee development is designed to teach our workers how to move up in the organization in the future by becoming skilled at those tasks that they will need to know to move into higher-level jobs. Development tends to be less technical, and it is aimed at improving human, communication, conceptual, and decision-making skills in employees. To remain competitive in today’s dynamic environment, organizations must have employees who maintain up-to-date knowledge and skills; and development plays an important role in this effort.