What is Training and Development in HRM? Definition, Process, Importance

More than half the workforce has mentioned that they require extra training to perform better in their current roles.

With AI (Artificial Intelligence) and other technologies advancing rapidly, the importance of training and development has been growing at lightning-fast speeds. Deloitte predicts that 54% of all employees may require upskilling or reskilling in the next three years. 

Training and development play an important role in positioning a company’s success. The wake of the advancement of technology has resulted in tight competition and a rise in customers’ expectations of quality and service at lower costs. It is also becoming more important globally to prepare workers for new jobs.

Training and development in HRM (Human Resource Management) is one of the most essential functions in an organization and is a significant player in deciding a company’s success. Training and development culture plays a key part in making a company a wonderful place to work, according to a new study. The report released by the Society for Human Resource Management (SHRM) explores the L&D horizons as organizations are grappling with skill shortage.

The need for training and development in India has risen over time due to the changing workplace dynamics and the accelerated advancement in technology. Businesses are having to constantly evolve to stay ahead in the competition. To achieve this, having your employees put forth their best capabilities is essential, for which constant upgradation of skills is vital, which is why businesses must invest in employee training and development programs for better outcomes for their organization.

What is Employee Training and Development?

Employee Training and development is an ongoing process where companies help or train their employees to acquire the knowledge and skills needed to perform better at their job roles, as well as reach their full potential and give their best performance. Training employees is teaching them how to perform a specific task or procedure. It is focused on short-term gains—enabling employees to become better at their current jobs. 

Training and development in HRM (HR’s side) key findings include-

• 67% of HR (Human Resources) managers have increased the budget for Learning and Development programs.
• 46% have specific training processes in place for new graduates joining the workforce.
• 42% are offering training to support the re-entry of retired employees.
• With a higher budget approval, 72% of HR managers would readily invest in mental health and well-being.
• 77% of HR managers are looking to focus on life skills.

From an employee’s point of view, studies found that

• 75% of employees are satisfied with the training and development in their offices.
• 76% are likely to stay with a company that provides training.
• 55% say they require additional training to do better in their roles.

What are the 6 Training and Development Processes?

The right training and development programs can improve employee performance, increase productivity, and help organizations remain at the top of the table. The HRM team in an organization plays a vital role in developing programs that benefit employees.

The main processes involved in training and development are as follows-

1. Needs Assessment:

The needs assessment involves certain steps:

Identification of knowledge, skills, and competencies required for job roles and organizational goals. Conduct a thorough analysis of performance gaps and areas for improvement. Collection of data through interviews, surveys, performance evaluations, and other assessment methods is a crucial step. It is also essential to determine the training needs of teams or the entire organization.

2. Design and development

This process involves designing and developing learning goals by choosing appropriate training methods, creating the right learning materials, formulating proper training and development strategies, developing training schedules and modules that align with the objectives and desired outcomes based on the identified needs.

3. Delivery

This involves the implementation of training programs through various training modes like online, offline, on-the-job training, etc. Schedule and coordinate training sessions, considering factors such as employee availability and operational requirements. Prepare the training environment- including appropriate facilities, equipment, and technology- and assign trainers or facilitators who have expertise in the subject matter and effective instructional skills. Provide opportunities for practice, feedback, and reinforcement of learning.

4. Evaluation

During the evaluation there takes place an assessment of the effectiveness and impact of the training program by using various evaluation methods, such as tests, quizzes, observations, simulations, and surveys. The right evaluation reveals areas of skill improvement, behaviour changes, and performance outcomes. This helps companies identify their areas of weakness and take necessary measures to make future improvements.

5. Implementation

The implementation of the Training and Development program involves rolling out the training program to the target audience by communicating the purpose, objectives, and benefits of the training to the prospective employees, followed by the appropriate documentation of training records and completion certificates.

6. Post-Training Support and Follow-Up

On completion of the training, the training and development team will reinforce learning through post-training activities and support mechanisms.

They extensively guide you by offering job aids, reference materials, or online resources to assist with on-the-job applications. The follow-up and post-training support fosters a learning culture that encourages continuous development and growth.

 

What is the Importance of Training and Development?

1. Skill Enhancement

Training programs provide individuals with opportunities to acquire and develop new knowledge, job-relevant skills, technical expertise, soft skills like communication, problem-solving skills, and leadership abilities. This enables employees to perform better in their roles, contributing to the organization’s success.

2. Increased Productivity and Efficiency

Well-trained employees are more proficient in their roles, as they understand their responsibilities better, optimize their work processes accordingly, leading to increased productivity and efficiency.

3. Adaptation to Technological Advancements

In today’s rapidly evolving business landscape, technological advancements are reshaping industries. By providing training and development programs, employees can stay updated with the latest technologies, tools, and software relevant to their role, enabling the organization to embrace innovation, leverage technology effectively, and remain competitive in the market.

4. Employee Engagement and Retention

Training and development programs instill a sense of fulfilment and security in an employee, demonstrating the commitment of the company towards their growth and career advancement. It fosters a sense of engagement, loyalty, and job satisfaction among employees, leading to reduced turnover, higher retention rates, and associated recruitment costs.

5. Succession Planning and Leadership Development

Training and development programs identify and nurture high-potential employees for future leadership positions. Organizations can ensure a pipeline of capable leaders who can drive the company’s growth, make strategic decisions, and boost productivity. It also ensures continuity, stability, and efficiency, which is vital for an organization’s stable growth.

6. Improved Employee Morale and Motivation

Training and development initiatives boost employee morale by showing that the organization values and invests in its employees. When individuals receive growth opportunities, they feel more motivated, engaged, and satisfied with their work.

7. Improved Customer Satisfaction

Well-trained employees are more capable of understanding customer needs and providing exceptional service. Training programs enhance employees’ customer service skills, communication abilities, and problem-solving techniques. Satisfied customers lead to increased customer loyalty, positive word-of-mouth, and improved business reputation.

What are the Training and Development Methods?

There are 6 training and development methods:

1. On-the-job training

Trainees are placed on a regular job and are taught the necessary skills on the go under the guidance of a supervisor or instructor. The three techniques for the on-the-job training are-

• Coaching- A person-to-person interaction.
• Mentoring- Junior employees learn under the guidance of seniors.

2. Committee assignments

The trainee acts as a part of a committee, observes activities, and investigates organizational problems.

3. Vestibule training

In a vestibule setup, with the actual job simulations, expert trainers are employed to use the necessary equipment and machines used in the workplace.

4. Apprenticeship training

Theoretical and practical training is given to trainees under government-established institutes, and they are also paid a stipend during the period. Some of the most significant Apprenticeship programs that Alp facilitates are NAPS (National Apprentice Promotion Scheme), NATS (National Apprenticeship Training Scheme), DDUGKY (Deen Dayal Upadhyaya Grameen Kaushalya Yojana), HTP (Hire Train Place), HTD (Hire Train Deploy), etc.

5. Classroom training

Training is provided in company classrooms and educational institutions. Group discussions, case studies, and audio, video visual aids are all part of the training mode.

6. Internship training

It is a joint effort of an educational institution and business firms to provide training to candidates, making sure there is the right mix of theory and practical knowledge, making them job-ready.

What are the Objectives of Training and Development?

The purpose of training and development is-

• Employee well-being, promotion of growth, and career advancement.
• It can lead to the production of future leaders.
• Results in low attrition rates.
• Employee satisfaction leads to better employee performance and greater organizational productivity.

What are the Benefits of Training and Development?

The impact of training and development is as follows-

• Higher employee satisfaction and morale.
• Reduced employee turnover.
• Hard-working employees.
• Improved efficiency, resulting in financial benefit.
• Increased innovation and creativity.
• Improved engagement.
• Better problem-solving skills.
• Improved retention and loyalty.

What are the Types of Training and Development?

Essentially, Employee training and development programs can be classified as:

1. Orientation training
2. Leadership training
3. Technical training
4. Compliance training
5. Onboarding training
6. Product training
7. Soft skills training
8. Sales training
9. Reskilling and Upskilling

 

What is the Difference Between Training and Development?

Basis	Training	Development
Meaning	A process in which employees are allowed to develop skills and knowledge that are job-relevant	An educational process that concerns the overall growth of the individual
Time Limit	Short term	Long term
Orientation	Job-oriented	Career-oriented
Suitability	For technically inclined staff	For managerial staff
Trainee Level	Non-managerial	Managerial
Skills	Technical skills only	Technical, soft, and conceptual skills
Objective	Improve job performance	Prepare employees for future career challenges

Latest Trends in Learning and Development to Focus on in 2026

1. VR and AR Training in Learning and Development

VR and AR have an enormous impact on professional development. They perfectly bridge the gap between theory and practice. With their interactive and immersive experiences, they create controlled environments that display real-life-like scenarios, enabling professionals to gain practical skills without the hassle of causing any risks.

According to Statista, by 2030, AR and VR will create close to 2.32 million jobs in the US. Be it education, offering performance support, innovative onboarding, or upskilling solutions, in today’s time, AR and VR have become indispensable.

The adoption of AR and VR across various industries is facilitating more practical learning methods. XR’s role in professional development is going to grow increasingly as we move forward, marking its transition from an innovative idea to a sought-after training tool in the learning and development landscape in 2024.

2. Gamification in Learning and Development Programs

Gamification has gained a lot of traction over the years and has shown some truly promising prospects. Educators and trainers have the chance to engage kids more by integrating game elements like challenges, rewards, and competition. This could give students a chance to progress and learn at their own pace with personalized learning experiences.

Let us look at some of the examples where gamification proved to be a terrific addition to the learning and development landscape-

• A survey from the School of Electrical and Computer Engineering at the National Technical University of Athens, Greece, involving 365 students, revealed that challenge-based gamification could boost student performance by 89.45% compared to traditional lecture-based methods. Overall, student performance improved by 34.75%.
• Gamification, when integrated with an online OTT platform, revealed a 65% rise in user engagement and a 30% increase in online activity among some users.
• A Federation of American Scientists study found that students tend to retain only 20% of what they hear, but increased to 30 % with visual aids. Source

3. Adaptive Learning in Modern Education and Training

According to the numbers of the adaptive learning software market study, the market size is set to reach multimillion USD by 2029 with an unbelievable CAGR from 2022 to 2029.

A Rethink Your Learning Approach report by Deloitte revealed that modern learning is learner-centric and uses personalized and integrated approaches.

The adaptive learning platform, like LMS, uses artificial intelligence mechanisms for intelligent repetition, feedback, and content recommendation systems. Adaptive learning is a wonderful way to close the digital gap and ensure equal access to technology.

The applications of adaptive learning stretch far. It can be used by teachers for grading systems and analysis of massive amounts of data. This would allow them to identify their weaknesses and develop apt teaching systems for individual students.

4. Microlearning Strategies for Employee Training

Microlearning offers a novel approach to traditional learning methods by delivering content in short, easily understandable, perceivable elements to achieve a desirable learning experience. Learning large topics through traditional methods can get draining and difficult to grasp. Breaking them down into smaller modules eases the process as it enhances flexibility and personalization.

Some of the effective methods microlearning utilizes are quizzes, infographics, social media notifications, flashcards, audio, and video responses, etc.

Some of the main advantages of microlearning are-

• Enhances focus- It empowers students to choose and direct their way of learning as well as the content they want to learn.
• Short attention span? No problem- Having an attention span of 10 minutes is sufficient in microlearning, as they are broken into several modules. It serves well in this modern, fast-paced environment.
• Content diversity- Thanks to microlearning, unlike in earlier times, content is made available in various formats like games, quizzes, podcasts, etc.
• Accessibility- Their accessibility makes them popular and much sought after.
• Better understanding- Their content is broken up into smaller modules, which helps facilitate a better and more comprehensive understanding of concepts before progressing to the next.

5. Reskilling and Upskilling

As mentioned at the beginning of the article, reskilling and upskilling are two of the main focuses in the learning and development landscape of 2024, driven by the need to adapt to the changing labor market. With automation and digitalization at the forefront of technology, reskilling and upskilling of individuals is integral to ensure successful outcomes.

• Reskilling involves employees gaining new qualifications to switch roles within an organization.
• Upskilling equips employees with advanced skills and broader knowledge for their current roles, often through courses and training that expand their competencies.

Some of the important practices in upskilling and reskilling

• Collecting 360-degree feedback from colleagues, clients, or business partners to identify skill gaps, and incorporating other perspectives.
• Internal training sessions where employees share knowledge encourage continuous learning.
• E-learning and digital learning allow employees to gain practical knowledge efficiently without long lecture sessions or presentations.

Conclusion

The question, however, remains as to what the implications and the contribution of training and development are, rather than how much organizations are spending on it. In order to position yourself as a market leader, as an organization, you will need to emphasize the kind of programs you use to improve performance and productivity.

Alp Consulting is one such firm that facilitates clients in undertaking training and development programs such as NAPS (National Apprenticeship Promotion Scheme), NATS (National Apprentice Training Scheme), HTP (Hire Train Place), HTD (Hire Train Deploy), etc., for candidates, helping them acquire candidates who will prove to be an asset to their organizations boosting their productivity.

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