Training & Development

Integration of learning with talent management is another important tool in today’s corporate learning and development. Integrated talent management encompasses processes for performance management, compensation reviews, succession management, leadership training and development, and recruiting.
Talent management is a broad-based approach and the practice of viewing all employees as talent is increasingly being recognized. Regular training and development processes keep talent intact for the organization to grow.

Process of Training and Development

The process can be summarized as follows −
  • Identify Training and Development Needs − An organization needs to determine training and development requirements for the employees to achieve a desired target. Also, there is a need to specify the nature of training to be provided to each category of employees within an organization.
  • Established Objectives − Organization should have a specific objective for training and development. Clear summarized objective must be formulated.
  • Select Training and Development Method − Training and development methods should be selected as per the job requirements. It could be on-job training or off-the-job training.
  • Implement Training and Development Program − Human resources training and development programs should be implemented by qualified and successful trainers. Trainers must be made aware of the organizational objectives.
  • Evaluate Training and Development Program − There should be thorough evaluation of ongoing training and development programs, which helps in delineating improved measures.
Training and development is an ongoing process in an organization to achieve organizational goals to improve the skill and knowledge of employees. There are two methods of training and development.

On-the-Job Training

On-the-job training is provided to employees while working. It is provided to both new and experienced employees through learning at the personal level or by observing subordinates or managers perform the job and trying to learn from them. In other words, on-the-job training is teaching the skills and competencies essential to perform a job within the workplace or work environment.

Benefits of On-the-Job Training

  • It is a flexible method as it allows employees to learn job requirements while working.
  • It is inexpensive as there are no expenses incurred in training on the job. It uses the existing equipment, machinery and other elements required for learning the job.
  • It can be structured using hands-on application supported by classroom type instruction.
  • The trainee is highly motivated and encouraged to learn.
  • It provides a practical approach to learn the job.
  • Employees have to take active participation in the job.
  • There is no work disruption because trainees are productive during learning.
  • It is carried out by experienced employees.

On-the-Job Training Methods

Following are some of the methods used for on-the-job training.
  • Job Rotation − The trainees move from one job to another to acquire knowledge and experience from different assignments. It enables them to understand various problems faced while working.
  • Coaching − It allows trainees to work under the direct supervision of a supervisor who provides feedback to the trainee.
  • Group Assignment − Under this method, a group of trainees are given work assignment to work by discussing and interacting. This inculcates and improves team spirit.

Off-the-Job Training

Off-the-job training provides limited knowledge and experience to the employees as the training is concerned only about learning the job requirements. The overall development of employees is carried out only through off-the-job training. The type of training that is undertaken at a site away from the actual workplace for a particular period is called offthe-training. It aims at providing a stress-free environment to the employees so as to enable them to concentrate only on learning.
The trainees feel free to express their views and opinions during the training session. It enables them to explore innovative ideas.

Off-the-Job Training Methods

Following are some of the methods used for on-the-job training.
  • Lectures
  • Role Plays
  • Audiovisuals
  • Case Studies
  • Simulation
  • Seminars and Conferences
Following are key differences between on-the-job and off-the-job training −
Training at workplaceTraining outside the workplace
Practical in natureTheoretical in nature
Direct acquaintance with job requirementIndirect approach to learn the job
Less time consumingMore time consuming
Learning by doingLearning by acquiring knowledge
No work disruptionNo actual work during the training
Carried out by experienced employeesCarried out by experts who have less practical knowledge
Useful for product industriesUseful for service industries


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