Training & Induction: The Distinction

In an industry / organization, training may be imparted to different levels of employees, viz. unskilled workers, semi-skilled workers, skilled workers and other employees including managerial staff.  Training needs for each category would differ and even the training technique employed for each level may differ.  However, for every organization, training for different types of managers and workers are both essential for the development of its human resources, achievement of the organization objectives and for the growth of the organization.

 

With the advancements in technology and the spread of business on a global scale, it has become important for organizations to concentrate on training their employees to meet global challenges.  Merely selecting employees does not ensure than an organization will be successful.  It has to train them to face the continuous challenges of a competitive business environment.  Training is defined by Michael Armstrong as "the systematic development of the knowledge, skills and attitudes required by an individual to perform adequate a given task or job."  According to Flippo, it is "the act of increasing knowledge and skill of an employee for doing a particular job."

 

Training enhances the skills and capabilities of individuals in an organization.  For training to be successful, the employees have to be convinced of its utility and effectiveness.  A successful training program improves the performance of an employee which in turn enhances organizational performance.  The major objectives of training are:

 

*         Improving Employee Performance

*         Updating Employee Skills

*         Avoiding Managerial Obsolescence

*         Preparing for Promotion and Managerial Succession

*         Retaining and Motivating Employees

*         Creating an Effective and Efficient Organization

 

The factors which mainly contribute to the importance of training for different types of managers and workers can be enumerated as under:-

 

*            Productivity

*            Employee Performance

*            Quality of work

*            Updating employee skills

*            Future resources

*            Environment

*            Managerial obsolescence

*            Retention

*            Promotion and succession

*            Efficiency

 

 

 

The term training has been traditionally used to describe the acquisition of technical knowledge and skills.  Management development, on the other hand, refers to the methods and activities designed to improve the skills of managers or prospective managers.  While training helps employees to improve their performance in current jobs, development grooms them to handle future responsibilities. 

 

Likewise, training is also distinct from education.  Education like management development, dwells on the future and is directed towards the future; training is concerned primarily with the past and present of an individual.  The scope of education is vast and can cover many diverse areas; however the scope of training is limited and it has a more focused approach.   Education has a long term perspective whereas training has a short-term perspective.  The effect of education, especially that of mandatory education, is hardly assessable – however training being specific can be monitored and assessed.