To improve the effectiveness of every organisatoin they need to have well trained and experienced people to perform the activities that have to be done. If the current or potential job \occupant can meet this requirement, training is not important. But when this is not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees. Inadequate job performance or a decline in productivity or changes resulting out of job redesigning or a technological break-through require some type of training and development efforts. As the jobs become more complex, the importance or employee development also increases. It an rapidly changing society, employee training and development is not only an activity that is desirable but also an activity that an organisatoin must commit resources to if it si to maintain a viable and knowledgeable work force.
‘Training’, ‘education’ and development’ are three terms frequently used. On the face of it, there might not appear any difference between them, but when a deep thought is given, there appears some differences between them. In all ‘training there is some ‘education’ and in all ‘education’ there is some ‘training’. And the two processes cannot be separated from ‘development’. Precise definitions are not possible and can be misleading; but different persons have used these activities in different wages.
MEANING FOR TRAINING AND DEVELOPMENT
Training is a process of learning a sequence of programmed behaviour. It is application of knowledge. It give people an awareness of the rules and procedures to guide their behaviour. It attempts to improve their performance on the current job or prepare them for an intended job.
Development is a related process it covers not only those activities which improve job performance but also those which bring about growth of the personality; help individuals in the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women.
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DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
“Training is short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. Development is a long-term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose.”
“Training” refers only to instruction in technical and mechanical operations, while “development” refers to philosophical and theoretical educational concepts. Training is designed for non-managers, while development involves managerial personnel. In the words of
a) “What” is learned;
b) “Who” is learning;
c) “Why” such learning takes place; and
d) “When” learning occurs.
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