Training and Development

Training and Development is one of the main functions of the human resource management
department. Training refers to a systematic setup where employees are instructed and taught matters
of technical knowledge related to their jobs. It focuses on teaching employees how to use particular
machines or how to do specific tasks to increase efficiency.

Development refers to the overall holistic and educational growth and maturity of people in managerial
positions. The process of development is in relation to insights, attitudes, adaptability, leadership and
human relations.

Employee training and development is a strategic investment that organizations make to enhance the
skills, knowledge, and capabilities of their workforce. It plays a crucial role in achieving both individual
and organizational success.Training and development are critical functions in an organization aimed at
enhancing employee performance, productivity, and skillsets. Their primary functions include;

1.Skill Enhancement

Equips employees with the technical, professional, and interpersonal skills required for their
roles.Bridges skill gaps to meet organizational demands.Training programs equip employees with new
skills and knowledge that are essential to perform their current roles effectively. They can learn
industry-specific techniques, technology usage, and best practices that improve job performance.

2.Adaptation to Change

In a rapidly changing business environment, training helps employees adapt to new technologies,
processes, and market dynamics. It ensures that the workforce remains up-to-date and capable of
meeting evolving challenges.

3.Increased Productivity

Well-trained employees are more efficient in their tasks, leading to increased productivity. They can
complete tasks accurately and quickly, resulting in higher output and improved operational efficiency.

4.Employee Satisfaction and Retention

Investing in employees' professional growth shows that the organization value them.This can boost
employees' morale, job satisfaction, and overall engagement. Satisfied employees are more likely to stay
with the company, reducing turnover and recruitment costs.

5.Enhanced Performance

Training and development programs not only address skill gaps but also enhance performance in areas
such as leadership, communication, and problem-solving. Improved performance contributes to
achieving individual and organizational goals.

6.Innovation and Creativity

Continuous learning encourages employees to think creatively, innovate, and contribute fresh ideas. A
well-trained workforce is better equipped to find innovative solutions to challenges and drive the
organization forward.

7.Succession Planning

Training and development play a pivotal role in identifying and nurturing future leaders within the
organization. Developing a pipeline of skilled and competent leaders ensures a smooth transition during
times of change or promotion.

8.Employee Engagement

Organizations that invest in employee growth signal their commitment to their employees' career
advancement. This fosters a sense of loyalty and commitment, leading to higher engagement levels.

9.Reduced Errors and Risk

Training programs can help prevent errors and mitigate risks. Properly trained employees are less likely
to make mistakes that could result in financial loss, legal issues, or safety hazards.

10. Competitive Advantage

A highly skilled and well-trained workforce gives organizations a competitive edge. It enables them to
deliver high-quality products and services, meet customer demands, and outperform competitors.

11. Employee Empowerment

Training and development empower employees by providing them with the tools and knowledge to take
ownership of their roles. Empowered employees are more confident and contribute more meaningfully
to their teams.

12. Organizational Growth

As employees improve their skills and contribute more effectively, the organization experiences overall
growth. Increased efficiency,innovation, and customer satisfaction can lead to expansion and improved
market positioning.

In conclusion, employee training and development are essential components of a successful

organization. By investing in their employees' growth and skills, organizations foster a culture of
continuous learning, innovation, and excellence, leading to higher employee satisfaction.Also by
integrating these functions effectively, organizations can ensure their workforce remains competent,
motivated, and aligned with long-term goals.

MEANING OF CAREER
A career is a sequence of positions/jobs held by a person during the course of his working life. According
to Edwin B. Flippo “a career is asequence of separate but related work activities that provide continuity,
order and meaning to a person’s life”. Career of an employee represents various jobs performed by
him/her during the course of his working life. This is described as career path. In the case of an ordinary
worker, the career path includes the following job positions:

Unskilled worker > Semi-skilled worker > Skilled worker > Highly skilledworker > Assistant foreman >
Foreman.

Employees (of all categories) want to grow in their careers as this provides more salary, higher status
and opportunity to use knowledge, education and skills effectively. An individual with potentials joins a
firm not for job but for career development. An organization has to provide better opportunities to its
employees in their career development and also use their efficient services for the benefit of the
organization.

MEANING OF CAREER PLANNING

Career planning is a process of enabling employees to select career goals and paths to those goals. It is a
process of identifying future job positions that serve as sequential benchmarks in an employee's
career.Career planning includes;

>Internal mobility

>External mobility

Internal career mobility involves employees moving within an organization, while external career
mobility involves employees moving to a different organization, sector or location.

FUNCTIONS/OBJECTIVES OF CAREER PLANNING

1.To map out careers of employees as per their ability and willingness and to train and develop them for
higher positions.

2.To attract and retain the right type of persons in the organization.

3.To utilize available managerial talent within the organization fully.

4.To achieve higher productivity and organizational development.

5.To provide guidance and assistance to employees to develop their potentials to the highest level.

6.To improve employee morale and motivation by providing training and opportunities for promotion.

CAREER DEVELOPMENT
Career development consists of the personal actions one undertakes to achieve a career plan. The terms
‘career development’ and ‘employee development’ need to be differentiated at this stage. Career
development looks at the long-term career effectiveness of employees where as employee development
focuses of effectiveness of an employee in the immediate future.The actions for career development
may be initiated by the individual himself or by the organization.

> INDIVIDUAL CAREER DEVELOPMENT

>ORGANISATIONAL CAREER DEVELOPMENT

CAREER DEVELOPMENT FUNCTIONS:

a) JOB PERFORMANCE

Employee must prove that his performance on the job is to the level of standards established, if he
wants career progress.

b) EXPOSURE

Employee’s desire for career progress should expose their skills,knowledge, qualifications,
achievements, performance etc., to those who take the decision about career progress.

c) RESIGNATIONS

Employees may resign the present job in the organization, if they find that career opportunities else
where are better than those of the present organization.

d) CHANGE THE JOB

Employees who put organizational loyalty above career loyalty may change the job in the same
organization are better than those in the present job.

e) CAREER GUIDANCE

And counselling provides information, advice and encouragements to switch over to other career or
organization, where career opportunitiesare better.

CONCLUSION

Career planning is one important aspect of human resource planning and development. Every individual
who joins an organization desires to make agood career for himself/herself within the organization.
He/she joins the organization with a desire to have a bright career in terms of status, compensation
payment and future promotions. From the point of view of an organization, career planning and
development have become crucial in management process. An organization has to provide
facilities/opportunities for the career development of individual employees.
If the organizations want to get the best out of their employees, they must plan regularly the career
development programmes in their organizations. Inbrief, career planning refers to the formal
programmes that organization simplement to increase the effectiveness and efficiency of the human
resources available. Career planning and development is the responsibility of the HR department of the
organization. As already noted, every person joining an organization has a desire to make career as per
his potentiality, ability,skills and so on.