What is Training and Development?

With its main focus on training and developing employees, the training and development area works in conjunction with the company's strategic objectives.

Disseminating and rooting the culture of an organization, training and developing specific skills to increase the performance of its employees and, consequently, provide greater learning opportunities are the main functions of the area.

What does it mean to have a Training and Development department in your company?

The effectiveness of organizations, people and teams is directly linked to the area of Training and Development.

It is also an area intrinsically linked to people management, talent management, human resources development, instructional design, human factors and knowledge management.

Talking about Training and Development is also talking about its relationship with changes within companies, as they develop specific training that is connected to organizational strategies.

Do you want to know everything about this important area? But really everything?

So stick around, because this will be the most complete article on Training and Development you've ever read.

You'll get to know them:

• What is the difference between training and development?
• Stages of Training and Development;
• Why have a Training and Development department in your company?; and
• Why train employees?

What is the difference between training and development?

Although we always refer to them together, and therefore imagine that they are one and the same, training and development have different meanings.

What is training?

Training is a learning process in which employees have the opportunity to develop skills, competencies and knowledge as required by their area of work in the short term.

When an employee is new to the company, they receive initial training, also called integration training , which is related to their area of work so that their performance is satisfactory and so that they can contribute more to the growth of the organization.

Induction training is also used to convey rules, policies and procedures in order to direct behavior and attitudes according to the company's needs.

The benefits include:

• Increased productivity, both quantitatively and qualitatively;
• Skills development;
• Better performance;
• It makes the working environment more cooperative;
• Improves the organizational climate;
• Reduced employee turnover;

What is development?

Development is broader and focuses on employee growth and future performance.

It is an educational process that is concerned with the overall growth of each employee and is career-oriented in the long term rather than in the present.

Development is not just limited to a specific task, but aims to improve their personality and attitude, which will help them face later challenges.

This changes the mindset of employees and makes them more challenging or competitive.

Stages of Training and Development

There are several stages in training and development in order to be effective and generate the desired results in terms of improved knowledge, skills and attitudes.

These stages act as a cycle, as the training and development strategy applied must be constantly monitored.

If you've ever thought about developing a training program in your organization, consider the following five basic training steps. You'll find that all five steps are mutually necessary for any training program to be effective and efficient.

1. Determine the need for training and development for individuals or teams

• An assessment is made of training needs at the organizational, individual or employee level and at the departmental/functional level;
• Once the target group has been identified, analyze the gap that needs to be filled through training;
• Develop specific training objectives and goals to bring about measurable improvements in their performance levels and enhancement of work-related knowledge.

2. Developing objectives

After identifying the needs, it's time to establish the main training and development objectives.

Some of these include increasing efficiency in processes, increasing employee motivation and involvement, reducing turnover, managing risks and developing new skills.

3. Select training methods

Only once you have established your needs and objectives will you be able to determine which methodology will be applied to your training:

Face-to-face: more traditional method, using a classroom and instructors;

Interactive: with discussion groups, analysis of cases, and can be face-to-face or online;

Practical training: encourages active participation by students;

E-Learning (EAD): Training is carried out through online courses using an ead platform.

4. Conduct and implement employee programs

This is the phase in which the training method will be applied.

This is the moment when the training actually takes place, which is designed according to need, objectives and methods.

5. Evaluate output and performance after training and development sessions.

Time to evaluate the application of the training and check the results obtained.

Time to identify whether your training was well structured/developed, whether the method was appropriate, the effectiveness of the training and measure whether the return on investment (ROI) was satisfactory.

It is important to follow the steps mentioned above, because the process of training and development must be a constant evaluation of the company as a whole.

This cycle needs to be monitored so that needs can be identified immediately and worked on.

Why have a Training and Development department in your company?

Training is crucial to organizational development and success.

Here are some important benefits of training and development:

Higher productivity and better results

Training and development are directly linked to increasing employee efficiency and productivity.

Employees keep up to date with new technologies and improve their knowledge.

Well-trained employees show performance in quantity and quality.

There is less waste of time and resources when there is adequate training.

Less intervention by the leader

Employees start to handle tasks more independently, meaning that when an employee is well trained, they will be more familiar with the job and will therefore need less supervision.

Reduction of errors and accidents

Most errors occur due to a lack of knowledge and skills needed to carry out a specific job.

Ongoing training and development ensures that employees get the right skills at the right time.

The better trained you are, the less likely you are to make mistakes at work, and safety management will thank you for it.

Developing new talent

Training develops people and enables them to take on leadership roles.

It is also a way of identifying new leaders through training performance reports.

Training carried out on distance learning platforms provides this type of information through student monitoring reports.

Job satisfaction

Employees feel more satisfied when they receive training and thus develop their professional skills.

There is a sense of belonging to the company they work for, as well as reducing turnover and absenteeism, since employee turnover costs time and money.

Addressing employee inefficiencies

Inefficiencies can be better addressed or even eliminated through specific training, strengthening skills and eliminating internal barriers.

A well-organized development program helps employees acquire skills and knowledge by bringing everyone up to a uniform, advanced level.

Greater consistency

A well-organized training and development program provides employees with constant knowledge and experience.

Access to regular training ensures that all employees have consistent experience and knowledge of tasks and procedures, something that is particularly important when it comes to basic company policies and procedures.

Greater team interaction

Training and development influence teamwork, team spirit and collaboration between teams.

Resource optimization

They develop the technical and behavioral skills of the human resources in an organization, resulting in more optimal use of resources, as well as helping employees to achieve personal growth.

In addition to the above-mentioned benefits, training and development leads to improved profitability and more positive attitudes towards profit orientation, but also helps with organizational development, i.e. the organization achieves more effective decision-making and problem-solving.

Training and development helps to understand and execute organizational policies, developing leadership skills, motivation, loyalty, better attitudes and other aspects that successful employees and managers often display. Training and development demonstrates a commitment to keeping employees at the forefront of knowledge and practice.

Why train employees?

Good training and development programs help retain the right people and increase profits.

As the battle for the best talent becomes more competitive, employee training and development programs are more important than ever.

Hiring the best talent takes time and money, and the way you engage and develop them from the moment they join affects business retention and growth.

And it's not just about retention. Employee training and development programs directly affect your bottom line.

The benefits and value of training and development act as a multiplier effect.

Development is about building an employee's personality and attitude to face future challenges. Both are therefore vital for a new or existing employee.

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