Training and development is said to be beneficial for both firms and employees. Why then are some organisations and individuals reluctant to invest in training?
This essay attempts to understand the benefits of training for firms and employees and why some organisations and individuals are unwilling to invest in training. Training and development will be defined and four types of training will be identified. Also, advantages of training for firms and employees will be discussed, plus what may cause the reluctance of both individuals and organisations to training.
There are multiple definitions for training and development depicted in several literatures, which define both factors as singular entities which operate independently. There is therefore a distinction made between training and development which is outlined in further detail below.
Grugulis (2007:8) suggests, the time in which training and development can take place is multifarious; it may also involve the introduction of a worker to an organisation, it’s health and safety practices; a break for workers in an organisation that are excluded from the more flexible or perhaps dull tasks.
Training is often considered as an increase in the effectiveness of employees in their position at a specific period in time while development occurs to improve the skills of employees over a long period of time; it is an ongoing practice that is enhanced by one-off events like training which is compatible with the organisation’s future strategy (McDowall & Saunders, 2010).
According to the Chartered Institute of Personal Development (CIPD, 2010) training is defined as ‘an instructor-led and content-based intervention, leading to desired changes in behaviour’ and development is ‘a longer process of learning, acquiring skills or knowledge by different means such as training, coaching, formal and informal interventions, education or planned experience’.
Despite being many types of training methods, only four approaches to training are defined in this essay. Firstly on-the-job training as proposed by CIPD (2008) is the process whereby individuals attain skills and knowledge within the workplace, whilst also putting those acquired qualities into practice, therefore increasing employee expertise and credentials. The second form is through formal training; OECD (2010) defined formal training as taking place in a formal setting. It is specific, structured and has a clear training outline. The third form is known as online training otherwise known as e-learning is carried out via the internet mainly to train employees and it is often used by firms due to its flexibility (CIPD, 2010b). Finally, off-the-job training occurs outside the work environment (CIPD, 2010b). In the last few years, on-the-job training has been the most popular and effective form of training for employees (CIPD, 2010a:9).
Training has many benefits for both employees and employers in an organisation and for employers; it is an...