10.5 - Employee Training & Development
Different types of training
Training enables workers to build and refine their abilities, ensuring they perform effectively in their roles. It is essential at various stages of employment and can be organised by the business or pursued independently by staff.
Categories of training
- Induction training - Provided to new starters to familiarise them with their responsibilities and the workplace.
- Ongoing training - Delivered to existing employees to maintain and enhance their skills over time.
- Retraining - Focuses on teaching updated methods or how to operate new equipment and systems.
Many organisations structure training programmes for their workforce, while others promote self-directed learning. In self-directed approaches, employees identify and access resources like digital tutorials, mobile applications, or online modules that align with their professional goals.
Informal training methods
Informal training takes place directly within the work environment and is often flexible in its delivery.
Features of informal training
- On-the-job approach - Employees acquire skills by observing demonstrations of tasks and then applying them in practice.
- Lack of formal structure - There is no fixed timetable or predefined goals; guidance typically comes from colleagues.
Evaluation of informal training
- Advantages - It is economical as staff contribute to output while learning.
- Disadvantages - Inaccurate or inefficient techniques might be transmitted from one worker to another.
Formal training methods
Formal training follows a structured framework designed to achieve specific outcomes and is generally more systematic than informal methods.
Features of formal training
- Planned structure - Includes clear learning aims, a defined timeline, and organised sessions.
- Delivery options - Can be conducted internally within the organisation's facilities or externally at specialised venues.
Evaluation of formal training
- Advantages - Often delivers superior results due to instruction from certified experts.
- Disadvantages - Tends to be costlier compared to informal alternatives.
The role of performance reviews in employee development
Performance reviews are a key mechanism for assessing and supporting staff growth, helping to align individual efforts with organisational needs.
Process of performance reviews
- Agree on performance goals between the employee and manager.
- Supply necessary training or materials to help achieve these goals.
- Hold a review meeting to evaluate progress against the targets.
Employees who achieve or surpass expectations may receive incentives such as salary increases or advancement opportunities. For those falling short, managers identify suitable additional training or assistance to address gaps.
Benefits of training and development
Effective training and development initiatives yield multiple advantages for both employees and the organisation, enhancing overall performance and workplace satisfaction.
Benefits for employees and the business
- Improved productivity and skills - Staff become more proficient, enabling them to complete tasks more efficiently and potentially reducing costs per unit.
- Adaptation to changes - Keeps workers informed about industry developments and emerging technologies.
- Enhanced motivation - Demonstrates the organisation's commitment to staff success and career progression, making employees feel valued.
- Higher staff retention - Well-trained and motivated workers are more likely to remain with the business, working with greater effort and loyalty.