3a. Effective Training & Development

What is the difference between training and development in a business?

Training: The teaching of new skills to employees

Development: The improvement of existing skills to enhance performance

• Businesses need to make sure that new and existing staff are trained and developed appropriately

Why is a well-trained workforce important?

• They are likely to be more productive

• Staff may feel well valued if a business invests in training and development

• Staff are more likely to be flexible and resilient in the face of change

What factors determine the type of training (formal or informal) employees undertake in a business?

• The finance and timescale available.

• The specific needs of the business and the employee.

What is formal training, and its benefits and drawbacks?

Training that is structured and has specific objectives. Examples include certificated courses and apprenticeships (a paid job which offers hands-on work experience alongside training for a qualification). It’s likely to be delivered outside of the business by experts

✅Experts are likely to deliver high-quality training

✅Employees can focus on learning if they’re away from the workplace

❌It’s likely to be expensive

❌A member of staff is taken away from the workplace

What is informal training, and its benefits and drawbacks?

Training that is less structured and takes place as and when required. Examples include observing or shadowing other employees. It’s usually delivered during working hours within the business by colleagues

✅It’s focused on the specific skills needs of the business

✅It’s quick and inexpensive to implement

✅Trainees are able to ask questions and ask for demonstrations to be repeated

❌It relies on the expertise and communication skills of the trainer

❌Productivity of both the trainee and the trainer is likely to be lower during training

What is self learning?

It involves workers studying or practicing skills without the presence of a teacher or trainer. It can take place outside of normal working hours and if only, it can be undertaken anywhere.

• Workers can learn at their own pace

• Feedback is unlikely to be immediate and trainees can’t ask questions

Improvements in technology and the increasing availability of vocational courses has made this an attractive option for businesses

What is induction training?

The training an employee receives when they start a new job. It’s designed to help the new employee settle into the business

It can be delivered as soon as possible after new workers join a business, and can involve several elements such as:

• Tour of the premises

• Role-specific duties

• Meeting key colleagues

• IT & Finance policies

• Issuing equipment

• HR & Security procedures

• Company story (history of the business) & Culture (shared values & beliefs, and behaviours)

• Health and Safety policy

What is ongoing training?

Provided to workers throughout their career and is a key way to continuously improve productivity, as they understand how to fulfil their job roles effectively

• It ensures that workers stay up to date with working practices

• It allows skills to be improved

• It reminds employees of business priorities

What are target setting & performance reviews?

Training and development is usually linked to targets for employees to aim for and is a key part of the performance management process

• Targets may be negotiated between an employee and their supervisor who ensures that training targets support business objectives

• Progress towards targets and further training needs are discussed during performance review meetings which are usually held annually

• The successful completion of training can support a worker's application for promotion or increased pay