Training & Development play an essential role in many businesses. It has been described as not just about a person’s progress but about helping the business to develop and excel. By taking a strategic approach to training and development, companies can increase revenue, build competitive advantage and gain market share.

What are the kinds of training and development?

The three types of training and development are:
1. Job Rotation – Involves moving employees around within the organization to give them different job experiences and encourage them to learn new skills.
2. Career Ladders – Increasing employees’ responsibilities as they gain experience and aptitude to handle those responsibilities.
3. Job Enlargement – Encourages employees to take on more responsibility by increasing the scope of their work or giving them additional functions for which they are responsible.

Can you give me some examples of training and development?

Some examples of training and development are as follows:-
a. A tax accountant will need to receive yearly professional training on new tax codes.
b. A lawyer will need to be trained on using the computer system for the law firm.
c. Personal fitness trainers will undergo yearly certifications to stay updated on new fitness and nutrition information.
d. A consultant needs technical training on how to use the system to input the total number of hours demanded by a client.
e. In a restaurant, the server needs to be trained on using the cash register system or point of sale (POS) system.

What is the most searching aspect of leadership training and development?

One of the most searching aspects of leadership training and development is ensuring strategic alignment between training programs and business goals. It’s main not just to look at business goals but also why the organization has those goals. If you worked hard to understand how it will measure them, they would align with what you’re doing. Whether you’re developing a leadership program or a training program in IT or any other area, it is true. Essentially, you need to ensure that what you are training for is relevant to your organization’s needs.

What are the reasons companies spend money on training and development?

Companies spend money on training and development for a variety of reasons. Training creates deep retention within companies, as it helps employees become more familiar with company culture and dedicates time to understanding their work environment. Training decreases costs by preparing the existing employee for a promotion or recruiting a new employee. In any case, practical training gets the job done while remaining cost-efficient.

What is the difference between training and development versus learning and development?

Training & development is job-oriented training to develop the skills required to perform effectively. Learning & development is a broader viewpoint in which an employee gets the mastery of a craft or mix of skills (which can be applied to other areas as well), which enables them to bring varied competencies to the workplace and helps in carrying forward development for personal growth.

How does employee training and development work with talent management strategies?

Talent management helps companies take a strategic approach to manage the employees who work for them. Training and development are vital in assisting employees in developing essential skills both within the organization and for their careers. When employees are learning, they are growing too, so training and development can help keep employees interested in what they do instead of just doing the same thing repeatedly. Practical employee training should increase productivity and job satisfaction, followed by increased retention rates.

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