Training and development is a term that’s thrown around organisations by managers, employees and HR, especially around the annual performance review and appraisal time. But what are we actually referring to when we talk about forms of training and development?
At The HR Consultants we’re a big fan of taking action that will actually yield results – crazy I know! But in a subject area like training and development where terminology can all be a bit vague, it’s important to focus on areas that will bring a real return on investment for organisations and for their people, so in this blog we’ll be exploring the various types of training and development, so when it’s time to focus on developing either you or your team’s skills, you know exactly the route to take that will result in the skills needed.
Very simply, training and development refers to the process of enhancing employees’ skills, knowledge, abilities, and attitudes, to improve their performance and effectiveness within an organisation. It involves various activities aimed at improving an employee’s capabilities, productivity, and overall job satisfaction.
Here’s a breakdown of the difference between training and development, because actually they each focus on very different things:
Training:
Training programmes are designed to provide employees with specific skills and knowledge related to their job roles. It could include workshops, seminars, online courses, on-the-job training, and formal education. The objective is to enhance performance in current roles and prepare employees for future responsibilities.
Development:
Development focuses on broader skills and capabilities necessary for career growth and advancement within the organisation. It often involves a more long-term perspective, encouraging employees to expand their abilities, leadership qualities, decision-making skills, and strategic thinking.
Types of Training and Development:
Often when we think about training and development, we jump to the conclusion that a team member will build the skills needed through attending a formal workshop or training course and that’s that! But unfortunately, true development isn’t that easy. Now I’m not saying these don’t have a part to play in building skills or knowledge, because of course they can be very valuable, but actually development can go a lot deeper and be more effective when it’s carried out ‘on the job’.
For example, on the job training can include:
• Role shadowing, where an individual spends time with a more experienced member of the team, working with them to see how they carry out certain elements of the role.
• Supporting on a project that will stretch the individual and allow them to learn about a new area they haven’t worked on before.
• Through a role secondment, where they’re given the opportunity to step up into a role for a fixed period to develop their skills
and experience.
More formal types of training however can include:
• Onboarding Training: Introducing new hires to the company culture, policies, procedures, and their roles.
• Skill-Based Training: Enhancing specific job-related skills such as communication, customer service, or technical proficiency.
• Leadership Development: Preparing individuals for leadership roles through mentoring, coaching, and leadership training programs.
• Personal Development: Focusing on improving employees’ personal effectiveness, time management, and stress management skills.
• Team Building: Encouraging collaboration and improving team dynamics through team-building activities and training sessions.
• Technical Training: Keeping employees updated on the latest technologies and industry trends relevant to their job roles.
Benefits of Training and Development:
So why invest in training and developing your people? Here are just some of the reasons why focusing on your team’s development is key to business success:
• Enhanced Employee Performance: Well-trained and developed employees perform better in their roles, contributing to higher productivity and efficiency.
• Employee Satisfaction and Retention: Offering opportunities for growth and development shows employees that the organisation invests in their career, boosting job satisfaction and reducing turnover.
• Succession Planning: Developing employees for future leadership positions ensures a pipeline of competent individuals ready to fill key roles as others advance or depart.
• Adaptability to Change: Well-trained employees can adapt more effectively to organizational changes, such as technology advancements or shifts in industry trends.
We find that businesses often prioritise training and development to comply with industry standards, meet regulatory requirements, and maintain a competitive edge in the market. Moreover, investing in employee growth is viewed as a critical factor in attracting and retaining top talent.
At The HR Consultants, our training programmes help businesses to develop productive teams, effective leaders and, above all, happy employees who feel valued in their roles.
Our expert training consultants can work with you to build bespoke content for your team’s needs, meaning they get the absolute most out of the session, and go back to their day job with a whole host of new skills. Get in touch to find out more about our HR and Leadership development programmes