Training and development Training and development In the field of management, it is of great importance to differentiate between training and development. Analysts and researchers argue that it is of great importance that managers focus on training and development as a way of boosting their organizations workforce expertise. A great percentage of successful organizations have had a history of training and development in their operations (Wilson, 2005). This essay shall attempt to differentiate between these two concepts and their application in the organization. According to Cascio (2010), development refers to a process in which employees undergo in an attempt to elevate their skills whilst in the organization.
This means that employees that already have skills have an opportunity of acquiring more knowledge and expertise. On the other hand, training relates to a process in which employees acquire new skills. This applies to a situation whereby the employees barely have skills that relate to the job in question. In this context, therefore, training occurs. In relation to the work compiled by Cascio (2010), training involves a set of prearranged programs that see to the inculcation of skills to the employees.
Identification of training areas is made, in an attempt to deal with the current trends of the market. For instance, employees may need training so as to acquire novel skills that would allow deal with international completion or how to deal with customers. Recent technologies may also require training of the employees. On the other hand development requires socialization of the employees with the changes that are taking place in the workplace. For instance, the employees may be literate in terms of computer technology, but may not be aware with a new trend.
This would merely call for an emphasis of certain concepts as compared to an entire training on Information Technology skills. Cascio (2010) continues to bring out the view that development involves renewing the ability of the employees to have a touch with their jobs. There is a possibility that monotony in the workplace may have a negative implication on the employees. In this case, it is advisable that employers devise development programs that allow for creativity and renewing of the employees’ skills.
This makes the workers feel challenged in their job; thus, creativity and innovation. Training, on the other hand, applies instilling skills in the employees so that they can meet with the demands of the organization. Development boosts the careers of their employees, while training prepares employees to get into the market. Development has been referred to a vital activity in an attempt to elevate the organization’s productivity, since employees’ skills are continuously renewed. Growth, in this context is unlimited, and job performance is augmented. On the contrary, training would only yield job performance if the employees grasp the concepts being taught on a higher level.
In the event of poor results from employees after training, development is almost impossible, as employees do not have the basics of training. References Cascio, W. (2010). Managing human resources: Productivity, quality of work life, profits. New York, NY: McGraw-Hill/Irwin. Wilson, J. (2005). Human Resource Development: Learning and Training for Individuals and Organizations. New York: Kogan Page Publishers.