Developing employees is different than training employees, though human resource functions often tend to group these activities together. Training and development are not always mutually exclusive, though they do have a different focus. In your own words, please describe and provide at least one example of each of the following:
1a) the difference between employee development and employee training programs.
Employee development involves the employer giving employees an opportunity and support to undergo professional training, participate in professional conferences and learning opportunities. The aim of employee development is to enable employees to gain necessary skills, be updated on industry development, and gain knowledge so that they can be productive and grow in their careers. A good example of employee development is giving HR employees an opportunity to participate in SHRM annual conference and seminars.
On the other hand, employee training programs are trainings that are carried out in an organization to help employees understand the organization, products and services it offers and to keep the employees updated on what is expected of them. These training programs include orientation meant to introduce new hires to the organization. This is important in helping an employee get a clear picture of the organization vision and mission. Product and service training helps an employee know what the organization does. For example, an organization that deals with electronics will train the employee on types of electronic on offer, their prices and features (Kimball, 2016).
Another aspect of employee training programs is soft skills. The employees are trained on how to handle customers, relate with colleagues and other stakeholders. This helps the organization offer clients great customer experience and reduce workplace conflicts. These programs also incorporate leadership trainings for employees promoted to managerial positions, without forgetting empowering employees with technical skills needed in their roles.
Though, employee development and training yield benefits to an organization through productive employees, there is an issue related to these programs that HR need to think about. That is, shrinking employee tenure. The number of years an employee stays in an organization has been on decline. Research data from U.S. Department of Labor indicated that in 2020 employees stayed in one organization for around 4.1 years. This was a decline compared to 4.2 years of 2018 (Bereau of Labor Statistics, 2020). This means the cost incurred by organizations in employee development and training can go to waste. Therefore, HR departments need to design programs that meet immediate needs of the organization.
1b) how training programs can be used to support employee development.
Training programs can be used to support employee development through improving employee skills. These trainings help an employee be efficient and productive. Giving an employee an opportunity to learn keeps the employee engaged. This is vital for job satisfaction and motivation. As a result, an organization is able to improve its employee turnover culture and profitability.
Think of an employee who joins an organization fresh from college or as a trainee. Such an employee can be empowered by the training programs to take new roles. This is because these trainings are able to align an employee with specific needs of an organization. For example, instead of layoffs due to skills becoming obsolete, employees can be trained to take responsibilities in other functional areas within the organization. This can make the employees feel valued, be motivated and remain loyal to the organization.
Well-designed employee training program is able to bridge skill and knowledge gaps in employees. This can support employee development in that the employee is able to acquire skills or knowledge required in a given role. Employee training programs are tailored to specific tasks in an organization. This facilitates in sharpening employees to the advantage of the organization. This is because skilled employees are efficient and productive. Also, training programs plays part in succession planning. This gives the best employees an opportunity to learn and take senior roles in the organization.
1c) how training and development each support career planning.
Career planning starts with an individual identifying his or her strengths and weakness. This can be realized when an individual understands what he or she is good at. Training and development helps an employee understand what he or she can do better. This is because these programs expose employees to what goes on in the organization. For example, a customer care employee is trained on marketing or sales. This can make an employee know where his or her strength lies and therefore be able to curve a career path.
Employee training and development helps an employee to have a balanced work life. This is because career planning aligns employee skills, talents and values with an organization needs (Saylor, n.d.). For example, in this age when remote work has become the order of the day after the Covid-19 pandemic, an employee with family issues like young parent can choose jobs that can be performed remotely so as to be closer to the family.
Although, training and development can help an employee in career planning, other factors like giving employees equal advancement opportunities must be in place. This is because there are organizations with a culture of reserving certain roles and positions to individuals from a specific group. For instance, there are HR and accounting departments dominated by individuals of a given race or gender. In such an environment training and development may fail to help employees in career planning. This is because an employee may lack promotions in those departments due to his or her race or gender. This can deny an organization expertise of a talented and skilled employee.
1a) the difference between employee development and employee training programs.
Employee development involves the employer giving employees an opportunity and support to undergo professional training, participate in professional conferences and learning opportunities. The aim of employee development is to enable employees to gain necessary skills, be updated on industry development, and gain knowledge so that they can be productive and grow in their careers. A good example of employee development is giving HR employees an opportunity to participate in SHRM annual conference and seminars.
On the other hand, employee training programs are trainings that are carried out in an organization to help employees understand the organization, products and services it offers and to keep the employees updated on what is expected of them. These training programs include orientation meant to introduce new hires to the organization. This is important in helping an employee get a clear picture of the organization vision and mission. Product and service training helps an employee know what the organization does. For example, an organization that deals with electronics will train the employee on types of electronic on offer, their prices and features (Kimball, 2016).
Another aspect of employee training programs is soft skills. The employees are trained on how to handle customers, relate with colleagues and other stakeholders. This helps the organization offer clients great customer experience and reduce workplace conflicts. These programs also incorporate leadership trainings for employees promoted to managerial positions, without forgetting empowering employees with technical skills needed in their roles.
Though, employee development and training yield benefits to an organization through productive employees, there is an issue related to these programs that HR need to think about. That is, shrinking employee tenure. The number of years an employee stays in an organization has been on decline. Research data from U.S. Department of Labor indicated that in 2020 employees stayed in one organization for around 4.1 years. This was a decline compared to 4.2 years of 2018 (Bereau of Labor Statistics, 2020). This means the cost incurred by organizations in employee development and training can go to waste. Therefore, HR departments need to design programs that meet immediate needs of the organization.
1b) how training programs can be used to support employee development.
Training programs can be used to support employee development through improving employee skills. These trainings help an employee be efficient and productive. Giving an employee an opportunity to learn keeps the employee engaged. This is vital for job satisfaction and motivation. As a result, an organization is able to improve its employee turnover culture and profitability.
Think of an employee who joins an organization fresh from college or as a trainee. Such an employee can be empowered by the training programs to take new roles. This is because these trainings are able to align an employee with specific needs of an organization. For example, instead of layoffs due to skills becoming obsolete, employees can be trained to take responsibilities in other functional areas within the organization. This can make the employees feel valued, be motivated and remain loyal to the organization.
Well-designed employee training program is able to bridge skill and knowledge gaps in employees. This can support employee development in that the employee is able to acquire skills or knowledge required in a given role. Employee training programs are tailored to specific tasks in an organization. This facilitates in sharpening employees to the advantage of the organization. This is because skilled employees are efficient and productive. Also, training programs plays part in succession planning. This gives the best employees an opportunity to learn and take senior roles in the organization.
1c) how training and development each support career planning.
Career planning starts with an individual identifying his or her strengths and weakness. This can be realized when an individual understands what he or she is good at. Training and development helps an employee understand what he or she can do better. This is because these programs expose employees to what goes on in the organization. For example, a customer care employee is trained on marketing or sales. This can make an employee know where his or her strength lies and therefore be able to curve a career path.
Employee training and development helps an employee to have a balanced work life. This is because career planning aligns employee skills, talents and values with an organization needs (Saylor, n.d.). For example, in this age when remote work has become the order of the day after the Covid-19 pandemic, an employee with family issues like young parent can choose jobs that can be performed remotely so as to be closer to the family.
Although, training and development can help an employee in career planning, other factors like giving employees equal advancement opportunities must be in place. This is because there are organizations with a culture of reserving certain roles and positions to individuals from a specific group. For instance, there are HR and accounting departments dominated by individuals of a given race or gender. In such an environment training and development may fail to help employees in career planning. This is because an employee may lack promotions in those departments due to his or her race or gender. This can deny an organization expertise of a talented and skilled employee.
