What is Training: Definition, Types & Methods

Most of the training involves the delivery of certain skills to employees or helping them fix deficiencies in performance. This is a short-term learning process that requires acquisition, strengthening skills, concepts, and rule changes or improving attitude and behavior in an attempt to improve employees’ performance. When employees are positioned and formally incorporated into their organization, a company must offer them a training program that teaches them their skills efficiently. Training is a form that leads to good behavior and teaches employees basic competencies for the job. A quote that Identifies the Importance of employee training says

”Practice is the hardest part of learning, and training is the essence of transformation.” – Ann Voskamp

Which clearly states the importance of training to transform a career. On-the-job training helps employees get the necessary know-how about their jobs and ways to improve forward. In this detailed article about training, we are going to give you a clear idea about employee training and its types. Also by the end of this article, you will also be able to know about some of the proven methods of crafting a proper talent development training program.

Training and Development Definition

Training is a process that helps employees learn the necessary skills to perform their jobs effectively. It can be delivered in various formats, including classroom-based, online, and on-the-job. The type of training required will vary depending on the level of skill required for the job. Classroom-based training is typically used for new employees or for those who need to learn new skills.

It can be delivered in a lecture format or through more interactive methods such as case studies or role-playing. Online training is a convenient way to deliver training and can be accessed anytime, anywhere. It can be used for both new and existing employees. On-the-job training involves shadowing experienced employees or learning through trial and error under close supervision. The objectives of the training are to:

• Provide optimal human resources utilization;
• Develop skills and productivity;
• Improve organizational culture.

What is Employee Training?

Training is an activity for the employee that aids the employee in learning new skills. The training system consists of formal training that helps people improve their work performance. Development refers to learning, skills/attitudes which prepare people for the future. Training is another type of employee development that is commonly used in many industries and also includes coaching, mentoring, formal education, and self-directed and experiential education.

”The only thing worse than training employees and losing them is to keep not train them & keep them” – Zig Ziglar 

What are Training and Development Programs?

Training increases the ability and skill of the worker in performing the task assigned. Some management scholars define the training process. A couple of basic concepts of training are described in the paragraph below. In a recent interview, Garry Dessler said the training helps to teach new employees the fundamental skills they need for job performance. Halloran said the training process involves sending or receiving information about problem-solving. In the context of the training, Edwin Flippo says, training teaches a person to improve their skills in a specific task.

Although from different perspectives and different individuals but the focal concept of job training remains the same. Workforce training is solely focused on developing an employee’s particular skill in their specific job roles. Often when an employee needs to step up to a new role or lead a group he needs to go through a next-level learning experience to be more competent in his role-playing. Training programs solve these obstacles and give employees a much-needed competitive advantage in the present market scenario.

What are Corporate Training Programs

A corporate training program is designed to meet the specific needs of a company and its employees. The goals of a corporate training program may vary from developing new skills for employees to improving communication or increasing productivity. The timeframe and methods for measuring success will also be different for each company.

In some cases, success may be measured by an increase in sales or customer satisfaction, while in others it may be more important to see an improvement in employee morale or retention rates. Some of the top statistics that describe the corporate training scene can be defined as,

• In the 4,300 workers sample, 74% felt that they weren’t achieving their full potential at work due to a lack of training.
• 56% of HR Managers believe training & development is the key to uplifting businesses.
• According to 12% of learners, they apply the skills from training to their job.
• At the management level, 38% of them believe learning programs meet learners’ needs.
• At the employee level, 70% of them reported they need to master skills to do their job better.

Types of Corporate Training Programs

Corporate training and development can be segmented into various methods. For better adjustment and flexibility professional training and development companies provide various types of corporate training methods that suit your employees the best. The most popular types of training programs are:

• Open Training Program
• Customized Training Program
• E-Learning Program

Open Training Program:

When you’re looking for a way to spare one or two people to brush up on existing skills or learn something new, an On-Demand Learning Program is the best solution. You can always save money by arranging in-house training to staff up when needed–but that’s not always feasible. Promoting many team members at once isn’t doable for most businesses, either.

Not just for others, a certification course can also be beneficial for managers to develop their skills or rediscover their previous experience. Our courses are led by experienced professionals and industry experts so you get the most out of your time and money. Some of the benefits of open training programs are,

• Anyone can join in their own schedule.
• Cost-effective method of training.
• No additional facilitation cost & many more.

Customized Training Program:

Employees are the most valuable asset to any organization. Great employees need to be well-trained, maintained, and developed so that they reach their full potential. This means equipping them with new skills and providing development training programs so that they’re more productive throughout organizational growth.

In line with your need in the focal point, customized training & development programs are created. Your need remains at the base of the customized program. With this solution, your organizational mission and vision can be reached in the long run. Some of the benefits of customized training and development programs are,

• Customized according to where you need improvement.
• Outlined according to your organization and industry.
• Fitted to your best schedule to promote flexibility & many more.

E-Learning Program:

E-learning will help you overcome challenges and put you in a position to succeed. It offers high-quality courses online to knowledge seekers with the purpose of making knowledge available and accessible among the mass of people, with the help of modern technology. Technology-led online courses are authored and facilitated by the country’s leading researchers, industry specialists, subject matter experts, and academicians from the best institutions.

This not only offers self-paced courses but also opens pathways of custom learning development methods. To make one capable professionally at flexible times e-learning also offers market-leading courses under popular domains.

To satisfy the needs of different learners e-learning also provides barrier-free learning in terms of language. This format of learning also aspires to be a lifelong partner for individual learning. Some of the top benefits of this method of learning are,

• Provides flexibility with self-paced learning.
• Top instructor-led courses with cost-effective benefits.
• Highly customizable according to future needs in mind. & many more.

Why Companies Should Spend on On the Job Training?

A recent study has shown that up to 41% lower absenteeism & up to 17% productivity can be gained by organizational development initiatives. While running an organization with needs supervision in various spaces, soft skills development through educational activities and training programs is a great way of achieving long-term organizational goals. Some of the feats that can be achieved when companies spend on-the-job training are,

1. Attract Top Talents:

When employees find the organization a perfect place to develop new knowledge and specific skills development through training it plays a significant part in attraction as an employer. Up to 67% of millennials are more attracted to job training to progress their career further. So as an employer you need to focus on providing employees with training.

2. Improve Performance:

To take organizational performance to the next level it’s important to improve individual performance as well. When as an employer you invest in training to develop your employee’s vital skillsets you are certain to get improved performance which will take your organization forward.

3. Increased Engagement:

Investing in training and development keeps the employees engaged. With increased engagement, the employees feel more in line with the organization and it influences them to perform their roles even better. For a new employee, it is also a great way of integrating with organizational vision.

4. Identifying Future Leaders:

Training programs get the best out of many employees. This will give you a superior understanding of identifying future leaders of your company and where you can deploy your resources further.

5. Boost Job Satisfaction:

In a post-pandemic era boosting job satisfaction still remains a big challenge for organizations. If you introduce your employees to new learning experiences through training & development programs as well as e-learning it gives you an edge in terms of employee retention through enhanced job satisfaction.

Top 8 Ways to Structure a Training and Development Program

Knowledge plays a big part in structuring training programs that will be effective in the future for your teams. Also, to provide compulsory training instructions that will give you exactly what you need from training needs some ability to assess as well. Let us give you the Top 8 ways to structure your training and development programs according to the latest market practice.

1. Assess needs & success metrics
2. Determine the training plan
3. Develop with adult learning in mind
4. Fix the learning outline
5. Design training materials
6. Implement training
7. Evaluate training
8. Post training assessment

1. Assess Needs & Success Metrics:

As part of pre-training requirements, assessing the needs of a learner is important to gain top outcomes of training. As it can also take several weeks In the first step, you need to assess the course needs to give the trainers proper instruction as well. Some important things to consider in this font are,

• training audience selection
• short term & long term goals
• how will you measure success
• timeframe of the goals
• how will you assess

2. Determine the Training Plan:

While you are done with need assessment and measuring success metrics the next step of the training will be determining the training plan for course facilitation. Some of the aspects of this font are:

• Classroom or workshop-style learning
• Individual or group training
• Skill-based or management-style training
• On-job or external training
• Self-paced or fixed timeline

3. Develop with Adult Learning in Mind:

When you are explaining to the instructor how to lead the training services you need to be certain of the examples you provide to get the right teaching materials. Top things to consider while you give teaching instruction to the trainers are,

• Keep the training real-life relevant
• Subject matter experience
• Make the content more interesting

All these should be compulsory while you go for talent development training for adults.

4. Fix the Learning Outline:

If the training is about a special skillset based on the profession of the trainees then fixing the learning outcome is mandatory. Figuring out the learning outline will also give you a specific area to play with. Other than that the vast field of learning will not be easy to pursue you.

5. Design Training Materials:

To perform a properly successful training designing training materials is mandatory for delivering adequate knowledge. Things to consider when you design training materials should also include backup safety. Some of the materials to design for effective training are,

• e-learning
• training manuals
• presentations
• job aids
• workbooks
• online materials

6. Implement Training:

Delivering knowledge will be the center of your training so implementation plays a big part in it. So you need to keep ahead of time with some common things to implement the training successfully. Those are,

• Keep the logistics ready
• Test the materials ahead of time
• Keep the printed materials and handouts ready.

7. Evaluate Training:

Evaluating training in the post-training phase is an important part of gathering training knowledge. To perform an evaluation you need to take proper feedback let it be manual or in digital format. But the most important thing for the safety of data will be getting it also backed up over digital systems for training in the future.

8. Post Training Assessment:

Post-training assessment gives you a proper chance to determine if your training was successful or not and if you need to improve on anything while you plan future training for the employees. Post-training observations will give you the important data you needed in the beginning of the training program.

Employee Training: Outsourcing or Inhouse

The most important point to consider while you are on the final stages of organizing an employee training program is whether you outsource or in-house training. Let’s give you a proper idea and pros & cons of outsourcing vs in-house training.

What is Outsourced Training:

Outsourced training is when an organization takes the service of a third-party provider to develop its human resources. Usually, an organization takes outsourced training services if it does not have the necessary people or facilitation resources. It is an increasingly popular way of training in today’s market & training scenario. Let’s have a look at the pros & cons.

Outsourced Training Pros:

• It is seen as a form of employee motivation when the organization invests in outsourced training so motivating the employees becomes easier.
• Outsourced training is facilitated by top providers in the market so the quality of training remains stable.
• Some modes of outsourced training remain flexible so the employees can get it without hampering working hours.

Outsourced Training Cons:

• This kind of arrangement can have negative impacts in the short term.
• Lack of control over the learning materials.
• Not a cost-effective method of development and is tough to facilitate many employees at once.

What is In-House Training:

In-house training is a method of training when the organization trains its human resources with internal resources. This kind of training ensures safety in return on investments as the trainees get the learnings without any fixed times so the learning outcomes remain certain. Let’s have a look at the pros & cons of this kind of training.

Pros of in-house Training:

• Considerably cheaper and can be organized for a large number of employees.
• Saves time in traveling and participating within office hours.
• Possible to concentrate on a specific subject that needs improvement.

Cons of in-house Training:

• Extra administrative inputs and times will be necessary.
• As the trainees train on the site they can be often pulled to work which breaks their concentration.
• Arranging top facilitators will be costly also training materials will be time-consuming.

Importance of Training and Development for Future

Training and development are important for the future of any organization as they provide employees with the skills and knowledge needed to be successful in their roles. By investing in training and development, organizations can ensure that their employees are able to meet the ever-changing demands of the workplace. Organizations need to be proactive in providing training and development opportunities for their employees.

Employees who are given the opportunity to improve their skills and knowledge are more likely to be engaged and productive in their roles. Additionally, by providing training and development opportunities, organizations can attract and retain top talent. There are a variety of training and development programs available, so organizations should select those that best fit their needs. Some common types of training and development programs include classroom instruction, on-the-job training, mentorship programs, and e-learning courses.

The benefits of investing in training and development programs are clear. By providing employees with the skills they need to be successful, organizations can create a more engaged workforce that is better equipped to meet the challenges of the future.

Benefits of Employee Training and Development

Training is essential to employee success. This helps organizations improve their productivity and improve their business results thereby creating competitive advantages for others. Training can help organizations adapt to change more effectively, and improve the quality and effectiveness of their workforce.

Reduced Turnover:

Proper training increases chances for promotion, and employee happiness increases because the opportunity for advancement is more plentiful. The move would reduce employee turnover, thus a decrease in the turnover of workers.

Reduced Supervision:

Those employees must be monitored when they work. When employees are trained sufficiently, they may have less supervision and errors can become minor. It reduces the workload on supervisors.

Less Waste:

The amount that an employee wastage decreases significantly with training, so assuming the amount is incurred then the company saved.

4 Main Objectives of Training: How to Get the Most from Your Employees

The managerial goal of formal learning is to improve his knowledge of situations and take the organization further to tackle any uprising situation. To be precise we can divide the main objectives of training programs into 4 pillars. They are:

• Enhance the Knowledge:

The primary objective of any training remains in enhancing the subject knowledge. Training should provide the necessary subject matter knowledge to the participants.

• Improve Job Specific Knowledge:

When training is outlined it should be constructed around improvising the job-specific knowledge of an employee and this remains an important objective of training as well.

• Influence Responsible Work Culture:

To influence a responsible work culture training gives a vital boost. Training gives support in this font to influence a responsible work culture.

• Facilitate Future Changes:

To facilitate future changes in the organization training is the only way to work with internal resources. So this remains the 4th objective of training.

How HR Leaders Can Implement Training?

A well-designed training program can improve employee effectiveness. Training helps people gain confidence in their outputs and their results as well. Let’s have a look at how HR leaders can implement training from a wider view,

• Set Definitive Goals:

HR leaders need to define some definitive goals and outline them to execute a proper training program. To an extent, they can also put in some demo sessions to facilitate the training seamlessly.

• Learn About Employee Needs:

Through surveys and employee development forms, HR managers can get a precise idea and learn more about employee needs. Learning the need is important to provide the proper employee training solution and get the expected result.

• Promoting E-Learning:

E-Learning provides a unique opportunity to get blended learning through online and physical employee training. HR leaders can promote e-learning facilities which is a top way of implementing precise training.

• Foster Growth-Oriented Culture:

Workforce training calls for growth fostering a growth-oriented culture in the organization. Implementing weekly or monthly employee training facilitates a growth-oriented culture and HR leaders can get closer to implementing the right culture.

• Clearly Defining Expectations:

Implementing employee training comes with expectations. HR professionals need to be clear about their idea, demand, and expectations from the particular training to get the proper impact from each training.

Difference Between Training and Development Programs

When it comes to professional development, the terms “training” and “development” are often used interchangeably. However, there is a difference between the two concepts. Training is typically more focused on specific skills or knowledge that employees need to perform their jobs. Development, on the other hand, is usually geared towards long-term career growth and can include things like management training or leadership development programs.

So, what’s the difference between training and development? Training is typically more short-term and specific, while development is longer-term and covers a broader range of topics. Development programs are also often more expensive than training programs, as they require a greater investment of time and resources. If you’re not sure which type of program is right for your needs, it’s best to consult with a professional development expert. They can help you assess your goals and create a custom plan that will ensure your employees have the skills they need to succeed. Let’s see it in a more sophisticated view,

• Meaning: Training increases the ability of an employee to work better. Development focuses on the long-term growth of an employee.
• Aim: Training provides instant impact whereas development increases long-term effectiveness and adds to the potential of an employee.
• Orientation: Training is job oriented whereas development is career oriented.
• Suitability: Training is more suitable for technical stuff but development is more suitable for managerial stuff.
• Depth of knowledge: Training knowledge is imparted for doing a specific kind of job. But development knowledge is imparted for the growth of an employee in all respects.
• Duration: Training is a short-term process. But development is a long-term process as it is career oriented.

Conclusion:

Globalization calls for the agile implementation of training and development initiatives to keep up with the pace of 4IR & rapidly growing industry and its structure. Nowadays organizations & employees don’t remain within just national boundaries. Often organizations need to show their capabilities on the international stage. Keeping up with the global workforce has become more important than any time before to keep up pace with those globally recognized competitors.

Training provides the employees with needed on-job expertise that is impactful within a short time span and can dictate organization upliftment if done right. Whereas in the managerial position it’s important to keep them on the path of continuous development to grow their capability in the long run. Training and development have become integral parts of all the companies in today’s world. Hiring a capable organization that has the know-how in this field can open new doors of possibilities for your organization. Investing in the right initiatives & the right resources shall provide you an uplifting experience for the future of your organization & this vital decision remains in your control where you want to guide the ship ahead.

Frequently Asked Question (FAQ)

What is the meaning of training?

A training program teaches an employer about skills and knowledge in preparing them to do certain jobs. The program aims to improve job performance and work behavior.

What is training and its examples?

Training applies to humans or animals. The objective of implementing these programs is the improvement of the capacity of the user. Training includes exercising to be carried out during a sporting event.

What is the meaning of training?

Training means the specific role-wise improvement of an individual which gives them the push forward in performing the role better in their respective organization.

What are training and its examples?

Training primarily describes the enhancement of functional capability. For example, training in Microsoft excel’s advanced functions can help an individual work better in his/her role.

Why is training important?

Training is important to provide an individual with functional knowledge and perform his/her task better by increasing productivity. When an individual is trained it cuts down work time significantly lower and the organization can get benefited from it hugely.

Why is it important to follow training standards?

Following training, standards is a mandatory aspect of every training as it is directly involved in taking an individual ahead in performing his/her task better. Also as will involve the valuable resources of an organization training standards must be maintained for the highest outcome.