Lesson 5:
Training and Development
“Have you ever started a job or task without
knowing what to do?
How did it feel?”
Organizations invest in employees so they can
perform effectively and grow professionally.
“When you learned a new skill, how did you
learn it?”
 Learning in organizations is not accidental—it is planned
and structured.
 Companies invest money, time, and effort into employee
learning because employees are key to business success.
 Employees are considered human capital.
 Training is an investment, not a cost.
What is TRAINING?
 It is a systematic process of enhancing an employee’s knowledge,
skills, and abilities (KSAs) to perform a specific job effectively.
Key Characteristics:
 Focused on immediate job performance
 Usually short-term
 Practical and task-oriented
What is TRAINING?
Examples:
 Teaching a call center agent how to handle customer complaints
 Training a new employee to use company software
 Safety training in factories
Training answers the question: “What do employees need to do
their job right now?”
What is DEVELOPMENT?
 It refers to long-term educational activities that prepare employees
for future roles and responsibilities.
Key Characteristics:
 Future-oriented
 Focuses on growth, leadership, and potential
 Broader than trainin
What is DEVELOPMENT?
Examples:
 Leadership development programs
 Management trainee programs
 Mentoring and coaching
Development answers the question: “What will employees need in
the future?”
Training vs Development?
 Training ensures employees can perform tasks efficiently.
 Development ensures the organization has future leaders.
Example:
A company trains a cashier (training), but also prepares them to
become a supervisor (development).
Training vs Development?
ASPECT
TRAINING
DEVELOPENT
Focus
Current job
Future roles
Duration
Short-term
Long-term
Skills improvement
Personal and career
growth
Technical Skills
Leadership Training
Goal
Example
Importance of Training & Development
1. Improves employee performance
Employees who are trained:
 Work faster
 Make fewer mistakes
 Require less supervision
Example:
A properly trained employee reduces customer complaints.
Importance of Training & Development
2. Increases productivity
Training helps employees:
 Use tools efficiently
 Follow better processes
And as a result, more output in less time leads to higher profitability
Importance of Training & Development
3. Boosts employee morale and motivation
Employees feel:
 Valued
 Confident
 More engaged
 When employees grow, they are more likely to stay in the company.
Importance of Training & Development
4. Reduces errors and accidents
Especially important in:
 Manufacturing
 Healthcare
 Finance
Example:
Safety training reduces workplace accidents.
Importance of Training & Development
5. Supports Career Growth and Promotion
Training prepares employees for:
 Higher responsibilities
 Leadership roles
As a result, this reduces the need to hire externally.
The Training Process
Step 1: Needs Assessment – this is the most critical step.
 Identify what training is needed
 If you train the wrong skills → waste of resources.
Types:
 Organizational analysis
 Task analysis
 Person analysis
The Training Process
 Organizational analysis : What are the company’s goals?
Example: Expansion → need leadership training
 Task analysis : What tasks need improvement?
Example: Employees struggling with customer service
 Person Analysis : Who needs training?
Example: New hires vs experienced workers
The Training Process
Step 2: Training Design - set objectives and decide content and
methods
 This step answers: “What should be taught?” and “How should it
be taught?”
 Includes:
 Learning objectives
 Content outline
 Training methods
 Example Objective: “By the end of training, employees will be
able to process customer orders accurately.”
The Training Process
Step 3: Training Implementation - this is where training is actually
delivered.
 In the implementation of training, interactive sessions are more
effective than lectures.
Important factors to consider:
Training implementation methods:
 Trainer competence
 Lectures
 Training environment
 Workshops
 Participant engagement
 On-the-job training
 E-learning
The Training Process
Step 4: Evaluation - measures the effectiveness of the training
 Did employees learn?
 Did the training work?
Common evaluation criteria:
 Learning (Did they understand?)
 Behavior (Did they apply it?)
 Results (Did performance improve?)
Example: Sales increased after sales training.
The Training Process
Step 5: Feedback & Improvement – training is a continuous process.
 This step involves improving for the future training programs
Feedbacks are used to:
 Improve content
 Adjust methods
 Enhance effectiveness
Training Methods
1. On-the-Job Training – employees learn while working
 Advantages:
 Practical
 Cost-effective
 Immediate application
 Examples:
 Job rotation
 Coaching
 Apprenticeship
Training Methods
2. Off-the-Job Training – conducted outside the workplace
 Advantages:
 Focused learning
 Fewer distractions
 Examples:
 Seminars
 Workshops
 Case studies
Training Methods
3. Modern Training Methods – these are technology-driven learnings
 Advantages:
 Important for modern organizations and remote work.
 Cost-efficient
 Examples:

Online learning

Virtual simulations

Webinars
Group Activity: “Design a Training Program”
“A company hired new employees with no experience”
Each group will:
1. Identify training needs.
2. Identify the training goals and target employees.
3. Propose a training program.
4. Choose training methods.
5. Do a short presentation of your output (3–5 minutes per group).
Can be role-paying or scenario-based presentation.