Some Basic Information regarding Training & Development 

In the field of Human Resource Management,  Training &

Development  is the field concerned with organizational activities
aimed at bettering the performance of individuals and groups in
organizational settings. It has been known by several names,
including employee development, human resource development,
and learning & development. 

Training & Development ensures that randomness in organizational

setting is reduced, and learning or behavioral change takes place in
structured format. The conflicts at workplace, with perhaps the
most devastating career consequences, are those that take place
between employees and their bosses. Training an employee to get
along well with authority and with people who entertain diverse
points of view is one of the best guarantees of long-term success.

Training & Development encompasses three main activities:

training, education, and development. These three are often
considered to be synonymous; however, they encompass three
separate, although interrelated, activities: -

1. Training: This activity is both focused upon, and evaluated

against, the job that an individual currently holds.
2. Education: This activity focuses upon the jobs that an
individual may potentially hold in the future, and is evaluated
against those jobs.
3. Development: This activity focuses upon the activities that
the organization employing the individual, or that the
individual is part of, may partake in the future, and is almost
impossible to evaluate. 

Traditional Approach to Training & Development  - Most of the

organizations never used to believe in training  before. They were
holding the traditional view that managers are born and not made.
There were also some views that training is a very costly affair and
not worth the time and efforts involved. Organizations used to
believe more in executive pinching. But now the scenario seems to
be changing.

Modern Approach to Training & Development  - Indian

Organizations have now realized the importance of corporate
training. Training is now considered as more of retention tool than a
cost. The training system in Indian Industry has been changed to
create a smarter workforce and yield the best results.

Stakeholders in Training & Development

The "stakeholders" in training and development are categorized into

several classes: - 

 The sponsors of training and development are senior

managers of the organization.
 The clients of training and development are business
planners. Line managers are responsible for coaching,
resources, and performance.
 The participants are those who actually undergo the
processes.
 The facilitators are Human Resource Management staff.
 The providers are specialists in the field. 

Each of these groups has its own agenda and motivations, which
sometimes conflict with the agendas and motivations of the others.

Objectives of Training & Development

 Principal Objective - To make sure there is availability of a skilled and

willing workforce to an organization.
 Individual Objectives – To help employees in achieving their
personal goals, which in turn, enhances the individual
contribution to an organization.
 Organizational Objectives – To assist the organization with
its primary objective by bringing individual effectiveness.
 Functional Objectives – To maintain the department’s
contribution at a level suitable to the organization’s needs.
 Societal Objectives – To ensure that an organization is
ethically and socially responsible to the needs and challenges
of the society.