Employee education, training and development

University of

Employee Education , Training and Development

November 2006

Employee Education Training and Development

Introduction

In the world of business an organization always recruits its staff on the basis of their qualifications and experience . The decision of the human resources department in selecting an individual is made when they think that this individual can meet the job requirements . In other words they believe that the individual has the capacity to perform the tasks of the job to the `standards ' set by the company . This conclusion of an interview

panel reached after scrutinizing the data available about the individual and after validating the information of the data in a selection interview is usually a theoretical assumption until it is proved valid by the actual performance of the individual . However , the actual performance of the individual should be measured in relation to the technology material and the operational system used . Moreover , it should be measured within a set time thus ensuring the adequacy of quantity and quality in the job performance

In practice employees , who are not robots , cannot be programmed in to give their maximum output . In fact , their performance is affected by a number of factors including mental , emotional , and physical ones . Because of the individual differences each individual has a different capacity . Therefore it is necessary to provide training and development programmes as well as continued education programmes which have been found to enhance performance

Within the environment of a business organization an employee assuming the duties of his job for the first time either comes from a university or from another company . In his new job the technology used may be different from the one he used in his previous job or different from the one he was trained on at college . After a few years he may be required to work in a different area , i .e . lateral transfer , or he may even be ready for taking more responsibilities and is promoted . All these areas are ones to be considered for identifying training needs . Sometimes people who are proficient in their jobs may be found lagging behind and this is another challenging area for identifying training needs

Yet it is essential to distinguish among `training development , and education in to plan for each type of `education ' appropriately and thus ensure its effectiveness Therefore , it is important to define each precisely

Not all training specialists distinguish among training "education " and development " They use the three words interchangeably to describe what they do for their organizations . But for those who distinguish , as does Dr Leonard Nadler in his Developing Human Resources , training is what we 've described "Those activities which are designed to improve human performance on the job the employee is presently doing or is being hired to do (p . 40 ) Education is those human resource development activities which "are designed to improve the overall competence of the employee in a specified direction and beyond the job now held (p . 60 ) To Dr Nadler , development is...