8.4 Employee Training and Development
3 min read•june 18, 2024
Employee are crucial for organizational success. From programs to ongoing skill enhancement, companies invest in their workforce to boost productivity and engagement. These initiatives help employees adapt to their roles, understand company culture, and continuously improve their abilities.
Various training methods cater to different learning styles and needs. provides hands-on experience, while off-the-job options offer focused skill development. Technology-based training, like and VR , provides flexible and immersive learning experiences. Effective program development and evaluation ensure training efforts align with organizational goals.
Employee Training and Development
Components of employee orientation programs
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- Employee introduces new hires to the company's mission, values, and culture helps them understand their role and how they contribute to the organization's success
- Overview of company policies, procedures, and benefits ensures employees are aware of their rights, responsibilities, and available resources (employee handbook, code of conduct)
- Familiarization with the work environment and colleagues allows new hires to navigate the workplace, understand the organizational structure, and build relationships with coworkers (office tour, team introductions)
- Completion of necessary paperwork and administrative tasks includes filling out tax forms, providing personal information, and signing employment contracts (W-4, I-9, non-disclosure agreements)
On-the-job vs off-the-job training
- On-the-job training (OJT) occurs in the actual work environment provides hands-on learning experience under the supervision of experienced employees or managers
- involves observing and learning from a seasoned employee as they perform their daily tasks (sales representative, customer service agent)
- pairs a new employee with an experienced colleague who offers guidance, support, and knowledge sharing (career development, skill acquisition)
- involves regular feedback and guidance from a supervisor or manager to help employees improve their performance and reach their goals (sales targets, project milestones)
- allows employees to work in different roles or departments to gain a broader understanding of the organization and develop new skills (cross-functional teams, temporary assignments)
- is conducted outside the normal work setting focuses on developing specific skills or knowledge often delivered by external trainers or educational institutions
- involves structured lessons, lectures, and discussions in a traditional learning environment (leadership development programs, technical courses)
- and are short, intensive training sessions that focus on specific topics or skills (time management, effective communication)
- Simulations and exercises allow employees to practice skills and decision-making in a safe, controlled environment (customer service scenarios, emergency response drills)
- E-learning courses are self-paced, online modules that cover a wide range of topics and can be accessed at any time (compliance training, software tutorials)
Types of technology-based training
- E-learning delivers training through online courses and modules allows for self-paced learning accessible anytime, anywhere with an internet connection (learning management systems, MOOCs)
- (VR) and (AR) create immersive learning experiences by simulating real-world scenarios and environments particularly useful for safety and technical skills training (flight simulators, equipment operation)
- incorporates game-like elements into training such as points, badges, and leaderboards to engage and motivate learners encourages friendly competition and knowledge retention (sales training, product knowledge quizzes)
- () delivers training through mobile devices, such as smartphones and tablets often in the form of : short, focused lessons or modules ideal for just-in-time learning and reinforcement (product updates, sales tips)
- and enable live, interactive training sessions conducted online allows for remote participation and collaboration cost-effective alternative to in-person training (guest speakers, team training sessions)
Training Program Development and Evaluation
- identifies gaps between current and desired performance levels to determine training requirements and priorities
- involves creating effective learning experiences by developing clear , selecting appropriate content and delivery methods, and designing engaging activities
- guide the development of training programs by considering factors such as learner motivation, prior experience, and practical application (self-directed learning, problem-centered approach)
- focuses on ensuring that skills and knowledge acquired during training are applied effectively in the workplace
- integrates training and development initiatives with ongoing feedback and goal-setting to improve employee and organizational performance
- measures the financial benefits of training programs in relation to their costs, helping organizations justify and optimize their training investments
Key Terms to Review (37)
Adult Learning Principles: Adult learning principles refer to the unique characteristics and preferences that guide how adults approach and engage in the learning process. These principles are crucial considerations in the context of employee training and development, as they help ensure the effectiveness and relevance of learning programs for adult learners.
Apprenticeship: Apprenticeship is a training model where individuals learn occupational skills through a structured program that combines on-the-job training with classroom instruction. Apprentices are employed and receive compensation while they acquire the specific skills and knowledge of their chosen profession.
Augmented Reality: Augmented reality (AR) is a technology that overlays digital information, such as images, 3D models, or animations, onto the user's view of the physical world, creating an enhanced or 'augmented' experience. This technology blends the virtual and real environments, allowing users to interact with both digital and physical elements simultaneously.
Bank of America: Bank of America is a multinational investment bank and financial services company that offers a wide range of banking, investing, asset management, and other financial and risk management products and services. In the context of employee training and development, it represents how large corporations invest in programs to enhance their workforce's skills and competencies.
Classroom-Based Training: Classroom-based training is a traditional form of employee training where the instruction takes place in a physical classroom setting. This approach involves a structured curriculum, face-to-face interaction between the trainer and trainees, and the use of various teaching methods to impart knowledge and skills to the participants.
Coaching: Coaching is a collaborative process in which a coach works with an employee to help them improve their performance, develop their skills, and achieve their professional goals. It involves providing guidance, feedback, and support to empower the employee to take ownership of their development and reach their full potential.
E-Learning: e-Learning refers to the use of electronic technologies and digital media for teaching and learning. It encompasses a wide range of online educational tools and platforms that enable remote, technology-mediated instruction and training.
Gamification: Gamification is the application of game-design elements and principles in non-game contexts to engage and motivate people to achieve their goals. It involves incorporating game-like features, such as scoring systems, levels, challenges, and rewards, into various aspects of an organization or individual's life to enhance engagement, productivity, and overall experience.
Instructional Design: Instructional design is the systematic process of developing educational and training programs in a consistent and effective manner. It involves the analysis, design, development, implementation, and evaluation of instructional materials to enhance learning and performance.
Job rotation: Job rotation is a method used in employee training and development where employees are moved between two or more jobs in a planned manner. The process helps employees gain a variety of skills and experiences, enhancing their motivation and reducing job monotony.
Job Rotation: Job rotation is a personnel management strategy where employees systematically move between different jobs or tasks within an organization. This practice is often used to enhance employee development, increase cross-functional knowledge, and prevent boredom or burnout.
Job shadowing: Job shadowing is a training and learning process where an individual observes a professional in their work environment to gain insights into their role, responsibilities, and workplace culture. This practice is beneficial for both employees and employers, as it fosters skill development, career exploration, and a deeper understanding of specific job functions. Job shadowing can enhance onboarding experiences and facilitate knowledge transfer within organizations.
Learning Objectives: Learning objectives are clear, concise statements that describe the intended outcomes of a learning experience. They outline what the learner should be able to know, do, or demonstrate by the end of a lesson, course, or program. Learning objectives are essential for effective teaching and learning, as they provide a roadmap for both the instructor and the student.
M-Learning: m-Learning, or mobile learning, is the use of mobile devices such as smartphones, tablets, and laptops to facilitate and enhance the learning process. It allows learners to access educational content, participate in learning activities, and collaborate with others anytime and anywhere, taking advantage of the portability and connectivity of mobile technologies.
Mentoring: Mentoring is a professional relationship in which an experienced or more knowledgeable individual (the mentor) provides guidance, support, and advice to a less experienced or younger individual (the mentee) to help them develop their skills, knowledge, and career. It is a crucial aspect of employee training and development, as well as the cultivation of interpersonal skills for professional success.
Merrill Lynch: Merrill Lynch is a wealth management division of Bank of America, offering financial planning, investment advice, and other financial services to individuals, businesses, and organizations. Its role in employee training and development primarily revolves around providing financial education and resources for corporate clients to manage their human resources effectively.
Micro-learning: Micro-learning is a learning approach that delivers content in small, focused bursts, typically lasting between 3-15 minutes. It is designed to provide just-in-time, on-demand learning that is easily digestible and can be accessed conveniently by employees.
Mobile Learning: Mobile learning refers to the use of mobile technologies, such as smartphones, tablets, and laptops, to facilitate and enhance the learning process. It allows learners to access educational content, engage in learning activities, and collaborate with peers and instructors anytime, anywhere, providing a flexible and personalized learning experience.
Needs Assessment: A needs assessment is a systematic process of gathering information about an individual's or organization's needs or gaps in knowledge, skills, or capabilities. It is a critical step in the employee training and development process, as it helps identify the specific areas where training and development interventions are required.
Off-the-Job Training: Off-the-job training refers to the training and development activities that take place outside of an employee's normal work environment. This type of training is designed to provide employees with new skills, knowledge, and behaviors that can be applied back on the job.
On-the-Job Training: On-the-job training (OJT) is a method of teaching employees how to perform their job duties through hands-on experience in the actual work environment. It involves learning new skills and applying them directly in the workplace under the guidance of experienced workers or supervisors.
Orientation: Orientation is the process of introducing new employees to an organization's policies, procedures, culture, and their specific job duties. It aims to equip them with the necessary information and skills to start their job effectively.
Orientation: Orientation is the process of introducing and familiarizing new employees with the organization, its culture, policies, and expectations. It helps employees understand their role, responsibilities, and how they fit into the larger organizational structure.
Performance Management: Performance management is the continuous process of identifying, measuring, and developing the performance of individuals and teams to achieve organizational goals. It involves aligning employee efforts and behaviors with the strategic objectives of the organization, and providing feedback and support to enhance their productivity and growth.
Programmed instruction: Programmed instruction is a method used in employee training and development that delivers educational content in small, manageable units, followed by feedback on performance. It allows learners to proceed through material at their own pace, ensuring comprehension before moving on to more complex topics.
Return on Investment (ROI): Return on Investment (ROI) is a financial metric that measures the profitability or efficiency of an investment. It quantifies the amount of return or benefit an organization receives in proportion to the investment's cost, helping to evaluate the viability and impact of various initiatives, including employee training and development programs.
Role-playing: Role-playing is a training technique where individuals act out specific roles in a controlled environment to enhance their skills and understanding of various scenarios. This interactive approach promotes experiential learning, allowing participants to practice problem-solving and communication in realistic situations. It can also foster empathy and perspective-taking by encouraging individuals to view situations from different viewpoints.
Seminars: Seminars are structured group discussions or presentations focused on a specific topic, often used as a method for employee training and development. They provide an interactive platform for participants to learn, share ideas, and engage in meaningful dialogue, enhancing their understanding of the subject matter. Seminars can vary in format, including lectures, workshops, or collaborative activities, and are essential for fostering professional growth and knowledge sharing among employees.
Simulation: In the context of employee training and development, simulation is a technique that creates a realistic model of the workplace to allow employees to practice skills and make decisions in a risk-free environment. It uses virtual scenarios that mimic real-life challenges without the real-world consequences.
Simulations: Simulations are interactive, practical experiences that mimic real-world processes or scenarios, allowing individuals to practice skills and make decisions in a controlled environment. They are crucial in employee training and development, providing hands-on learning that enhances understanding and retention of information. By replicating real-life situations, simulations help employees improve their performance, problem-solving abilities, and critical thinking skills without the risks associated with actual operations.
Training and development: Training and development involve the continuous effort to enhance the performance and skills of employees within an organization. It includes a range of activities from formal education and job experiences to relationships and assessments of personality and abilities.
Transfer of Training: Transfer of training refers to the extent to which the knowledge, skills, and abilities gained from one training program or context can be applied and utilized effectively in a different setting or task. It is a crucial concept in the field of employee training and development, as it determines the long-term impact and real-world application of the training provided.
Union Pacific Railroad: The Union Pacific Railroad is a leading freight hauling railroad that operates in the Western United States, offering extensive training and development programs for its employees to ensure efficient and safe operations. It plays a critical role in the transportation sector by providing goods movement services and also focuses on enhancing labor relations through its human resources practices.
Video Conferencing: Video conferencing is a real-time, interactive communication technology that allows people in different locations to see, hear, and interact with each other through the use of cameras, microphones, and display devices. This technology has become increasingly important in the context of employee training and development, enabling remote collaboration and knowledge sharing across geographically dispersed teams.
Virtual Reality: Virtual reality (VR) is a simulated experience that can replicate physical presence in real or imagined environments, allowing the user to interact with 3D worlds in a seemingly physical way. It is a technology that has the potential to revolutionize various industries, including employee training and development.
Webinars: Webinars are online seminars or presentations that allow participants to attend and engage remotely through the internet. They are a valuable tool for employee training and development, enabling organizations to deliver educational content, share knowledge, and facilitate interactive learning experiences across distributed teams or locations.
Workshops: Workshops are interactive training sessions designed to enhance employee skills, knowledge, and performance in specific areas. They provide hands-on learning experiences that encourage collaboration, problem-solving, and practical application of concepts. By focusing on real-world scenarios and engaging participants in active discussions, workshops serve as an effective tool for both employee development and motivation.