Training & Development Recommendations
While some would like to believe training and development are one in the same, they would be wrong. This is where a lot of organizations fall short of preparing their employees to be successful. Training prepares the workforce for whatever current position they hold with their employers. It is a requirement. Development on the other hand prepares the workforce for changes which will occur in the future and is strictly voluntary. In essence, training should be the short-term goal of an organization, while developing their employees should be the long-term focus.
Therefore, any employee training and development programs must include both training as well as development in order to be successful. Both training and development programs should be created following the same process in order to be effective: (1) assessing needs, (2) creating a positive environment, (3) ensuring employees’ readiness, (4) identifying the objectives, (5) choosing a combination of activities which will help achieve the objectives, and (6) ensuring that the work environment supports the activities and use of skills and experiences acquired.
Instead of establishing a Training and Development Department, there will be organizations that are looking to improve the effectiveness of their current T&D Departments. Words of advice: get rid of unnecessary training and/or development programs. Get rid of glass ceilings in all forms which foster negative organizational cultures and declining morale.
There are two topics which should always be a part of any training and development curriculum, diversity and safety. First and foremost, an organization must provide for the safety of their employees and allow their employees the ability to point out unsafe conditions without fear of retaliation. Secondly, an organization must promote diversity. The U.S. continues to become more of a melting pot and employees will need to understand how this...