Training is a critical organizational intervention aimed at enhancing the knowledge, skills, and attitudes of employees to improve job performance and achieve organizational goals. It increases commitment, flexibility, morale, and overall competence within the workforce while also addressing job requirements and adapting to changes. Training differs from education in its focus on practical skills and immediate applications rather than broad knowledge enhancement.

2. Training
• “learning as a way of being is a mentality. It is
foundational to all efforts to enhance the learning
of managerial leaders.”
• Training as an organizational intervention may be
defined as well as thought of set activities aimed
to facilitate learning of knowledge, attitude, and
skills among its people in the organization to
improve their current job performance and
contribution to the achievement of organizational
goals.

3. Training
• There is no doubt that management through its human
resource management unit will always plan, design,
and implement training programs for its rank-and-file,
supervisory and managerial people based on any or a
combination of these perceived importance of training.
• “training is a short term process utilizing a systematic
and organized procedure by which non-managerial
personnel learn technical knowledge and skills for a
definite purpose.
• Training is organizational planned effort to change the
behavior or attitudes of employees so that they can
perform jobs on acceptable standards.

4. Importance of training
Increase organizational commitment.
Improve job performance.
Contributes to flexibility to adapt to changing
internal and external factors.
Develops interpersonal skills.
Creates an interesting and challenging
environment.
Heightens employee morale.
Increase knowledge and awareness of the total
environment.

5. Importance of training
Helps achieve overall organizational
objectives.
Helps retain a competent and efficient
workforce.
Develops creativity and problems solving
skills.
Helps improve and acquire technical skills.

6. Needs of training
Job requirements employees selected for a job
might lack the qualification required for a job
effectively. New and experienced employees
require detailed instruction for effective
performance on the job.
Remedial training must be given to some
employees who are new to the organization
Technological changes
Organizational Viability
Internal mobility

7. How training is related to
development and education?
 Training can be introduced simply as a process of
assisting a person for enhancing his efficiency and
effectiveness to a particular work area by getting more
knowledge and practices. Also training is important to
establish specific skills, abilities and knowledge to an
employee.
 Training is different form education; particularly formal
education. The education is concerned mainly with
enhancement of knowledge, but the aims of training
are increasing knowledge while changing attitudes and
competences in good manner.

8. How training is related to
development and education?
 Basically the education is formulated with in the
framework and to syllabus, but the training is not
formed in to the frame and as well as syllabus. It may
differ from one employee to another, one group to
another
 In the field of Human Resources Management, Training
and Development is the field concern with
organizational activities which are aimed to bettering
individual and group performances in organizational
settings. Training is really developing employees’
capacities through learning and practicing.

9. Training and Development is the framework
for helping employees to develop their
personal and organizational skills, knowledge,
and abilities. The focus of all aspects of
Human Resource Development is on
developing the most superior workforce so
that the organization and individual
employees can accomplish their work goals in
service to customers.
How training is related to
development and education?