The Strategic Importance of Training and Development in Human Resources

Introduction 

Effective Human Resource Management is essential for fostering a capable and motivated workforce within any organization. A critical component of this process is Training and Development, which serves to equip employees with the necessary skills, knowledge, and competencies to contribute meaningfully to the achievement of organizational goals. This blog delves into the significance of training and development within HR management, highlighting its role in enhancing employee performance, promoting career growth, and driving overall organizational success.

What is Training and Development?

Training and development are vital part of the Human Resource Management. It denotes to an organization’s continuous efforts to boost its employee’s productivity. It pertains to pushing an employee to learn new skills and develop them for better roles in the organization.

According to the Michel Armstrong M (2001) Training is systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.

Training typically focuses on improving specific skills for an individual’s current job, while development is aimed at preparing employees for future roles and responsibilities (Noe, 2017).

The Importance of Training, Development, and Education in Improving Organizational Performance

Training, development, and education are continuous processes that play a vital role across all sectors. These initiatives are integral to organizational growth and are typically designed and implemented by the Human Resources Department to improve overall performance and productivity.

Organizations that consistently invest in corporate training programs tend to achieve higher profitability and foster greater employee engagement. These programs not only enhance individual capabilities but also contribute to organizational resilience by minimizing the costs associated with employee turnover.

Moreover, organizations that actively invest in developing their workforce and prioritize employee growth are more likely to attract top talent and maintain long-term sustainability. By cultivating employee skills and promoting a culture of continuous learning, such organizations position themselves as desirable employers in a competitive market.

The Significance and Role of Workplace Training

Training primarily focuses on equipping employees with the necessary knowledge and skills to perform the specific tasks and responsibilities associated with their roles. Through structured training programs, organizations can ensure that employees understand how to effectively carry out their duties, thereby improving both individual and organizational performance.

Each employee is responsible for a unique set of tasks, and training plays a crucial role in enhancing their technical knowledge and developing new skills relevant to their job functions. This not only enables employees to execute their responsibilities more effectively and efficiently but also contributes to overall operational excellence.

Training is essential for both new and existing employees. For new hires, it serves as an introduction to their roles and helps them acclimate to the organizational environment. For current employees, it provides opportunities to refresh and expand their job-related knowledge and competencies, fostering continuous improvement and professional development.

Comprehending Employee Development and Its Strategic Significance

Development differs from training in that it represents a more advanced and holistic approach to employee growth. While training is often task-specific, development focuses on enhancing the personal and professional skills of employees, preparing them not only for their current roles but also for future responsibilities within the organization.

Employee development aims to foster well-rounded growth by strengthening a wide range of competencies, including technical expertise, problem-solving abilities, and decision-making skills. Through development initiatives, organizations invest in their staff's long-term potential, enabling them to adapt to evolving job demands and leadership opportunities.

By focusing on personal skill enhancement, development programs contribute to building a more capable, confident, and forward-thinking workforce an essential factor in achieving sustainable organizational success.

Levels of T&D

Difference between Training and Development

When we talk about differences between T&D, the following differences we can see 

Training	Development
Short Term plan	Long Term plan
Train to Perform the current job role	Develop to Perform the future job role
Job oriented	Carrier Oriented
Trainer is training the employees	Self-motivated
More participance	Less participance
Job associated	Trying to enhance skills

Essential Factors Highlighting the Significance of Training and Development in Organizations

Training and development offer numerous benefits to employees as well as employers. It makes the employee more productive and more beneficial to an organization. Below are several reasons why investing in training and development is essential. 

• Maximizing Employee Potential

Providing training allows organizations to refine and enhance employees' capabilities. This enables the workforce to perform at its full potential, leading to better utilization of human resources and improved organizational outcomes.

• Enhancing Performance Levels

When employees are properly trained in their job roles, they gain clarity and confidence in their tasks. This results in greater efficiency, effectiveness, and competitiveness in job performance. Training programs ensure employees are equipped with the necessary skills and knowledge to perform their jobs effectively. By bridging the gap between current and desired performance, T&D programs help employees meet the organization's expectations and improve overall performance (Kirkpatrick & Kirkpatrick, 2006).

• Increasing Productivity

Linking employees with new technologies and modern tools through training allows them to work more efficiently. This not only boosts productivity but also contributes directly to increased organizational profitability. Well-trained employees are more efficient, make fewer errors, and can adapt quickly to new technologies and processes (Lepak & Shaw, 2008)

• Fostering a Positive Work Environment

When employees understand their roles and responsibilities, they are more likely to approach their work with confidence and positivity. This positive mindset fosters a healthy and collaborative workplace culture. The business environment is constantly changing, and organizations must be able to adapt quickly to survive. Regular training ensures that employees remain up-to-date with industry trends, new technologies, and evolving job roles, thus fostering organizational adaptability (Aguinis & Kraiger, 2009).

• Promoting Job Satisfaction and Happiness

Training employees to handle challenges and resolve problems independently boosts their self-confidence and job enthusiasm. A supportive learning environment contributes to overall job satisfaction and employee happiness.

• Reducing Employee Turnover

Engaged and well-trained employees are more likely to remain committed to the organization. Training fosters a sense of belonging and appreciation, which can significantly reduce staff turnover rates. Organizations known for investing in their employees' development are more attractive to top talent. Furthermore, training and development programs foster a culture of growth, which increases employee satisfaction and reduces turnover rates (Cascio, 2014).

• Minimizing Resource Wastage

Proper training ensures that employees are equipped to use organizational resources efficiently. This leads to a significant reduction in material, time, and financial wastage.

• Decreasing the Need for Supervision

Trained employees understand how to perform their tasks independently, reducing the need for constant oversight. This allows supervisors to focus on strategic priorities rather than routine monitoring.

• Strengthening Team Cohesion

Training and development initiatives often encourage collaboration and communication among employees, helping to build a strong sense of teamwork and collective purpose.

• Supporting Personal and Professional Growth

Development programs offer employees the opportunity to broaden their knowledge and skill sets. This personal growth not only benefits the individual but also contributes to the organization’s talent pipeline.

• Enhancing Managerial and Leadership Skills

Training programs that focus on strategic thinking, planning, and problem-solving help employees develop key managerial competencies. This prepares them for leadership roles and supports succession planning.

The Importance of Training and Development for Employees

As previously discussed, Training and Development (T&D) are not only vital for organizational growth but are equally important for employees. These initiatives offer numerous benefits that support both professional and personal advancement. Below are several key reasons why T&D is essential for employees:

• To learn new things 
• To enhance their skills, 
• To enhance their knowledge
• To uplift self confidence
• To adopt every circumstance
• Open a new avenue for promotions
• Possibility of career advancement
• Job security
• Create possibility of higher rewards

The Training Process: A Structured Approach to Employee Development

The training process comprises a series of systematic steps designed to ensure the effectiveness and efficiency of a training program. Training is a structured activity aimed at enhancing the skills, attitudes, and performance of employees to meet the demands of their current job roles.

To deliver a successful training program, the following four key steps must be followed:

        • Identifying Training Needs 

The first stage of the training process is to identify the training needs within the organization. This step involves a thorough assessment of the gap between the desired performance level and the actual performance level of employees. By analyzing this discrepancy, organizations can determine specific areas where training is required to enhance employee effectiveness.

To accurately identify training needs and ensure the success of the training program, it is essential to conduct the following three types of analysis:

1. Organizational Analysis

As part of the training needs assessment, it is essential to identify the specific training requirements of the organization. This involves determining the skills, knowledge, and competencies necessary to meet both current and future business objectives.

In addition to identifying these needs, the organization must also assess whether it possesses the necessary resources and capabilities including budget, facilities, trainers, and technological infrastructure to effectively design and deliver the required training programs to its employees.

This dual assessment ensures that training initiatives are both strategically aligned and operationally feasible, thereby enhancing the likelihood of successful implementation and measurable outcomes.

2. Job Analysis

As part of this analysis, it is essential to examine the specific job duties and responsibilities of the employee for whom the training program is being designed. This involves a detailed assessment of the tasks associated with the role, the expected performance standards, and the competencies required to perform the job effectively.

By thoroughly analyzing these elements, organizations can ensure that the training program is relevant, targeted, and aligned with the actual requirements of the position, thereby enhancing both individual and organizational performance.

3. Individual Analysis

In this stage, it is important to assess the employee’s capability to effectively carry out the duties and responsibilities associated with their specific job role. This includes evaluating their current skill level, knowledge, and overall performance in relation to the expectations of the position. Additionally, it is necessary to consider the employee’s level within the organization and determine the type and extent of training required to bridge any performance gaps and support their professional development.

We have to prioritize the training needs since the organization not feasible to train its entire employees who are lack with skills. Accordingly, we can prioritize training needs by considering following points.

            a. Budget allocated for the training
            b. To whom we going to give training 
            c. Importance of the training program
            d. Skills and interest of the trainers
            e. Desires of top Management
            f. Time to be spent and other resource availability

            g. Result of Training

        • Create Exact Purposes

Once the training requirements have been clearly identified, the Human Resources Department can determine the appropriate training objectives and initiate programs aligned with organizational goals. These objectives may include closing the gap between the desired and actual performance levels of employees, addressing deficiencies revealed in previous training evaluations, or developing new skills essential for future success.

Clearly defining the training objectives enables the organization to effectively communicate its expectations to employees. It helps specify the key areas where improvement is needed, the behaviors or practices that should be enhanced or discontinued, and the overall performance outcomes the organization aims to achieve through the training program. A well-defined objective ensures focused training delivery and measurable results.

        • Design the Training

Once set of exact objectives is completed, we have to design the training program as a next step according to the established purpose. 

When design the training program, we should pay more attention on following areas.  

• Trainees 
• Trainers
• Methods to be used 
• Training level 

Also, we have to complete the action plane by including the training content, material, learning theories, instructional design, and the other training requisites.

Every firm should follow to series of steps to design an effective training program that helps the purpose for which it was intended.

        • Implementation Progression

In this phase, the Human Resources Department must decide whether the training will be conducted internally or externally. Upon selecting the venue, it is important to schedule the training sessions, coordinate with the trainer, and ensure all logistical arrangements are in place.

Throughout the program, trainees should be actively monitored to maintain engagement and assess the effectiveness of the training. The trainer must foster active participation by encouraging discussions, questions, presentations, and role-playing exercises. An effective training program provides opportunities for participants to apply and practice their newly acquired skills and knowledge.

        • Evaluation progression

The final stage of the training process involves evaluating the effectiveness of the program. This should be done immediately after the training by collecting feedback from trainees, trainers, and supervisors. Once employees return to their roles, the HR department should further assess their performance through feedback from their direct supervisors to determine if noticeable improvements have occurred.

This evaluation helps identify whether the training objectives were met and highlights any gaps or areas for improvement. If the desired outcomes are not observed, it may indicate issues in the design or delivery of the program, which can then be addressed in future sessions. Given the significant investment involved in training, this step is essential to ensure both impact and cost-effectiveness.

The methods of Training and Development

Following methods can used to train its human capital

        a. Instructor based method

        b. Online

        c. Case Studies 

Case Study: MAS holding investing in Employee Development

Overview: 

MAS Holdings stands as one of the leading apparel manufacturers in Sri Lanka, recognized for its dedication to innovation, sustainability, and the development of human resources. Employing more than 99,000 individuals across 16 countries, MAS prioritizes training and development as a fundamental aspect of its human resources strategy.

Challenge:

As MAS grew internationally and adopted new technologies in clothing production, it acknowledged the necessity to enhance the skills of its employees to remain competitive and uphold a uniform quality standard throughout its operations.

Training & Development Programs:

        a. MAS Institute of Management and Technology (MIMT):

○ MAS created its own training division, MIMT, to offer both technical and soft skill training.

○ Provides recognized diploma and certificate programs in fields such as apparel technology, leadership, and quality assurance.

        b. Leadership Development:

○ MAS focuses on cultivating future leaders by implementing tailored leadership development initiatives.

○ The 'Emerging Leaders Program' focuses on high-potential employees, providing them with essential strategic thinking and management skills.

        c. Technical Skill Development:

○ Implementation of on-the-job training (OJT) programs for machine operators and technicians.

○ An ongoing learning strategy utilizing job rotation and mentorship.

        d. E-Learning Platforms:

○ Digital learning platforms launched during the pandemic to facilitate remote education. 

○ Blended learning approaches now integrate in-person instruction, mobile learning, and online modules.

        e. Programs for Inclusive Learning

○ Emphasis on empowering women and fostering their advancement into leadership positions 

○ Training initiatives designed for individuals with disabilities as a component of their diversity strategy.

Outcomes:

        a. Enhanced retention of top performers.

        b. Enhanced efficiency and improved product quality.

        c. A robust leadership development framework and opportunities for internal advancement.

        d. Acknowledgment as a leading employer in the area along with multiple HR accolades.

Main Insight:

MAS Holdings demonstrates that investing strategically in training and development yields measurable business outcomes, fosters employee loyalty, and promotes sustainable growth. Their example underscores the significance of aligning training initiatives with organizational objectives and customizing them to meet the varied needs of employees.

Conclusion

Employee training and development are essential for individual advancement and the overall success of an organization. By committing resources to T&D initiatives, companies can improve performance, boost productivity, attract and retain high-caliber talent, and cultivate a more flexible workforce. For employees, T&D provides pathways for career growth, enhances job satisfaction, and fosters greater self-assurance. As the business environment evolves, organizations that emphasize training and development will be more prepared to adapt to changes and maintain a competitive edge in their sectors.

Reference

ebooks.inflibnet.ac.in. (n.d.). Training and Development – Development of Management Thoughts,Principles and Types. [online] Available at: https://ebooks.inflibnet.ac.in/hrmp02/chapter/training-and-development/.

Aguinis, H. and Kraiger, K., 2009. Talent management: A critical review. Journal of Management, 35(6), pp. 1347-1372.

Cascio, W. F., 2014. Managing human resources: Productivity, quality of work life, profits. 9th ed. New York: McGraw-Hill Education.

Kirkpatrick, D. L. and Kirkpatrick, J. D., 2006. Evaluating training programs: The four levels. 3rd ed. San Francisco: Berrett-Koehler Publishers.

Lepak, D. P. and Shaw, J. D., 2008. Strategic HRM in a networked world. Organization Science, 19(4), pp. 602-618.

Noe, R. A., 2017. Employee training and development. 7th ed. New York: McGraw-Hill Education.

Youtu.be. (2025). Available at: https://youtu.be/qBQqR_DBwlo?si=0hofd2x4ilE4Fnrb [Accessed 24 Apr. 2025].

MAS Holdings (2019). Executive Development Programme Launch | MAS Holdings. [online] YouTube. Available at: https://www.youtube.com/watch?v=PwqfGn32Y-Y [Accessed 24 Apr. 2025].