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DAR ES SALAAM COLLEGE OF HOTEL AND BUSINESS

STUDIES

DBM&A

HUMAN RESOURCES TRAINING AND DEVELOPMENT

Lecture 1

INTRODUCTION:

Human resources development has in recent years become the focus of attention to

planners, policy- makers and administrators. Human resources development may be

defined as the process of increasing knowledge, skills and capacities of people.

It is important not only for an enterprise but for a nation to develop its HR. A country

can develop only when its HR are developed though health, nutrition, education,

training and research. At the enterprise level, employee training and executive

development are main areas or HR development.

THE CONCEPT OF TRAINING:

Training is the process of increasing the knowledge and skills for doing a particular

job. It is an organized procedure by which people learn knowledge and skills for a

definite purpose. The purpose of training is basically to bridge the gap between job

requirements and present competence of an employee. Training is aimed to improving

the behavior and performance of a person. It is never ending is a continuous process.

Training is closely related with education and development but needs to be

differentiated from these terms.

TRAINING AND EDUCATION.

Training-is any process by which the aptitudes, skills and abilities of

employees to perform specific jobs are increased.

Education-is the process of increasing the general knowledge and understanding of

employees. Thus, education is wider in scope and more general in purpose than

training. Training is job-oriented or occupational having an immediate utilitarian

objective and major burden of training falls upon the employers.

Training is a vocational whereas education is general and major burden of education

falls on the government. Education is person-oriented while training is job-oriented.

Training is essentially practical consisting of knowledge and skills required to perform

specific tasks. On the contrary, education is theoretical consisting of concepts aimed at

stimulating analytical and creative faculties of an individual.

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Comparison between Education and Training

Points of comparison Education Training

1. Content and

scope

Broad and general Narrow and specific-job

related.

2. Nature Pure and theoretical Applied and practical.

3. Duration Long duration e.g. (4, 7, 10

years etc.)

Short duration (1, 2,3 or 4

years).

4. Results Delayed and in apparent Quick and apparent.

Education generally refers to formal instruction in a school or college, whereas

training is often imparted at the work-place. However, it is difficult in practice to

differentiate between education and training because in many cases both of them

occur simultaneously.

There is some education in all training and in all education there some is some

training. The two ere complementary and both involve development talent and human

potential.

TRAINING AND DEVELOPMENT.

Employee training is distinct from management development. Training is a short-term

process utilizing a systematic and organized procedure by which on-managerial

personnel learn technical knowledge and skills for a definite purpose. It refers to

instructions in technical and mechanical operations like operation of machine. It is

designed primarily for non-managers. It is for a short duration and for a specific job-

related purpose.

On the other hand, development is a long-term education process utilizing a

systematic and organized procedure by which managerial personnel learn conceptual

and theoretical knowledge for general purpose. It involves philosophical and

theoretical educational concepts and it is designed for managers. It involves broader

education for long-term development. In the word of Campbell, “training courses are

typically designed for a short- term, stated set purpose, such as the operation of some

piece (s) of machinery while development involves a broader education for long term

purposes.

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Training involves helping individual learn how to perform hi/her present

satisfactorily. Development involves preparing the individual for a future job and

growth of the individual in all respects. Development complements training because

human resources can exert their full potential only when the learning process goes far

beyond simple routine.

Training and Development Comparison

Point of distinction Training Development

1. Contents Technical and mechanical Conceptual philosophical

concepts.

operation

2. Participants Non- managerial personnel Managerial personnel

3. Time period Short-term one short affair Long-term continuous

process

4. Purpose Specific, job related skills Total personality

5. Initiative From management—external From individual himself---

internal

motivation motivation

6. Nature of the process Reactive process--- to meet Proactive process---to meet

future

current need needs.

NEEDS FOR TRAINING:

Training required on account of the following reasons.

1. Job requirement. Employee selected for job might lack the qualifications

required to perform the job effectively. So that new and inexperienced

employees require detailed instructions for effective performance on the job.

2. Technological. Technology is changing very Fast. Now automation and

mechanization are being increasingly applied is every offices and service

sector around the world.

3. Organizational Viability. In order to survive and grow, organization must

continually adapt itself to changing environment in order to face international

competition.

4. Internal mobility. Training becomes necessary when an employee moves

from job to another due to promotion and transfer. Employees chosen for

higher level jobs need to be trained before they are asked to perform the higher

responsibilities.

Thank you for listening me;

By Tutor: J. Kasika

Josephkasika@rocketmail.com

Mob: +255 0717 410 811

Note: Advancing Knowledge, Creating Futures