"Training and development involve improving the effectiveness of organizations and the individuals and teams within them."
The programs and initiatives that organizations use to develop and improve the skills and knowledge of their employees.
Adult learning theory: This explores how adults learn differently from children and how trainers can design effective learning experiences to meet their needs.
Needs analysis: This involves identifying the areas where employees need training and identifying the gap between current and desired performance levels.
Training design and development: This is the process of developing training programs, activities, materials, and resources that meet the identified training needs and objectives.
Instructional design: This is a systematic approach to developing training programs that follow a set of design principles, including assessment, design, development, implementation, and evaluation.
Learning management systems (LMS): This refers to software applications that allow training professionals to manage, organize, and deliver training content and track learner progress.
Evaluation and measurement: This involves measuring the effectiveness of training programs, using various techniques such as pre- and post-tests, surveys, and observation.
Performance management: This involves managing and enhancing employee performance, setting clear expectations, and providing feedback and coaching to improve performance.
Talent management: This refers to the process of attracting, developing, and retaining talented employees within an organization.
Leadership development: This involves developing the knowledge, skills, and abilities of leaders within an organization to enable them to effectively lead and manage employees.
Diversity, equity, and inclusion (DEI): This is the practice of creating a workplace culture that values and respects individual differences, and supports employees from diverse backgrounds.
Onboarding: This refers to the process of integrating new hires into an organization and providing them with the knowledge and skills required to become productive and successful employees.
Change management: This involves managing and navigating organizational change initiatives, and supporting employees through these changes.
Coaching and mentoring: This involves supporting employees through one-on-one coaching and mentoring to help them develop their skills, knowledge, and abilities.
Career development: This is the process of helping employees plan and achieve their career goals within an organization.
Psychology of learning: This explores the cognitive and behavioral processes underlying human learning, and how to apply this knowledge to develop effective training programs.
On-the-job training: Practical training that takes place in the workplace to acquire the knowledge, skills, and abilities to perform specific tasks in the job.
Classroom training: This is instructor-led training delivered in a classroom setting, which can include lectures, discussions, and hands-on activities.
Online training: Online training generally involves e-learning modules, webinars, and interactive sessions that allow employees to learn at their own pace.
Simulations: A computer-based training technique that helps employees develop skills and problem-solving abilities in a real-world environment.
Role-playing: A training technique where employees act out scenarios to learn how to handle certain situations effectively.
Mentoring: A senior employee guides and supports a junior employee in learning new skills, competencies, and values.
Coaching: Coaching involves a one-on-one interaction between an employee and a coach to help the employee achieve specific goals or overcome challenges.
Job shadowing: Learning through observation by closely observing a more experienced employee performing their job.
Cross-training: This is when employees develop skills in areas outside their current job responsibilities, which can improve their overall effectiveness.
Conferences and workshops: Attending seminars, conferences, and workshops can provide employees an opportunity to learn from industry experts and network with their peers.
Job rotations: Employees are rotated across multiple functions within an organization to gain exposure to diverse skill sets and business operations.
Team-building activities: These activities can help employees develop their inter-personal relationships, communication skills, and collaborate effectively in groups.
Diversity and sensitivity training: Training that builds awareness, skills, and attitudes that promote diversity and inclusivity in the workplace.
Leadership development: A training program designed to cultivate leadership qualities and skills to manage and motivate employees.
Succession planning: Developing employees with the potential to advance to higher positions in the organization as part of a long-term plan.
Executive coaching: One-one executive coaching is a customized development process in which an experienced coach works with an executive to enhance leadership and behavioral qualities to achieve better outcomes.
Management development: Provides training to managers in interpersonal communication, leadership techniques and performance management.
Performance enhancement training: The cultivation of employee performance to raise performance levels within the company.
Soft skills training: Training that helps build emotional intelligence, critical thinking, and communication capabilities.
Safety and compliance training: Training intended for employees to learn best practices in compliance and safety procedures.
"Training may be viewed as related to immediate changes in organizational effectiveness via organized instruction, while development is related to the progress of longer-term organizational and employee goals."
"While training and development technically have differing definitions, the two are oftentimes used interchangeably and/or together."
"Training and development have historically been topics within adult education and applied psychology."
"Training and development have within the last two decades become closely associated with human resources management, talent management, human resources development, instructional design, human factors, and knowledge management."