Training and Development  is the heart of a continuous effort designed to improve employee competency and organizational performance. Training- provides learners with the knowledge and skills need for their job and  Development- goes beyond the job and has more long term focus.

In addition to Training and Development, HRD involves career planning, development activities, organization development, and performance appraisals.

Training - Designed to provide learners with the knowledge and skills needed for their present jobs – formal and informal.

Development - Involves learning that goes beyond today's job – more long-term focus.

Key factors of training and development is to increasing a person education level increases productivity.

Learning Organization – firms that recognize critical importance of continuous performance-related training and development an take appropriate action.

Factors Influencing Training and Development

a. Top management support

b. Commitment from specialists and generalists

c. Technological advances

d. Organizational complexity

e. Learning style

Top management support – need their support for the T&D to be successful

Commitment from specialists and generalists- need commitment from line managers and the like

Technological advances- changes the need for different types of training. For example, the Internet strong influence the way recruiters find people

Organizational complexity- interactions between people has become more complicated

Learning styles- best time to learn is when the learning will be useful. The Internet has impacted the way training is delivered

Training and Development Methods

1. Classroom Programs

2. Mentoring

3. Coaching

4. Role Playing

5. Simulations

6. Distance Learning and Videoconferencing

7. E-learning

8. On-the-Job Training

9. Job Rotation

10. Internships