Any business that wants to equip its employees with the tools they need for success will take the time to offer training at various points of a worker’s employment. However, the fact remains that not all job training is created equal. Some training programs simply work better than others, as is evidenced in the fact that some businesses have significantly higher turnover rates than others. Essentially, the definition of training is unlocking potential through tracked and measured knowledge sharing.

So, just what separates great training from your “typical” training? There are quite a few things. For starters, companies that offer average or even below-average training will typically define training in terms of first-day training, or the training new employees receive to “show them the ropes” once they’re hired. Unfortunately, sometimes onboarding training simply isn’t enough to ensure an employee’s long-term success and happiness within the company. Sometimes it is enough. If a company is small enough and everyone has the opportunity to create their own role and find the best practices, running new employees through the basics is a great way to start a training program.

These days, upper-echelon training companies see the definition of training not just as onboarding training, but ongoing training throughout each worker’s time with the company. Once the basics are covered, ongoing training may inform employees on product updates, ways of improving current skills, or other useful tips from more seasoned employees have found success with. Quality training should adapt and evolve not just with the company, but with the industry as well. This allows workers to possess the skills and knowledge they need to perform their jobs to the best of their abilities—all the while, keeping your company competitive and successful in the market.

What kind of training do you currently offer your employees? Do you go above and beyond the typical onboarding training to equip your workers with the tools they need to really succeed?

Definition of training in HRM

When it comes to the task of trying to define employee training in terms of how it relates to human resource management (HRM), there’s a lot to consider. In other words, how exactly does a company with a consistent and carefully planned-out training program benefit in terms of its HRM?

For starters, thorough training provided to each employee will lead to greater consistency in operations overall. Since all employees will receive the same training, they should theoretically all be on the same page, so to speak, when it comes to carrying out company policies and procedures. Without training, employees are left to figure out their own “best way” of doing things, which could differ greatly from the official company policy. The end result is a lack of consistency in your operations which ultimately affects your efficiency and quality of your services or products.

In addition to providing better consistency and performance among your employees, solid training programs also leave your employees feeling more confident in their abilities when it comes to performing their jobs. As a result, they are able to better perform, provide your customers with excellent service, and make your customers happy. In the long-term, this results in greater profits and a better reputation for your company, which is a win-win.

And just think, your company can enjoy all of these HRM-related benefits with just a little fine-tuning of your employee training programs.

Define job training

What, exactly, is the point of having a job training program? Why can’t we just have our employees figure things out as they go or learn from other workers who already have things figured out? Well, there are a number of reasons as to why this is a bad idea. For starters, without a quality training program, you could very well be putting your employees’ safety at risk, which in turn puts your business at risk. After all, most businesses have safety hazards that employees need to be trained on avoiding.

For example, let’s say you run a retail store that has a cardboard baler in the back room; employees who work on unloading inventory trucks are expected to operate the baler—but what if they’ve never been formally trained on how to use it? You’re just asking for a serious injury to occur.

Aside from keeping your employees safe (and testing them as part of training to make sure they’re familiar with company policies), training also allows your employees to reach their full potential. By providing them with the knowledge and information they need to succeed, your workers will confidently perform their jobs and allow their own unique skills and strengths to shine through. That is a big part of the definition of job training.

Define training program

So, what is the definition of a training program? Does it mean simply holding training meetings when the need arises? Not exactly. A successful training program should be well-thought-out and planned ahead of time, and executed at precise intervals. For example, there may be training meetings before the store opens every other week, in addition to more in-depth monthly training for specific products or changes in procedure. Every few months, employees may even be required to take and pass tests to remain certified in certain areas of their jobs.

What is the purpose of these kinds of planned and consistent training programs? Basically, consistent training has been shown to help managers and supervisors ensure that all employees are on the same page and up-to-speed at various points of their employment. Furthermore, when you have a standard schedule of training for each member of a training class, you can easily track and measure across classes to figure out which employees might be struggling and which ones seem to be ahead of the curve. As a result, you and your other members of your management team can better allocate your resources to those who need a little help.

Define training and development

Now that you have a better idea of what it means to train your employees, it’s time to consider the definition of training and development in HRM. Training and development certainly go hand-in-hand in a lot of ways. In a sense, you can’t have one without the other. In order for a person to truly develop as a worker, he or she needs to have quality training from superiors.

This is where it’s important to understand the difference between onboarding training and development training. With onboarding, most employees get the bare minimum of training to begin performing their jobs. However, if you’re going to expect your employees to grow in any way, providing them with ongoing training is an absolute must. That’s the definition of training and development: giving them the tools they need to get started with your company, but then continuing to provide them with resources, new tools, and support to learn and grow.

Ultimately, a company that provides its workers with consistent, regular training and development they need will have more consistent and efficient workers. Yes, it will take some time to develop and implement such a training program, but it will pay off many times over in the long run.

Employee training and development

Going off the definition of training and development, let’s take a look at a typical hiring scenario. You hire an employee to fill a specific role in your company (let’s say a starting position as a cashier). You provide your employee with the necessary onboarding training he or she needs to understand what your business is all about and what basics he or she will need to perform the job of a cashier.

As the weeks pass by, however, you begin to notice that the employee you hired to be a cashier is displaying many of the traits you like to see in a sales team member. With the right training across the board, you can consider that worker for an internal promotion, rather than having to go through the process of onboarding another new employee. In other words, training and development is about giving your workers the tools they need to fit into different roles within your company. At the same time, you save the time and money required to go through another interviewing and hiring process because you’re able to simply promote from within.

Importance of training and development

There’s simply no denying the importance of training and development, regardless of what industry your business operates in. You may find yourself wondering why you should consider instating a training and development program when things seem to be going pretty smoothly within your business as it is. Well, things may be going great now, but as your company inevitably grows, you will need to hire new employees to fill more positions. The larger your company becomes, the more challenging it is to make sure that all of your workers are on the same page.

As a result, you have inconsistencies within your operations, employee dissatisfaction, and even heightened turnover rates. On the other hand, if you take the time to develop and implement a sound training program that includes both individual and group training, you can enjoy the opposite effect: greater retention rates (which save you time and money) and greater output from your employees overall. After all, when employees feel like they’re valued and that they’re truly growing and learning at a company, they’re going to have higher levels of job satisfaction and will be much more likely to stick around for the long-term as a result as well.

Training and development process

Of course, coming up with a training and development process that a company can implement for all of its current and future employees can be easier said than done. Many business managers and supervisors find that, when it comes time to sit down and draw up a development plan, they’re not sure where to start. Well, this is where working with a company that specializes in human resource training and development can be helpful.

However, there are also some great starting points that can be used when developing a training program for just about any company within any industry. For starters, managers should sit down and come up with a list of different milestones employees should be expected to reach at various points in their time with the company.

From there, managers should ask themselves, “how can we provide these employees with the tools and resources they need to meet these milestones?” Do these employees need one-on-one training for some aspects, or would group training be more beneficial (and cost-saving) for other aspects? These are just some considerations to get the conversation started when developing a training program for any business, but they’re usually a pretty helpful starting point nonetheless.

Employee development definition

So what’s an employee development definition we can all agree on? Perhaps we can come to a collaborative agreement that the idea of employee development is that it should never stop. Whether your employee has been working at your company for 10 days or 10 years, there should always be something new to learn and some new way to grow. If you keep that mentality and develop training around that mentality, your employees will find that they enjoy their jobs more because they constantly feel not only appreciated, but challenged in their roles.

Even when you have an employee who’s been around for many years and seems to know all the ropes, you can always pair him or her with a new employee as a “mentor.” This can be a great way to help the new employee grow while also teaching the more experienced employee some valuable lessons in the meantime. Plus, many employees will greatly value the experience of being asked to be a mentor in the first place, so it’s a win-win.

If you’re ready to apply the definition of training to your team, we can help. Click here to see how.