Training and Development is broadly defined as professional development.
An activity of a technical nature, that falls within the guidelines, and enhances or broadens professional knowledge is deemed a Training and Development activity. This can include ‘soft’ skills such as software training (where needed to facilitate your role), management training, etc.
Human Resource Management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organisational settings. It has been known by several names, including human resource development, and learning and development.
Training and development (T&D) encompasses three main activities: training, education, and development. Garavan, Costine, and Heraty, of the Irish Management Institute, note that these ideas are often considered to be synonymous. However, to practitioners, they encompass three separate, although interrelated, activities:
- Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds.
- Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.
- Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate.
The “stakeholders” in training and development are categorized into several classes. The sponsors of training and development are senior managers. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff.
Training and Development activities are based on the needs of the organisation in regard to skills, capacities and characteristcis of the individual in regard to the mission of the organisation.An integral part of this process entails personal development of staff around various theories (eg psychology) and practices/skills (eg Emotional intelligence,communication skills) that assists individuals increase their resilience.