All you Need to Know About Employee Training & Development

Employee training and development refers to the continued efforts of a company to boost the performance of its employees. Companies aim for on-the-job training by using educational methods and programs.

Employees are a company’s biggest asset, and investing in talent is vital to sustainable business growth and success. Many businesses go through lengthy processes to recruit and hire qualified and suitable candidates, but often the emphasis on caring about employees stops there. A company that’s time engaged in on-the-job training saw sales increase and profits double compared to the company likely has to workgroups that didn’t engage at all. Dedicated training and development foster employee engagement and engagement are critical to your company’s financial performance.

Employee development — the overall process an employer provides to employees to help them gradually improve skills, acquire new knowledge, and progress in their careers.

Employee training — the program designed to develop and improve technical skills and knowledge to do a specific job in a more efficient, successful, or safer manner.

Why you need high-impact employee training and development.

Good training and development programs help the company retain the right people and grow profits. As the battle to hire top talent becomes more competitive, employee training and development programs are becoming more important than ever.

Hiring top talent takes time and money, and how the company engages and transforms that talent from the time they are first onboarded impacts the company’s retention and business growth. According to the 2019 Workplace Learning Survey from LinkedIn, 82% of L&D professionals say that their management actively supports employee engagement in professional learning, and 59% say they will spend more on their online learning budget.

Here is how you create high-impact employee training

Training is a core aspect of employee development. But development is not simply a set of training courses brought together over time. There must be a separate overall plan for development to happen. The company’s role is to create a template for those plans, one that will ultimately justify the resources your organization is putting into training.

The following strategies can help businesses translate business objectives into a tailored training plan.

1. Identify Business Impact

Design and develop the training to meet the company’s overall goals. Keeping business goals in sight ensures training and development make a measurable impact over a long period.

2. Analyze Skill Gaps:

How are the employees’ behaviors helping meet the business goal? By finding out what are the gaps between employees’ current skills, one can pinpoint what the specific learning objectives should be.

Categorize these learning objectives into these three groups, Motivation, Skills Mastery, and Critical Thinking and have activities in your training plan that target all three.

  • Motivation — How can you help learners understand why they need to change their behaviors? By working with employee motivations–for example, pinpointing a purpose–you’re more likely to change behavior over the long term.
  • Critical Thinking — What must your learners know to perform their jobs well? Distinguish critical knowledge from need-to-know information to identify what content should be in the course, and what should be in optional resources.
  • Skills Mastery — What do your learners need to be able to do the job? These skills will have the most impact on performance.

3. Do a Gap Analysis

A gap analysis is a report showing where a particular company’s employees are today, as contrasted to where they want themselves to be when it comes to their competencies.

The company likely has a large amount of data and information already with which they can start a gap analysis. The official HR records might already hold things like standard job descriptions, performance evaluations, and even accident and safety reports. Start with these. If not, it might well be worth investing in some so you can get a clear, objective picture of your workforce.

4. Offer Formal Training

With the preliminary work done, now it’s time to target those gaps in employee competencies. A formal training program should be put together as a specific training course for your employees.

These should include not only job-specific skills but also general business skills and soft skills training. The best training programs tend to use blended learning, which uses both instructor-led sessions and digital/online media with practical knowledge.

With this learning approach, digital courses can free up instructors’ time, allowing them to use classroom time for more productive activities, such as group discussion, practice sessions, or Q&A.

5. Add Coaching/Mentoring

A mentoring program creates relationships among employees that allow for the development and transfer of knowledge to help the less experienced employees grow professionally. Matching mentors and employees is a critical component for creating a successful program; you will have to match employees based on:

  • Experience — There shouldn’t be too big or too small of a gap between the experience of the mentor and the mentee. The mentee needs to be able to learn and be challenged, but not overwhelmed.
  • Expectations — Both parties should know what to expect out of the relationship. The mentor needs to see the relationship as more than just an opportunity to “share war stories,” for example.
  • Compatibility — When mentors and mentees have similar approaches and styles of communication, the relationship is often much more fruitful. For example, you might consider getting a DISC assessment and matching employees with similar personality types.

Benefits of Employee Training and Development

1. Improved performance

Staff training is directly linked to better performance because it helps employees become more skilled, more confident, and more knowledgeable about their industry.

2. Higher job satisfaction and motivation

Continuous training and development make employees feel more valued, inspiring them to give 100%.

3. Improved loyalty and retention

Employees see training and development as an additional benefit and stay longer with companies that provide such opportunities which leads to employee loyalty.

4. Improved engagement

Job-specific training and career-development opportunities are among the top factors that make employees feel more engaged hence the overall engagement is improved.

5. Smaller skills gap

Employee training programs help companies bridge any existing or imminent skill gaps, strengthen weak parts, and enable internal hiring which is more cost-effective compared to external hiring.

6. Innovation

Training and development programs help employees to come up with creative and innovative solutions when they encounter challenges at work.

7. Boosts company profile and reputation

Conducting frequent training and development programs is one way of developing the organization’s employer profile and gaining reputation, thus making it a prime consideration for the top employees working for competitor firms, as well as graduates.


Knowledge and skills are crucial to everyone nowadays including a company. Firms are evaluated based on their physical structure and the intellectual capital of their employees. The easiest way to develop and improve a firm’s intellectual capital is to conduct regular training and development programs. Also, supporting untrained employees costs the organization more than it would if it employed well-trained individuals. Other perks of employee training and development include improvements in employee performance, boosting company reputation, and addressing weak links in the organization.

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Namita Velgekar