Training and Development

Abstract

If indeed training and development is a desirable HR function, it is more than urgently required in the workplace of many developing organisations. However, it is not necessarily for the purposes of equipping the employees for better output or contribution to organisational goals (which is desirable) but much more to address the basic issues of discovering themselves with the mission and vision of the organisation. Most employees have taken up their employment because they need to survive rather than out of a strong desire to take on a position that they are passionate about. In some cases, jobs have been offered based on social network (sometimes referred to as ‘connections’), so the successful applicant may not be ‘completely’ qualified for the position hence training and development becomes a source of ‘filling’ the seemingly lack of required competence. Consequently, training may be more suitable than development for some employees and vice versa and in some cases, both are required at specific periods. This therefore calls for challenging the employee to their career goals altogether.