Effective training and development - EdexcelHow businesses train and develop employees

Training and development are processes in which employees are provided with additional skills, knowledge and qualifications so as to enable them to contribute to maximising a business’ performance. If employees are receiving regular training and development, they are more likely to perform well. Employees are also more likely to be happy in their workplace, as they see that the business is investing in them to help them reach their full potential.

There are several types of training and development:

• Formal training refers to official, structured training that may be job specific or related to gaining a qualification. Formal training is often referred to as ‘off-the-job’ training because it involves employees taking time away from their day-to-day activities. Formal training may involve an employee going on a training course outside the business, undertaking an apprenticeship or completing a graduate scheme. Employees may also take part in formal training within the workplace. Formal training is often undertaken through online courses, workshops and conferences.
• Informal training refers to less structured training, which often takes place at work or ‘on the job’. For example, in a supermarket, informal training may take place to teach an employee how to use a till or stack a shelf. Informal training is often provided directly by colleagues or done by observing colleagues.
• Self-learning refers to an employee teaching themselves a skill or part of their role without being taught by another employee or external training supplier. Self-learning is often done through reading, researching, watching videos or watching fellow employees. Employees who engage in self-learning are seen as proactive by businesses and can save businesses money.
• Ongoing training is training that takes place continuously throughout an employee’s time working for a business. For example, an employee may have developmental training each week or month on a specific area of the business or their role. The aim of ongoing training is to continuously improve the performance of employees and the overall productivity of the business.
• Target setting and performance reviews are undertaken by businesses to ensure employees know how they are performing and how they could improve in the future. Target setting refers to the process of setting goals or objectives for employees to help them reach the next level in their employment or get better at their current role.
• Performance reviews are often referred to as appraisals. These are formal meetings between an employee and a manager to discuss the employee’s performance in their job role. They are opportunities to review previous targets, set new targets and address any concerns the manager has about the employee’s performance.