Understanding Training & Development

By Priya Chetty on September 12, 2011

According to Leonard Nadler (1970), training is described as, “Those activities which are designed to improve human performance on the job employee is presently doing or is being hired to do”. Training is the process of imparting new skills and improving the existing skill in the employee so he can perform his work perfectly. It is a learning experience in that it seeks a relatively permanent change in an individual that will improve his or her ability to perform on the job. We typically say training can involve the changing of skills, knowledge, attitudes, or social behaviors. It may mean changing what employees know, how they work, their attitudes toward their work or their interactions with their co-workers or their supervisor.

“Training refers to the methods used to give new or present employees the skills they need to perform their jobs.” (Storey, 1994).

“Training is an organized activity for increasing the knowledge and skills of people for the definite purpose. It involves systematic procedure for transferring technical know how to the employees so as to increase their knowledge and skills for drag specific jobs with proficiency” (Storey and Westhead, 1995).

To attain a very high standard, it is essential to impart training right from an unskilled worker to a specialized executive in every concern. It is the most effective tool for changing the organization to keep pace with developments in the external environment. The need for training for the sake of company as well as for personal development is felt strongly at every level. Not only new entrants but the existing employees also need to be trained continuously. After the newly appointed employees have joined the organization the next phase of the personnel programmed is to impart necessary training to them to make fully fit for the jobs they are supposed to handle. Employee training is distinct from management development. Training is a short term process utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. On the other hand, development is a long term process by which employees learn conceptual and theoretical knowledge for general purpose. In the words of Campbell, “Training courses are typically designed for a short term, set purpose, such as insurance training or may be operating a machine while development involves a broader education for long term purposes” (Gupta, 2002).


  • Storey, D. (1994), Understanding the Small Business Sector, Routledge,London.
  • Storey, D. and Westhead, P. (1995), “Management training in small firms: a case of market failure?’’, working paper No. 29, SME Centre,UniversityofWarwick,Coventry.
  • Gupta, C.B., (2002), “Human Resource Management”, Sultan Chand & Sons,New Delhi

Priya is the co-founder and Managing Partner of Project Guru, a research and analytics firm based in Gurgaon. She is responsible for the human resource planning and operations functions. Her expertise in analytics has been used in a number of service-based industries like education and financial services.

Her foundational educational is from St. Xaviers High School (Mumbai). She also holds MBA degree in Marketing and Finance from the Indian Institute of Planning and Management, Delhi (2008).

Some of the notable projects she has worked on include:

  • Using systems thinking to improve sustainability in operations: A study carried out in Malaysia in partnership with Universiti Kuala Lumpur.
  • Assessing customer satisfaction with in-house doctors of Jiva Ayurveda (a project executed for the company)
  • Predicting the potential impact of green hydrogen microgirds (A project executed for the Government of South Africa)

She is a key contributor to the in-house research platform Knowledge Tank.

She currently holds over 300 citations from her contributions to the platform.

She has also been a guest speaker at various institutes such as JIMS (Delhi), BPIT (Delhi), and SVU (Tirupati).



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