Disadvantages Of Training And Development

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Training and Development (T&D) is an important element and a key activity of HRD. According to Mondy et al (1996), it is “A planned, continuous effort by management to improve employees’ competencies and capabilities and to enhance organisational performance”. Training tends to be the short- term outcome to increase individual competence, skill, capability and behavior. Using Maund (2011) analogy, it modifies employee and organisation skill behaviour through learning experience in other to achieve a good activity performance. Development refers to long-term outcome where organisation and employee acquire skills and knowledge that can be used in the future where common initiative and added responsibilities is required. TRX needs to needs to …show more content…
For TRX to be able to provide a sufficient training intervention they would need to conduct a need analysis. According to Denby (2010), need analysis is a methodical investigation and analysis into organisation current and desirable performance level, focusing heavily on the ability of its staff and their support network. Analysing training needs is a fundamental first step for any effective training intervention; it enables organisations to channel learning and development to where mostly needed to improve organisational performance. (CMI, …show more content…
For TRX to have a well-designed training, they not only need to keep the trainees actively involved but constantly contributing to meeting the programmes goals (Black and Gregersen, 1991; Black and Mendenhall, 1990). Usually in design material they is always an assumption that trainee learn in similar way. Riding argues that this approach ignore the
Important differences in individual cognitive style, the designed should identify learning objectives. Ideally, the learning objective has to align with the business strategic goals.

Organisation uses variety of training methods, in order to achieve maximum efficiency and cut cost. Even within a single organisation, different training methods are needed for each individual. These methods however, are divided into two classifications: on the job and off the job. One the job training method enables new or inexperience employees learn through observing peers and managers perform the job and try to imitate their behaviour. Off the job, training on the other hand takes place in a separate location from the job environment, material used is supplied, the training method warrants full concentration on the learning rather than performing and its allows for freedom of

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