Training and retraining

What is training?

Training is the process of modifying the knowledge, attitude and skill of a person through learning for enhanced performance

What is retraining?

Retraining is the process of learning a new skill or trade, often in response to a change in the work environment. Generally it reflects changes within a profession rather than an "upward" movement in the same field.

What does training intend to achieve?

Training in organisations is intended to change the attitude, knowledge and skills of employees at work to enable them perform their assigned duties creditably.

It is also intended to equip employees with strategic competence to enable them achieve higher productivity.

Additionally, training introduces employees to adopt new and appropriate behaviours required for higher and improved performance.

What are the requirements for a successful training programme?

At the start, one needs to establish organisational objectives that will elicit the required training programme for employees.

A training needs assessment should be carried out to establish training requirements for the organisation, various departments/units of the organisation as well as staff training needs.

Other requirements that will promote a more beneficial training programme are the following:

• Considering whether there is a gap or shortfall in performance. 
• Selecting the trainees.
• Selecting the training methods and mode of training.
• Choosing a means of evaluation.
• Administering the training.
• Evaluating the training.

Why training and retraining?

The Labour Act 2003 provides that it is the duty of employers to develop their human resources by way of training and retraining of the workers.
The Law also allows workers to demand to be trained and retrained for the development of their skills.
The quality of employees and their development through training and education are major factors in determining long-term profitability of an organisation,
Continuous training for employees helps them adjust to rapidly to changing job requirements and helps them reach their potential.
Training enables employees to identify and overcome gaps within their work schedules and appreciate periodic changes that will sharpen their competencies.

Where is it appropriate to train?

Training can be done internally through on-the-job training which is delivered to employees while they perform their regular jobs. Orientations are for new employees.
There could also be off-the-job techniques which include lectures, special study, films, television conferences or discussions, case studies, role playing, simulation, programmed instruction and laboratory training.

Employees can also be sponsored or seconded to other institutions or organisations to be trained to learn and acquire new knowledge and skills to perform their work.
Training institutions must be carefully selected and chosen. Those that have the requisite facilities and resources are best suited to satisfy the training requirements of the organisation.

When is it appropriate to train and retrain?

Training is required at the following instances:

• When new employees are engaged.
• When after performance reviews employees are found to be lacking in some skills.
• When new technology is introduced.
• When the organisation changes its direction/strategy.
• When new work processes or procedures have been introduced.
• When behaviours contrary to organisational work culture are creeping up.
• Refresher courses are required periodically to equip and refresh employees on their assigned duties.

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