The process of enhancing an employee's knowledge and abilities so that they can execute the work at hand is known as training. The training can be in any mode. It can be a Instructor-led Training, eLearning, Hands-On Training, Coaching or Mentoring Training etc.

In this post, we’ll look at what is a training process, how it helps businesses meet their goals and the steps involved.

Technology evolves at a dizzying speed in today’s digital world. A company must continue to improve while responding gradually to keep its market position. Employees may be expected to learn skills and techniques to stay competitive if an organization’s operational excellence offers it a competitive edge. As a result, to achieve a competitive advantage in the market, companies must spend on the employee training process. Training is a continuous process that focuses on improving employees’ abilities, knowledge, and comprehension, as well as their behavioral patterns, to enable them to do precise jobs and increase the performance of an organization. 

Training programs are important at all organizational levels to enhance the effectiveness of employees’ performance. Once employees have been hired and joined the organization, they must be provided the training they require to work successfully and efficiently. Companies can gain a competitive edge by using training programs that impart specialized skills or help individuals perform better.

The following are some of how the training process benefits the company: 

  • The training process keeps the company from going out of business.
  • To provide employees with the most up-to-date technology advancement to the extent that their competencies may be used logically and effectively to improve overall performance.
  • During the training process, employees’ skills will be expanded, allowing them to fulfill particular professions with a wide set of abilities that will allow them to perform a variety of tasks.
  • To instill a lasting excellent connection in the minds of the company’s employees. Employees are taught how to handle devices, resources, and operational processes securely during the training process.
  • Employees learn management skills as part of their training, enabling them to take on more responsibilities and duties.

What Is The Other Name Of the Training Process?

The process of enhancing an employee’s knowledge and abilities so that they can execute the work at hand is known as training. The other names of the training process, according to some of the managerial great philosophers, are.

Garry Dessler defines “The process of training new workers the key competencies they require to accomplish their professions”.

Jack Halloran defines, “Training is the process of conveying and receiving problem-solving information.”

Edwin B. Flippo defines, “Training is the process of increasing an employee’s knowledge and abilities for completing a certain activity”.

Dale S. Beach defines “Training as the systematic way by which employees gain new talents”.

Instructor-led training

Instructor-led training refers to employee training that is given by a trainer. Discussing real-world challenges and pointing them to resources for practices and approaches is perhaps a simple and effective technique to train employees. Companies must provide qualified and experienced trainers who can personalize the degree and approach of training to the participants. ProIT Academy do offers Instructor-led training to all its Job oriented courses.


Employee training is done using ELearning, which consists of video content, quizzes, and coursework that are delivered online. Employees can undertake their training on their work PCs or their mobile devices. Following the pandemic, many companies have turned to eLearning, which is one of the easiest types of employee training to scale up, especially for remote workers or those with a skilled workforce shortage. It may go a long way toward keeping employees motivated with interesting activities, quizzes, movies, exercises, or even game-based learning exercises.

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Hands-On Training 

Any practical training that is focused on the individual needs of the employee is known as hands-on training or on-the-job training. It takes place on the job, allowing employees to smoothly transition into new or existing jobs while simultaneously improving their current abilities. Besides, it is most successful when sufficient resources are available to support personnel during the training process.

Coaching or Mentoring Training 

The connection between an employee and a more experienced professional, such as their manager, a trainer, or another experienced employee, is the objective of coaching or mentoring training. Employees form a bond with one another that lasts beyond the teaching and learning process when they are trained in a mentoring approach. This form of training is available both in-person and online. Mentoring is a cost-effective method that creates connections by bringing in a trained professional.

What Is The Process Of Training And Development?

Every company that seeks to increase the overall quality of its employees should invest in training and development. It is a methodology for employees to develop their skills and knowledge through a systematic process. It requires establishing a set of procedures for training employees on operational and management skills. The training and development process is beneficial to both the company and the employee. Employees can improve their skills through training and thus are valuable assets to the company because they have more employment stability and growth prospects. Employees receive ‘training,’ while ‘development’ improves their character traits and managerial professional skills.

Now let’s have a look at the steps in the training process and what is the first step in developing an effective training program in this post.

Steps Of Training Process

A thorough and manageable training process should include a series of steps that must be followed in the proper order.

The steps in the training process are as follows:

1. Training Need Assessment

2. Establishing Training Objectives

3. Need for Developing a Training Plan 

4. Implementing Training Program

5. Training Evaluation and Follow-Up Process

What Is Training Need Assessment?

The first step in the training process is to determine whether or not employees require training. It takes into account the organization’s long-term goals as well as what the company expects from its employees.

When there is a gap between the areas of competency necessary, a learning gap arises. To discover this learning gap, three areas of organizational, personal, and operational analysis are to be addressed. Besides, to compete successfully, companies must keep their employees well-trained. As the initial step in the training process, determine if an issue may be resolved by an effective training program.

What Is The First Step In Conflict Resolution?

Conflict resolution is a challenging task that requires a well-thought-out strategy and is an important part of the training process. The distinction between a healthy and a destructive workforce may be resolved by using appropriate conflict resolution methods. During training, the team leader must make sure that conflict resolution activities are included since they are important for team unity, cultural exchange, and harmony.

Any misconduct might be harmful to the workforce and, as a result, the organization. As a team leader, you must ensure that these conflict resolution methods are engrained in your team members throughout the training process.

The first step in resolving a conflict is to figure out what’s causing it. Understanding how the problem arose in the first place might be aided by tracing the conflict’s beginnings. As the manager, you’ll be able to persuade both parties to agree on the conflict’s nature. To do so, you will need to discuss the concerns that aren’t being addressed on both sides of the discussion. You must also establish mutual understanding and have as much knowledge about each side’s perspective as feasible. You should keep asking queries until you’re sure everyone is on the same page.

A company may develop training programs for a variety of reasons, including policy or legislation, the need to increase employee work competencies or transfer to a new job role, and the desire to stay competitive and profitable. Besides, the company should provide employees seeking training programs based on their performance levels. The training program objectives must be explicit and linked to the task analysis’ key goals, as well as challenging, specified, implementable, and entirely reasonable to all employees.

Establishing Training Objectives 

Professional employees may be able to provide critical information to HR regarding the training they require. Professionals are aware of what is required to boost their company’s competitiveness. Simply said, HR managers must be aware of their employees’ expectations since regulatory requirements in various businesses and vocations may necessitate specialized training. It’s also crucial for HR departments to determine what kind of training is required. The emphasis of training should be on areas where improved performance is required. This saves time while also allowing for more tailored professional development.

Need for Developing a Training Plan

To stay ahead of the competition, the company stays up with the latest technology and helps its workforce develop and adapt via dynamic evolution. The training plan includes basic employee competencies, information transfer and suggestions, and enhancing productivity in specialized job roles. Training is widely used by a company to satisfy the present demands on employees to comprehend and handle certain operational processes. Any company seeking to reach high levels of excellence should spend carefully on workforce development. 

The company’s HR department should organize a training program after analyzing the training needs of its employees. They would be best suited to address what they want their work staff to do successfully and how to minimize underperformance if they had a clearly defined training plan. To ensure company competitiveness and employee growth, a training plan should be explicit and well-considered before training.

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Implementing Training Program

Professionals with the necessary knowledge and skills should pursue the training. Employees should be made aware of the training strategy and its significance. Employees should be encouraged to participate in the training process. Discussions, providing additional resources and information, practical learning, or even role-playing sessions must all be part of the training program.

As a result, for the training program to be effective, the precise target workforce and training approaches should be chosen initially. The HR department must also consider the expertise and understanding of the trainers, as well as the trainees’ comprehension. The training program that emerges from the HR department’s evaluation must target specific organizational challenges.

The training is evaluated by ensuring that the training program’s objectives are met. One of the most important aspects of training should be a planned strategy to measure its performance. Employers can use training plan evaluations to see if their employees have learned and if their performance has improved. 

Training programs give multiple opportunities for trainees to practice the skills they’ve learned during training sessions. Company management needs to offer trainees a supportive environment in which to explore new abilities and make mistakes without fear of judgment or consequences by including practical activities in training sessions. 

Training Evaluation and Follow-Up Process

A company must ensure that the management has enquired about the viewpoints of trainees while evaluating a training program. This is a low-cost method that provides rapid feedback and improvement suggestions.

The primary concept behind this sort of evaluation is that it is focused on the achievement of training objectives, which comprises determining the amount to which certain goals have been met. Besides, when training programs’ sessions, practice tests, and projects are completed, feedback should be offered. It should be directly related to how the trainee with skills and talents completed the task, rather than being dependent on individual personal characteristics.

It’s vital that after a training program, employees should be allowed to put what they’ve learned into practice. The training should have little to no impact on trainee productivity and organizational value in the industry if the intended post-training program does not assist the trainee at times; in other words, there should be no return on investment. Besides, the management of the organization must ensure that training programs have benefited the organization and that the training program’s credibility has significantly improved.

Training programs that combine these criteria based on usefulness, productivity, and return on investment are constantly improving employee outcomes such as learning, social skills training, employee performance, and organizational performance. Of course, developing a training program entails more than just satisfying the above-mentioned objectives; one must also consider the trainer’s delivery style, on-the-job versus off-the-job training, and other factors.

In a nutshell, the training process, like other elements of business, is always changing. Besides, a training and development process is required to increase organizational productivity. To stay up with technological advances and prevent becoming obsolete, both the companies and the employees require training. Employee performance may make or destroy a company’s market position. And, also employees who have been promoted to higher positions must undergo training to adapt to changing situations, such as competition. Training is crucial for coping with the complexity of organizational challenges in the development of personal growth. The effective training process is essential for a company’s productivity, development, and cost-cutting and no company can afford to overlook its employees’ training and development process. Therefore, regular employee training and skill development programs may be valuable in assisting corporate personnel in improving their talents and keeping up with industry standards. In today’s fast-paced business environment, training may aid companies and individuals in staying ahead of the competition.

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