What Are The Four Types Of Training

What Are The Four Types Of Training

Training is an organized activity intended to influence peoples thinking and behaviour. Training conveys the knowledge, abilities, and aptitudes needed to do the essential tasks effectively to maximize the workers potential.

Training is the act of increasing the knowledge and skill of an employee for doing a particular job." —Edwin B. Flippo

"Training is a process by which the attitudes, skills, and abilities of employees to perform specific jobs are increased." —Micheal J. Jucious

"Training is the organized procedure by which people learn knowledge and/or skill for a definite purpose." —E. F. L. Breach

Related: Training policy and procedures: A guide for employers

The training familiarizes the employee with the required ability and real-life scenarios at work and assists him in completing the job flawlessly. Through instruction, drill, and discipline, training entails the development of the manual and mental skills required to do a certain task.


In human resource development, training is a fundamental idea. It is involved teaching and practicing a certain talent to the desired standard. Training is a powerful tool for putting a person in a position where they can accomplish their work correctly, efficiently, and with integrity. The act of developing an employees knowledge and skill for a specific job is known as training.

Employee development is widely acknowledged as a strategic instrument for an organization's continued growth, productivity, and capacity to retain valuable people. HR software for professionals tries to complement this objective by fostering employee development through a training and development program. If firms ignore certain problems, the employee development process will be time-consuming for management, irritating for employees, and have questionable value.


Dale S. Beach describes the training as "the systematic process by which people acquire knowledge and skills for a specific purpose. " Training is defined as teaching and learning activities conducted with the primary goal of assisting members of an organization in acquiring and applying the information, skills, abilities, and attitudes required for a certain job and organization. Training is the act of strengthening an employees skills for completing a specific job, says Edwin Flippo.


Related: Importance of Having a Training Policy

What exactly is workplace training?

Workplace training is the process of improving your job knowledge, abilities, and efficiency. Employers conduct several sorts of training depending on their needs, the urgency of those demands, and the resources available. As a new employee, you will most likely attend orientation programs to become acquainted with the workplace and corporate culture. As a senior employee, you can be expected to take on new duties or stay current with industry changes.

Training managers must provide further training and advancement possibilities to create a happy, productive workforce. Unfortunately, far too many employees and executives regard training as tedious or superfluous. Lets face it: staff training can be tedious, but only when the wrong forms of training are chosen for the topic or problem at hand. By matching the sorts of employee training to the needs of your employees, you can guarantee that they receive the information they require most appropriately.


Training is essential: Every company should provide training to all employees, regardless of their qualifications or talents. The following are some of the reasons why training is required:

  1. Changes in the environment:
  2. Organizational intricacy:
  3. Interpersonal relationships
  4. Matching personnel qualifications to job requirements and organizational requirements
  5. A change in the job description

Workplace training allows you to develop the abilities needed to execute your job while contributing to your company. Training can take several forms, from orientation to safety training, depending on an employers needs and goals.


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The Importance Of Training


Training is critical for employees and managers in this ever-changing industry. It is a key HRD activity that aids in enhancing employee capability. Employees gain from training in various ways, including increased efficiency and effectiveness, self-confidence, and improved self-management.


By raising awareness of the whole process, training can help to induce an attitude change. Training helps employees understand their roles, managerial responsibilities, and the necessity of communication and involvement. It must improve organizational and managerial skills. Orienting new employees to the organizations discipline and cultural requirements is necessary. New entrants should receive proper orientation and training. An effective training program should process the following features.


The training provided to staff is always critical to the organizations stability and success. Every stage of expansion and diversification necessitates more training. Training is the only way to increase quality and cut down on waste. Training and growth are also critical for adapting to changing circumstances. Employees and organizations can perform better in their employment when they increase their knowledge and abilities through workplace training. Sales, teamwork, and workplace safety may all be improved with the right training.


Training may also increase your chances of getting a promotion. You might feel a sense of success due to your training, which can lead to enhanced job satisfaction and drive. Organizations can improve productivity and maintain quality standards by implementing workplace training. Employees who have been taught are more adept at their tasks and less prone to make errors, resulting in increased efficiency and effectiveness.


Employers can also use workplace training to target specific employees, teams, or departments, as well as fill vacancies left by team members or new jobs being created. Organizations can also give various sorts of employee training to help alleviate shortages in a variety of professions.


We can use a variety of various sorts of training to keep an employee engaged. These types are commonly employed throughout the training process (orientation, in-house, mentorship, and external training). The training used is determined by the number of training resources available, the sort of firm, and the importance that the company places on training. The various sorts of employee training will be discussed in this article.


Training in HRM – Purpose

Training is an important management technique that aids in the implementation of change. If an employee is given adequate training opportunities, they will improve his efficiency. As a result, the major goal of training is to increase worker productivity and company profitability.


Related: Functional Organizational Structure: Everything You Need To Know

Human Resource Management Training Types

Types of training

Modern corporate organizations offer training and development programs for practically every individual, from pre-employment preparation for the first job to pre-retirement courses for those ready to retire. These are not mutually exclusive programs. They always overlap and use a lot of the same strategies.

Unskilled workers, skilled workers, semi-skilled workers, others like stem-typists, accounts clerks, etc., Salesmen, supervisory staff, medium-level managers/executives, top-level managers/executives, and chief executive officers all require training. Based on the budget, the many forms of training and development programs can be divided into two categories:

(i) Non-managerial training programs to improve job performance

(ii) Executive training and educational programs to improve management capabilities

They are referred to as (a) operational training and (b) management/executive development programs. Operative training entails a specialized improvement in ability and knowledge to accomplish a certain task.

1. Induction/Orientation Training

New employee induction training ensures that new employees are treated properly upon arrival at the company. The newcomer must be adequately directed with basic instruction about how to interact with superiors, co-workers, and other significant people, as well as other vital topics. Their superior must provide them with important background information. This will make it easier for the employee to acclimatize to their new job and work environment.


Almost every organization offers a formal or informal orientation session. For new employees, this is normally a one-time process during their first week on the job. An orientation program, which the human resources department usually runs, aims to educate you on a variety of issues, including:

  • Organizational culture
  • Mission, vision, and values of the company
  • Structure of the organization
  • Leadership group
  • Corporate guidelines
  • Computer logins and email configurations are examples of administrative procedures.
  • New employee papers
  • Benefits packages


2. Profession/Job Training

This training is offered to employees to improve their knowledge and skills for a certain job. There is a need for training when the skills required for the successful execution of a job differ from the talents the employees possess. Senior workers, supervisors, or special instructors are usually assigned by management to provide on-the-job training (On Job Training).


A training program is devised and content is developed to accomplish the objectives. A good training approach, which could be a lecture, coaching, or special courses, is chosen. Reading, writing, communication, interpersonal skills, and so on are examples of basic talents.


3. Promotional Training

This training is provided to current company employees to prepare them to execute higher-level jobs. Employees with the ability to advance and take on higher responsibilities are recognized and chosen. They are also given further training in other areas that they may need to address if they are promoted to higher jobs. They could also be sent to institutions to learn specialized skills.

Related: The ADKAR model of change-The ultimate guide to leading organisational change


4. Refresher Training

With the progress of technology, technical personnel should refresh their expertise through refresher training, which is provided to employees for a brief period to meet current employment needs. Employees may be encouraged to participate in short courses, seminars, and other learning opportunities to keep their skills up to date. Technology, methods, and policies are always changing in todays dynamic society. Traditional working methods may soon become obsolete. Existing staff are instructed to follow new and better procedures and practices as part of Refresher Training to stay competitive. They are required to take short-term courses to keep up with the latest innovations in their profession and boldly handle future problems.


Every organization considers training and development to be a growth strategy. These training programs enhance employees abilities, efficiency, production, and growth chances. Skills, knowledge, and attitudes are the foundations for an organizations efficient human resources. However, a lack of adequate training programs often reduces the influence of these fundamentals. Investing in personnel development increases the value of the company's Employee development is widely acknowledged as a strategic instrument for an organization's continued growth, productivity, and capacity to retain valuable people. HR software for professionals tries to complement this objective by fostering employee development through a training and development program. If firms ignore certain problems, the employee development process will be time-consuming for management, irritating for employees, and have questionable values human resources. Organizational capacities can also be strengthened through strengthening employee capabilities. As a result, the organizational structure becomes flatter, with fewer layers between the top and bottom personnel.

Trish Makiwa
This article was written by Trish a Consultant at Industrial Psychology Consultants (Pvt) Ltd

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