Purposes of training and development

 There are large numbers of reasons for training and development which seem to be important both in organizational and individual perspective. These reasons include the need for:

i) People to stay employable throughout a lifetime during which jobs and careers may change,

ii) People’s willingness to continue learning and developing which is becoming an essential part of continuous employability,

iii) Employees to learn methods and techniques required to do specific tasks,  

iv) People who are new to a job, people having to use new equipment, processes and procedures,

iv) The need for the organization to develop future successors,

v) Minimizing the costs of recruiting externally and maximizing the benefits of keeping in‐house knowledge and experience in the business,  

vi) Increasing resources from existing staff,

vii) Increasing the capacity of people in the organization to be skilled in more than one area,

viii) Motivating, attracting and retaining key staff,

ix) Fragmenting of the workforce (e.g., with the use of outsourcing and contract staff) continues, and as fewer people join the job market each year.

Training and development thus generally serve (i) to ensure that techniques and skills meet current needs and (ii) to ensure that techniques and skills are prepared to meet future needs.

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