Show me an untrained man and I will show you an embodiment of mediocrity. There is no one that can survive in this fast 
evolving world without the place of sound training. Maybe the reason why many people are taking it with levity is that they don’t know what a training session encompasses. Training constitutes a basic concept in human resource development. It is concerned with developing a particular skill to a desired standard by instruction and practice. Training is a highly useful tool that can bring an employee into a position where they can do their job correctly, effectively, and conscientiously. Training is the act of increasing the knowledge and skill of an employee for doing a particular job (Chand, 2018).
Dale S. Beach defines training as ‘the organized procedure by which people learn knowledge and/or skill for a definite purpose’. Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization acquire and apply the knowledge, skills, abilities, and attitudes needed by a particular job and organization (Chand, 2018). May I emphasize at this point that any form of training that is acquired without being implemented is a pure waste of efforts and resources. The results of training on a person should glaringly be made manifest after the session. That is when whatever you have learnt through the process has become knowledge indeed.
Edwin Flippo says ‘training is the act of increasing the skills of an employee for doing a particular job’. One thing I so much cherish about Flippo is that his definition focuses on a specific term—particular job. Training is not running from pillar to post; it is meant to sharpen your understanding on a certain given endeavor. Business Dictionary states that training is an “organized activity aimed at imparting information and/or instructions to improve the recipient’s performance or to help him or her attain a required level of knowledge or skills.” This definition speaks of improvement. That is, training is meant to build you up so that you can become a better person.
Another definition states that training is teaching, or developing in oneself or others, any skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one’s capability, capacity, productivity and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize as of 2008 the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development (Jeff, 2004). The professional development is what I have always emphasized and encouraged because the knowledge gotten from such gathering is always practical and reflects the real life encounters of a professional.
There are two basic types of training—physical and on-job. Physical training concentrates on mechanistic goals: training programs in this area develop specific skills or muscles, often with a view of peaking at a particular time. Some physical training programs focus on raising overall physical fitness (Gavrov, 2011). It is performed for various reasons, including increasing growth and development, preventing aging, strengthening muscles and the cardiovascular system, honing athletic skills, weight loss or maintenance, and improving health (Mayo Clinic, 2018). However, the training which I am exploring in this article has nothing to do with physical exercises. Hence, our major focus is on the second type, on-job training.
Talking about on job training, some commentators use a similar term for workplace learning to improve performance: “training and development”. There are also additional services available online for those who wish to receive training above and beyond that which is offered by their employers. Some examples of these services include career counseling, skill assessment, and supportive services. All you need to do is to locate the right training center and key perfectly into it (Job Training, 2018).
The on-the-job training method takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use when fully trained. On-the-job training has a general reputation as most effective for vocational work (UNESCO-UNEVOC, 2018). It involves employee training at the place of work while he or she is doing the actual job. Usually, a professional trainer (or sometimes an experienced employee) serves as the course instructor using hands-on training often supported by formal classroom training. Sometimes training can occur by using web-based technology or video conferencing tools.
Simulation based training is another method which uses technology to assist in trainee development. This is particularly
common in the training of skills requiring a very high degree of practice, and in those which include a significant responsibility for life and property. An advantage is that simulation training allows the trainer to find, study, and remedy skill deficiencies in their trainees in a controlled, virtual environment. This also allows the trainees an opportunity to experience and study events that would otherwise be rare on the job, e.g., in-flight emergencies, system failure, etc., wherein the trainer can run ‘scenarios’ and study how the trainee reacts, thus assisting in improving his/her skills if the event was to occur in the real world. Examples of skills that commonly include simulator training during stages of development include piloting aircraft, spacecraft, locomotives, and ships, operating air traffic control airspace/sectors, power plant operations training, advanced military/defense system training, and advanced emergency response training.
Off-the-job training method takes place away from normal work situations — implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training method also involves employee training at a site away from the actual work environment. It often utilizes lectures, case studies, role playing, and simulation, having the advantage of allowing people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective in inculcating concepts and ideas. Many personnel selection companies offer a service which would help to improve employee competencies and change the attitude towards the job. The internal personnel training topics can vary from effective problem-solving skills to leadership training (Job Training, 2017).
References
Business Dictionary (2018).Training. Retrieved from http://www.businessdictionary.com/definition/training.html
Chand, S (2018). Training: Meaning, Definition and Types of Training. Retrieved from http://www.yourarticlelibrary.com/human-resource-development/training-meaning-definition-and-types-of-training/32374
Gavrov S (2011). Diversity Of Sport: non-destructive evaluation. Paris: UNESCO: Encyclopedia of Life Support Systems. pp. 462–91. ISBN 978-5893172270.
UNESCO-UNEVOC (2012). Retrieved from unevoc.unesco.org
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