2.

0 Training, Development, and Education

Training, education and development are three terms frequently used. Apparently, there
might not appear any difference between them, but when a deep thought is given, there
appears some differences between them. In all training, there is some education and, in all
education, there is some training and the two processes cannot be separated from
development.

I. Definition of:

a) Training
Training is a structured initiative by a company to promote employees’ learning of job-related
competencies. Training constitutes a primary concept in human resource development. It is
concerned with developing a specific 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 efficiently, effectively and conscientiously. Training is the act of increasing the
knowledge and skill of an employee for performing a specific job. The primary goal of
training is to ensure that all workers have the professional skills required to perform the job
effectively and smoothly. Although technical training may be job-specific, programs usually
concentrate on the hard skills an employee requires to fulfill the key performance indicators
associated with the role.

Every organization should provide training to all the workers irrespective of their
qualifications and skills. Training is also a method of learning a sequence of programmed
behaviour. It is the application of knowledge and gives people an awareness of rules and
procedures to guide their behaviour It is the use of information which provides people with
an understanding of rules and procedures to guide their behaviour. It helps to bring about
positive changes in workers' experience, skills and attitudes.

Training is either a method that aims to develop skills or add to the current level of
experience so that the worker is better prepared to do his current job or to mould him to be fit
for a higher job with higher responsibilities. It bridges the difference between what the
employee has and what the job demands or needs.
 b) Development

The training for the top-level workers is regarded as development, also known as
management or executive development. It is an on-going structured method in which
managerial staff learns to improve their conceptual, theoretical knowledge. It helps the
individual to bring efficiency and effectiveness in their work performances. The term
development is a long-term process by which managerial personnel learn conceptual and
theoretical knowledge for general purpose and also, it’s an overall growth of an employee to
perform present assignment better and improve the capacity for future higher order
assignment.

The content of a development programme involves conceptual or theoretical inputs,

perspective strategic thinking or reflecting on interpersonal factors such as leadership skills,
team management, groups, etc. The purpose of development is to prepare workers for future
challenges because development is not only limited to a particular task, but it aims to
improve their personality and attitude for their overall growth which will help them to face
future challenges. It changes the mentality of the employees and makes them more
demanding. Coaching, mentoring, counselling, job-rotation, role playing, case study,
conference training, special projects are some of the methods of development.

As technology needs to be updated, the manpower of the organization also needs to be

updated, so the development is a must. Development is an unending educational process,
as there is no clear end to education. It involves training a person for higher assignments. It
digs out the abilities of the managerial staff and helps in applying the new knowledge, which
is a requirement of the organization.

c) Education

Education is the understanding and intervention of knowledge. It does not provide definitive
answers, but rather it develops a logical and rational mind that can analyse relationships
between relevant variables and thus character, and understanding of basic principles and
develop the capacities of analysis, synthesis and objectivity. Usually, education is beyond
the control of the activities of an organization. It requires a combination of skills and
information which can be only offered by educational institutions. An organisation can and
does make use of such institutions in order to support and complement its internal training
and development efforts. The goal of education or learning is to match employee goals and
performance with that of the organizations. A good educational strategy incorporates senior
executive training, so their leadership skills are continually sharpened. In a company with a
clear and effective learning or educational strategy, senior executives know that the talent
stream is secure.
Education have increasingly become the primary means for self-awareness, belongingness,
advancement and self-fulfilment. Education acquired in the formal education system, on the
job, or in a more informal way, is the key for employees in controlling their future and their
personal development. The development of employee capacity through education is
becoming more important due to a range of changes which are impacting organizations in
the present-day environment. These changes include increasing organizational complexity,
technological advances, regulation, employee levels, need for higher productivity, application
of behavioural science knowledge, changing social values and employee expectations.

II. Explain and give examples of the following terms:

a) Types of training

There are a number of different forms of training we can use to get an employee involved.
These types are usually used in all steps in a training process orientation, mentorship, and
external training. The training used depends on the amounts of resources or sources
available for training, the type of company, and the importance the company places on
training. Many HR managers now use a number of forms of training such as technical or
technology training, quality training, skills training, professional training, legal training, team
and management training, and most importantly safety training to develop a holistic
employee.

Technical training is a method of training meant to teach the new employee the technological
aspects of the job. Quality training refers to familiarizing employees with the means of avoid,
identify, and remove non-quality items, usually in an organization that manufactures a
product. Skills training, includes proficiencies needed to actually perform the job.
Professional training is a type of training required to be up to date in one’s own professional
field. Team training as a process that empowers teams to improve decision making, problem
solving, and team-development skills to achieve business results. In other hand, managerial
training includes those from our soft skills section, such as how to motivate and delegate,
while others may be technical in nature. Last but not least safety training is a type of training
that occurs to ensure employees are protected from injuries caused by work-related
accidents.

Shell provides you the support and training to grow and develop, because it recognises the
vital role every employee plays in their success. Shell offer both internal and external training
programmes and have a range of formal leadership programmes that can provide
international training opportunities. In Shell, they providing the training they need to fully
optimize their skills and potential. That’s why they offer a huge range of training and
development activities.

There are three types of training course in Shell which are the operations training course,
this focuses more deeply on the specifics of fuelling operations, and is delivered as a
combination of classroom and on-site teaching at one of Shell’s worldwide facilities. Courses
are conducted mainly in English as standard, but are also available in other languages. The
next is the famous fuel tech course, it’s offers deeper insight in advanced Quality Control,
product knowledge and covers more technical issues concerning various aviation products
and their use. The last course is supervising for safety course, helps them understand their
role in managing safety in the aviation workplace.

Training systems are available in multiple languages, using multi-lingual presenters and
assessors. Trainee can choose one or more training which provided by Shell of the
following:

 On-the-job learning

You can expect to move both sideways and upwards through the business, building on your
skills as you go

 Training for recognized professional qualifications

Either through external organizations or Shell’s own extensive training services and facilities

b) Types of development

Development is a dynamic and ongoing process. While employee training is often a one-off
event, employee development can span over the course of many years All employee training
and learning situations are included. Employee development programs are ways to improve
an employee’s broader skills as a person over an extended time period in a more holistic
approach. Learning and development opportunities help boost employee participation and
productivity. Employee development on the other hand, is an education process which is
concerned with the overall growth of the employee. Development is broader than training.
It’s oriented to the employee, and aimed at preparing employees for future challenges and
opportunities.

Employees who involved in a development program are more satisfied and feel that their
employers are recognizing them for their value. With additional learning opportunities, they
are better prepared to take on more challenging projects and roles. This also sets them on a
track toward leadership roles within the company. There are some types of development
plans in organization such as performance-based plan, if you are using a performance-
based professional development plan, consider other aspects of employees’ experience,
such as professional growth throughout the quarter and motivation. Next this development
plan is similar to the performance-based management by goal plan, but depends on shorter-
term objectives. Instead of following goals dictated down from management, employees set
their own individual milestones. Those milestones then work together toward the overall
organizational goal.

Last but not least, succession development planning, this plan is highly individualized and
works best on single employees rather than with groups. It is based on a mentorship
program, similar to the succession plan, but focusing more on the mentee’s individual needs.
Timing is extremely important for this type of employee development. It is important to be
responsive when an employee expresses desire to learn more or they may lose interest if
you wait too long. While this plan is more informal, it is great for employees who want to
improve on specific skills that will help their careers advance.

The Shell Advanced Technical Programme (SATP), a newly launched programme is a

structured development programme for experienced technical professional. The SATP is
designed for all employees and is particularly beneficial to the female technical employees to
further develop and advance their careers in Shell. Due to the shortage of highly
experienced female engineers in the labour market, especially in the oil and gas industry,
there is a stronger need for education, retention and development of this technical talent
pool. Shell recognises the importance of developing these women and preparing them to
become leaders in the oil and gas sector.

In addition, mentoring is part of Shell’s culture, it is part of the way they develop people.
Mentoring is a key contributor to guiding people in their journey to understand their full
potential and reduce their time to autonomy. Shell understand that mentoring is important for
female progression in terms of building leadership and self-confidence. Shell also engaged a
personal development programmed to its employees to develop their self-more
knowledgeable in this industry.
 c) Types of education

Education is an essential for the development of employees’ skills. Education develop

creativity, positive attitude, and a sense of responsibility and also help the employees to
reach high degree of motivation. Through these activities, employees can improve their
respective skills and develop a sense of fulfilment. Good quality education, complemented
by relevant training and skills development opportunities, prepare the employees for their
productive lives, giving them with the core skills which enable them to continue learning
during their working lifetime. The purpose of education is to provide the conditions essential
for the employees to develop an understanding of the traditions and ideas influencing the
society in which they live and to enable them to make a contribution to it.

Shell offer employee’s valuable educational resources. With potential-based career

development, there is a focus on personal development. They have a performance appraisal
cycle and a number of development tools that employees and their line manager review on a
regular basis. Shell Open University is its online learning portal. It includes a wide variety of
practical, commercial and technical learning tools, from online courses and webcasts, to e-
books and guides. Shell also recognize the benefit of external study and professional
accreditation, so it will contribute to the cost and time involved in the pursuit of relevant
further education. Moreover, The Women’s Career Development Program (WCDP) is a
highly interactive diversity and inclusion learning program designed to help female Shell
employees identify what they want from their professional and personal lives and to support
them in achieving their full potential.