Training & Development

Training and development are essential investments in a business's workforce. Well-trained employees are more productive, produce higher quality work, and are more motivated. This lesson covers the main types of training and their advantages and disadvantages.

---

Why Do Businesses Train Employees?

Training is necessary for several reasons:

1. Improve skills — employees learn new techniques and technologies.
2. Increase productivity — trained workers are more efficient.
3. Improve quality — properly trained staff produce fewer errors and defects.
4. Meet legal requirements — health and safety training is a legal obligation.
5. Motivate employees — training shows the business values its workers.
6. Adapt to change — new technology, processes, or legislation may require new skills.
7. Reduce staff turnover — employees who feel invested in are more likely to stay.

---

Types of Training

Induction Training

Induction training is the training given to new employees when they first start a job. It introduces them to the business, their colleagues, and their role.

Content Typically Covered	Purpose
Tour of the workplace	Familiarise the new employee with the physical environment
Introduction to colleagues	Build relationships and understand the team
Health and safety procedures	Legal requirement; ensures employee safety
Company policies and culture	Understand how the business operates
Overview of the job role	Clarify expectations and responsibilities
IT systems and equipment	Enable the employee to start working effectively

On-the-Job Training

On-the-job training takes place in the workplace while the employee is doing their job. They learn by watching and working alongside experienced colleagues.

Advantages	Disadvantages
Directly relevant to the actual job	Quality depends on the trainer's ability
Employee continues to be productive while training	May pick up bad habits from colleagues
Cheaper than off-the-job training	Can disrupt normal work if the trainer is busy
Builds relationships with colleagues	Limited exposure to new ideas and techniques

Off-the-Job Training

Off-the-job training takes place away from the workplace — at a training centre, college, conference, or online.

Advantages	Disadvantages
Specialist, high-quality training	Expensive (course fees, travel, accommodation)
Access to expert trainers and resources	Employee is absent from work — lost productivity
Exposure to new ideas and techniques	May not be directly relevant to the specific job
Can provide recognised qualifications	Employee may leave after gaining new qualifications

---

Comparing Training Types

Feature	Induction	On-the-Job	Off-the-Job
When	When starting a new job	While working in the role	Away from the workplace
Purpose	Introduce to the business	Develop skills for the current role	Gain specialist knowledge or qualifications
Cost	Low to medium	Low	Medium to high
Productivity impact	Employee not yet fully productive	Employee still working	Employee absent from work

---

Types of Training at a Glance

graph TD
    A[Training & Development] --> B[Induction Training]
    A --> C[On-the-Job Training]
    A --> D[Off-the-Job Training]
    A --> E[Continuous Professional Development]
    B --> B1[New starters: tour, policies, H&S]
    C --> C1[Shadowing experienced staff]
    C --> C2[Coaching & mentoring]
    C --> C3[Job rotation]
    D --> D1[College / training centre]
    D --> D2[Apprenticeships]
    D --> D3[Online courses & qualifications]
    E --> E1[Conferences & seminars]
    E --> E2[Professional certifications]
    E --> E3[Lifelong learning]

---

Continuous Professional Development (CPD)

CPD is the ongoing process of developing skills and knowledge throughout an employee's career. It goes beyond initial training and ensures employees stay up to date with industry developments.

Examples include:

• Attending industry conferences and seminars
• Completing online courses and certifications
• Mentoring and coaching programmes
• Job rotation and secondments

---

The Cost vs Benefit of Training

Costs	Benefits
Course fees, materials, and trainer costs	Higher productivity and efficiency
Lost productivity while employees are training	Improved quality and fewer errors
Risk that trained employees leave	Higher employee motivation and retention
Time spent organising and delivering training	Better customer service
	Compliance with legal requirements
	Competitive advantage through a skilled workforce

Exam Tip: Training is an investment, not just a cost. When evaluating training, consider both the short-term costs and the long-term benefits to the business. Always link your answer to the specific business scenario in the question.

---

Summary

• Businesses train employees to improve skills, productivity, quality, and motivation.
• Induction training introduces new employees to the business and their role.
• On-the-job training happens in the workplace — practical, relevant, and cost-effective.
• Off-the-job training happens away from work — specialist but expensive.
• Training is an investment that costs money in the short term but delivers long-term benefits.
• CPD ensures employees continually develop throughout their careers.

---

UK Case Study: Rolls-Royce Apprenticeships in Derby

Rolls-Royce plc, the Derby-based aero-engine manufacturer (distinct from Rolls-Royce Motor Cars), runs one of the most respected training programmes in UK industry. The company's Derby apprenticeship scheme recruits around 200 apprentices each year across disciplines ranging from advanced manufacturing engineering to software development, supply chain management and degree-level mechanical engineering.

Structure of training:

1. Induction training — new apprentices spend their first weeks learning about Rolls-Royce's history, safety rules, the aerospace regulatory environment (notably the Civil Aviation Authority and EASA), and company values. Safety culture is critical: one poorly installed turbine blade can cost lives, so induction emphasises attention to detail.

2. Off-the-job training — apprentices attend Derby College or the University of Derby for structured academic study, covering CAD/CAM, materials science, and business fundamentals. Higher-level apprentices may work towards BTECs, foundation degrees or full engineering degrees.

3. On-the-job training — apprentices rotate through different sites and teams — civil large engines, defence, power systems — shadowing experienced engineers and progressively taking on real project work under supervision. Senior engineers act as mentors.