The Importance and Types of Training and Development in HRM

Organisations worldwide are recognising that their most valuable asset is not their technology or capital, but their human resources. The success of any organisation fundamentally depends on the skills, knowledge, and capabilities of its workforce. This reality has positioned training and development as a critical strategic function within human resource management; transforming it from a traditional administrative activity into a core driver of organisational competitiveness and growth.

Recognising this,73% of firms operating in Nigeriasee benefit in increased public-sector funding for reskilling and upskilling programmes. When done right, training and development create a win-win situation. Employees feel valued and see clear paths for growth, while organisations build stronger, more capable teams.

In this article, we’ll explore the importance of training and development in HRM, exploring its necessity, the various types of programmes available, and how organisations can effectively implement them to encourage growth and adaptability.

TL;DR:

• Training and development are essential for ensuring that employees acquire the skills and knowledge needed to perform effectively in their current roles and to prepare for future responsibilities.
• The five stages of training—needs assessment, programme design, delivery, evaluation, and follow-up—ensure that training initiatives are relevant, engaging, and impactful.
• Well-structured training programs can improve employee skills, boost productivity, enhance job satisfaction, reduce turnover, and maintain a competitive edge.
• Organisations must continuously adapt their training programmes to meet the demands of a rapidly changing business environment, particularly in areas like technology, compliance, and leadership development.

What is Training and Development?

Training and development refer to the systematic process of improving employees' skills, knowledge, and abilities to enhance performance within an organisation. Training typically involves enhancing specific competencies relevant to the employee's current job role, whereas development focuses on developing broader skills for future roles and responsibilities. 

Together, they form the foundation for creating a workforce that is well-prepared to meet organisational needs and challenges.

Why is Training and Development Necessary in HRM?

Training and development in HRM are essential for ensuring that employees are equipped with the knowledge and skills required to perform their jobs effectively. These programmes are vital for improving performance, increasing job satisfaction, and boosting organisational competitiveness. Below are some key reasons why training and development are necessary in HRM:

• Improves Employee Skills: Continuous learning ensures employees stay updated with the latest industry trends, technologies, and best practices. This enhances their ability to handle new challenges and improves their efficiency in their roles. It also encourages a culture of innovation and adaptability within the organisation.
• Boosts Productivity: Well-trained employees complete tasks more efficiently and with higher quality. Training helps employees manage their workloads more effectively, reduce errors, and use tools efficiently, ultimately leading to increased productivity and smoother operations.
• Enhances Job Satisfaction: Employees who feel supported with the right skills are more engaged and satisfied in their roles. Training shows that the organisation invests in its development, leading to greater loyalty and a stronger sense of fulfilment in their work.
• Reduces Turnover: Providing growth opportunities through training helps reduce employee turnover. Employees are more likely to stay when they see a clear path for career development, reducing recruitment and onboarding costs for the organisation.
• Encourages a Competitive Edge: A well-trained workforce gives organisations a competitive advantage by enabling employees to adapt to market changes and new technologies. Skilled employees enable the company to stay ahead of its competitors and respond swiftly to evolving business needs.
• Meets Compliance Standards: Training ensures employees are up-to-date with legal requirements and industry regulations, particularly in regulated sectors. It helps reduce the risk of non-compliance, legal issues, and reputational damage, ensuring the organisation meets its obligations.

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Now that we’ve defined what training and development mean within an organisation, let’s understand why they are essential for organisations.

The 5 Stages of Training and Development

Practical training and development programs follow a structured approach to ensure optimal learning and results. Here are the five key stages:

1. Needs Assessment: Identifying the Skills Gap or Areas of Improvement

The first step in the training and development process is to conduct aneeds assessment. This stage is crucial because it helps determine the specific skills gaps within the workforce. A thorough needs assessment involves evaluating the current competencies of employees and comparing them with the skills required for the organisation’s current and future goals.

• Why it matters: Identifying skill gaps ensures that the training program is targeted and aligned with the actual needs of the employees and the organisation.
• How it works: Needs assessments can be carried out through:
  • Surveys:Collect employee feedback on skill gaps, challenges, and training needs.
  • Interviews:Speak directly with managers or team members to understand performance expectations and pain points.
  • Performance reviews:Analyse past reviews to identify common weaknesses or development areas.
  • Direct observations:Watch how tasks are performed to spot inefficiencies or skill shortages.

The focus should be on understanding the competencies employees need to perform their jobs efficiently and identifying the areas where they are lacking.

2. Designing the Program: Creating the Training Curriculum

Once the training needs are identified, the next step is todesign the program. This involves creating a detailed training curriculum, selecting the appropriate learning methods, and setting clear learning objectives. The design phase is crucial because it lays the foundation for how the training will be delivered and how its success will be measured.

• Why it matters: A well-designed program ensures that the training is both effective and relevant to the employees. It also ensures that the training aligns with organisational goals, helping employees develop the skills needed to meet business objectives.
• How it works: Designing the program involves:

• Collaboration with Subject Matter Experts (SMEs):Work closely with experts to ensure the curriculum is relevant and effective.
• Choosing Training Format:Decide whether the training will be in-person, online, or blended to suit the team’s needs.
• Determining Program Duration:Establish the length of the program to ensure comprehensive coverage of key topics.
• Developing Learning Materials:Create supporting resources such as handouts, slides, and assessments to enhance understanding.
• Outlining Learning Objectives:Set clear goals for what participants should achieve, ensuring alignment with organisational needs.

3. Delivery of Training: Implementing the program

With the curriculum in place, thedelivery of trainingis the next step. This is where the training is actually conducted, either in-person or through digital platforms. The effectiveness of training depends largely on the delivery method, as it should engage employees, cater to different learning styles, and be flexible enough to accommodate employees' schedules.

• Why it matters: Proper delivery ensures that the employees can absorb and apply the knowledge effectively. It also impacts employee engagement and the overall success of the program.
• How it works: Various delivery methods can be used, including:

• Instructor-led workshops: Engaging sessions that provide hands-on learning and interaction with experts.
• E-learning modules: Self-paced online training that offers flexibility for employees.
• Webinars: Live, virtual training sessions for real-time interaction and learning.
• On-the-job training: Practical, on-site training that enables employees to apply skills in real scenarios.
• Mentoring: One-on-one guidance from experienced leaders to support skill development.
• Real-time feedback: Continuous assessment and feedback to refine learning and development.
• Interactive learning techniques: Role-playing and case studies to enhance practical application and problem-solving.

4. Evaluation of Training: Assessing Effectiveness

After the training is completed, it is crucial toevaluateits effectiveness. This stage involves gathering feedback from participants and measuring the impact of the training against the pre-established learning objectives. Evaluation helps determine whether the training has achieved the desired outcomes and provides insights for future improvements.

• Why it matters: Evaluation helps assess the ROI (Return on Investment) of the training program and provides data to improve future training initiatives.
• How it works: Evaluation can be conducted through:

• Post-training surveys: Collect feedback from participants on their learning experience and the relevance of the training.
• Quizzes: Test knowledge retention and understanding of key concepts covered during the training.
• Interviews: Conduct one-on-one or group interviews to gather qualitative insights into the effectiveness of the training.
• Performance assessments: Measure improvements in job performance using pre- and post-training metrics.
• Follow-up meetings: Meet with employees periodically to evaluate how they are applying newly acquired skills.
• KPIs (Key Performance Indicators): Track specific outcomes like productivity, employee satisfaction, and job performance to measure training impact.
• Manager/team lead feedback: Get input from supervisors on how well employees are implementing learned skills in the workplace.

5. Follow-Up: Providing Ongoing Support and Resources

The final stage,follow-up, ensures that employees continue to benefit from the training program after its completion. It involves providing ongoing support, access to resources, and opportunities for further learning. Follow-up helps reinforce the training and allows employees to apply what they’ve learned in real-world scenarios.

• Why it matters: Training shouldn’t end once the program is completed. Without follow-up support, employees may forget or fail to implement their new skills. Follow-up ensures sustained learning and encourages continuous improvement.
• How it works: Follow-up can take many forms, such as:

• Additional learning resources:Provide employees with extra materials to deepen their knowledge and reinforce training concepts.
• Mentorship opportunities:Pair employees with experienced mentors for continued guidance and professional growth.
• Refresher courses:Offer follow-up training to revisit key concepts and update employees on new developments.
• Periodic check-ins:Conduct regular evaluations to monitor progress, address challenges, and adjust training as needed.

Also read:Top 10 Leadership Development programs of 2025

The next step is determining the right approach. Different types of training programmes cater to specific needs within the organisation, from onboarding to compliance.

Types of Training and Development in HRM

To build a well-rounded and capable workforce, organisations must implement diverse training and development programmes. Below are five essential types, each serving a distinct purpose in encouraging employee growth and enhancing organisational success:

1. Onboarding and Induction Training

Onboarding and induction training are crucial for integrating new employees into the organisation. This training helps new hires understand the company’s culture, values, and goals while also familiarising them with their specific roles and responsibilities. Effective onboarding reduces initial confusion and sets the tone for a successful employment journey.

• How it works:
  • Sets a strong foundation for new hires by aligning them with the company’s mission, values, and expectations.
  • Reduces early-stage confusion, enhancing job satisfaction and retention.
  • Speeds up the time to productivity, ensuring that employees are well-prepared to take on their roles.
• How can this be achieved?
  • Develop a structured onboarding schedule that includes introductions to the company, role-specific training, and IT setup.
  • Use mentorship or buddy programs to guide new employees during their first few weeks.
  • Incorporate digital onboarding platforms for remote employees, ensuring consistency and accessibility.

Onboarding and induction training create a solid foundation for new hires, ensuring they are ready to contribute effectively from day one.

2. Technical Skills Training

Technical skills training focuses on developing the specific abilities required for employees to perform their roles effectively. This type of training is designed to improve job-specific skills, such as proficiency with software, machinery operation, or specialised industry knowledge. With the fast-paced nature of industries, keeping technical skills up to date is vital for employee and organisational success.

• Why it matters:
  • Ensures employees have the necessary skills to meet industry standards and perform tasks efficiently.
  • Promotes adaptability by keeping employees updated with the latest tools and technologies.
  • Reduces errors, inefficiencies, and operational risks by improving technical capabilities.
• How can this be implemented?
  • Identify the key technical skills needed for each role and design specific training sessions accordingly.
  • Offer hands-on learning through workshops, simulations, or on-the-job training.
  • Regularly update training materials to reflect new technological advancements and industry trends.

Technical skills training keeps employees current with industry trends, improving their efficiency and reducing the risk of errors.

3. Leadership and Management Training

Leadership and management training is designed to equip employees with the skills necessary to lead teams and make strategic decisions. 

This type of training focuses on developing leadership qualities such as communication, decision-making, and problem-solving, which are essential for higher-level roles within the organization. Developing internal leadership talent is critical to ensuring the long-term success and sustainability of the organization.

• How it works:
  • Cultivates critical thinking and decision-making skills necessary for effective leadership.
  • Enhances communication and team-building skills, which improve overall productivity and morale.
  • Prepares leaders to navigate challenges, drive change, and create a positive work environment.
• How can this be achieved?
  • Provide executive coaching or mentorship programs for high-potential employees.
  • Offer leadership development workshops focusing on strategic thinking, emotional intelligence, and conflict resolution.
  • Create leadership simulation exercises that mimic real-world business challenges for hands-on experience.

Leadership and management training helps organisations build strong leaders capable of driving growth and navigating challenges.

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4. Soft Skills Training

Soft skills training focuses on developing interpersonal skills, such as communication, teamwork, and problem-solving. These skills are essential for improving collaboration, enhancing relationships, and contributing to a positive organisational culture. Unlike technical training, soft skills can be applied in various roles, making them critical for both individual and organisational success.

• Why it matters:
  • Helps employees communicate and collaborate more effectively, leading to better teamwork and innovation.
  • Reduces workplace conflicts and misunderstandings, encouraging a more positive and productive culture.
  • Improves customer interactions, as employees with strong soft skills can manage client relationships with greater confidence and professionalism.
• How can this be implemented?
  • Offer workshops or online courses on key soft skills such as communication, active listening, and conflict resolution.
  • Organise team-building exercises and group activities to strengthen interpersonal skills.
  • Implement peer review systems that encourage employees to provide constructive feedback and enhance their soft skills.

Soft skills training cultivates stronger relationships and communication, driving collaboration and overall business success.

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5. Compliance and Regulatory Training

Compliance and regulatory training ensure that employees understand and follow the laws, regulations, and company policies that govern their work. It includes training on topics such as workplace safety, data privacy, and industry-specific compliance requirements. Keeping employees informed of current regulations helps protect the organisation from legal risks and ensures ethical operations.

• How it works:
  • Minimises the risk of legal violations, fines, and penalties by ensuring employees follow regulations.
  • Protects the organisation’s reputation and promotes ethical behaviour across all levels of the business.
  • Keeps employees informed of the latest laws and regulations that may impact their work responsibilities.
• How can this be achieved?
  • Provide regular compliance training, particularly for employees working in regulated industries like healthcare, finance, or manufacturing.
  • Use e-learning platforms to deliver engaging compliance courses that are easily accessible and updatable.
  • Organise refresher training sessions to keep employees up to date on changing laws and regulations.

Compliance and regulatory training protects the organisation and ensures employees uphold ethical and legal standards.

Suggested read:Top 10 Leadership Training Companies in 2025

Identifying the right solution can make the difference between success and failure in workforce development. Here’s how Corpoladder can help you. 

How Can Organisations Achieve Effective Training and Development?

Organisations face various challenges in training and development, from rapidly changing technologies to the need for compliance and leadership innovation. Companies often struggle to ensure their workforce has the right skills while keeping training programs relevant and scalable. To address these challenges, training solutions must be adaptable and aligned with the evolving demands of the industry.

AtCorpoladder, we offer a comprehensive solution with diverse training programs that focus on Artificial Intelligence, ESG (Environmental, Social, and Governance), and Leadership Development. Our programmes are designed for various industries and skill levels, helping organisations enhance their workforce and drive growth by equipping employees with the necessary tools and knowledge.

Here’s why organisations choose Corpoladder:

• Expert-Led Training: Corpoladder’s training programs are delivered by industry experts with deep knowledge and experience in key areas such as Artificial Intelligence, ESG, and Leadership Development. This ensures that employees gain insights from real-world examples, cutting-edge practices, and the latest industry trends, making the training highly relevant and effective.
• Tailored Training Solutions: We recognise that every organisation has unique needs. That’s whyCorpoladderoffers customisable training solutions, specifically designed to address your organisation's skill gaps. Whether you're looking to upskill your leadership team, enhance technical expertise, or build a culture of sustainability, our programmes can be adapted to your organisational goals.
• Versatile Learning Formats: Corpoladder offers flexible learning formats to ensure that training can be accessed in a way that best suits your organisation’s needs. Employees can participate in:
  • In-person live training for hands-on experiences, 
  • Attend online live sessions for flexibility, 
  • Complete self-paced courses to fit around busy schedules and learning preferences.
• Industry-Specific and Scalable Programs:Our training programs are designed to be applicable across various industries and skill levels. Additionally, our scalable programs can support organisations of any size, from startups to large enterprises, ensuring that growth and development are accessible to everyone.

Conclusion

Training and development are key to building a skilled, adaptable workforce that can meet the evolving needs of an organisation. By investing in the right training programs, companies can encourage a culture of continuous learning and improvement, driving both individual and organisational success.

AtCorpoladder, our training and development programs are designed to equip your team with the essential skills needed to meet business objectives and adapt to industry changes. With a focus on strategic learning and practical application, we help organisations enhance employee performance, reduce turnover, and promote a culture of continuous growth.

Get in touch with us todayto explore how we can support your organisation’s training and development goals.