Training and development for employees/Importance/Objectives

Employees training and development (T&D) is a set of procedures, whose objective is to contribute to the evolution of an employee in the short and long term. These are previously planned actions to be performed in favor of the individual’s professional growth, considering several aspects, including soft skills.

When considering the speed with which the world evolves and is continuously changing, it is expected that, in companies, this evolution will also happen. 

Often, what will keep your organization up to date with trends will be the training and development of employees.

But to put any training and development program into practice, you need to understand what it means, what the goals are, and how to efficiently craft each of its steps.

That’s what we’ll see in this content. Read on and learn more!

What is training and development of employees

Employees training and development (T&D) is a set of procedures that aim to contribute to the evolution of an employee in the short and long term . 

Still, they are actions previously planned to be performed in favor of the individual’s professional growth, considering several aspects, including soft skills.

To clarify, soft skills are skills inherent to a professional that are not necessarily acquired in their academic training. 

On the contrary, they are usually aggregated over time, as he goes through organizational experiences or even in his personal life.

However, often, these skills need to be improved to perform certain functions. At this point, T&D is absolutely necessary. Training and development for employees

Even if an employee has several soft and hard skills compatible with their position and is competent in their roles, training and development is always an appropriate solution, since things are happening so fast around us. 

Today, technologies are advancing fast, updates are constantly being made, and employees are becoming more knowledgeable and demanding. 

Therefore, maintaining a T&D practice can be the key to keeping your company always in line with market demands .

Difference between training and development of employees

Although training and development are intertwined, there are some characteristics that set them apart. Check it out below.


Training is a type of teaching that aims to accomplish a task with a short-term result . 

In this case, learning will have a beginning, middle and end, that is, a determined time to be performed with a specific objective. 

In this sense, training is generally applied to solve an immediate problem and is linked to more urgent issues. 


The development of employees, on the other hand, is characterized by being a type of learning aimed at the long term . 

This means that it doesn’t just have a specific objective, with a definite end, as the purpose of development is to continuously expand knowledge and experience . 

As such, it has no beginning, middle and end, but a line of constant improvement. Still, the development extends, also, to the professional’s progress, aiming at a future promotion of this collaborator. 

But although they are different, these two methods are complementary, as it is possible to affirm that the development is formed by a series of training carried out, which will be contributing to the continuous development of the employee.

Importance of T&D to the company’s strategy

More than an HR front or a way to improve the knowledge and skills of employees, training and development must be seen as an essential part of the company’s strategy. Training and development for employees

After all, regardless of the plan designed for the business, employees need to be properly prepared to execute it.

In this way, T&D enhances strategic planning , enabling the delivery of more expressive and higher quality results. 

In addition, all the technical and behavioral knowledge acquired by the professionals contribute to the increase in the seniority of the teams in general, bringing even more benefits in the medium and long term.

Training and Development Objectives

Below, we list some reasons to bet on the training and development of employees in the company. 

Increase productivity 

Empowered employees perform their functions with less effort and achieve better results . Once having mastery over what needs to be done, it enhances the execution of the work. 

This is one of the advantages of training and development: it has a direct impact on productivity, acting as an enhancer. 

Therefore, the more skilled the employee is, the better he understands about his job and knows how to carry it out. 

In this sense, training and development provide the tools and shortcuts needed to achieve excellence. 

Reduce rework

When the objective of an action is not achieved or it is not successful, it will be necessary to redo. 

In companies, redoing something is one of the main causes of demotivation and unproductivity. 

In this sense, rework affects not only the team spirit, but also the perception of the quality of what is delivered. 

In addition, of course, to the extra costs for the company. Furthermore, these damages may be irreversible.

In this way, training and development avoids rework , as it allows identifying and solving problematic points that affect the quality and self-esteem of the employee. 

In this context, managers can receive specific training to help them better monitor processes, delegate tasks and clearly transmit orders. Training and development for employees

Employees, in turn, can be trained to enhance their skills and develop them better. 

Improve customer and consumer experience

Companies constantly need to improve products and services, both to keep up with the competition and to meet consumer demands. 

But for news to be presented, it is necessary to train and develop the teams, as they are the ones who will be directly linked to the products and services, in all stages of the process. 

Therefore, empowering employees is essential when the company launches something new. After all, the team needs to be prepared to promote the best customer experience. 

Enable the team to use new tools

Today, technology is very present in organizations. In this sense, innovative solutions appear daily, so there is no way to remain indifferent. 

But ERP, CRM, marketing automation tools, among others, need training to be used. 

Thus, in the same way that teams need to be trained in new products and services, employees must also receive training to deal with new technologies .

Why invest in T&D?

T&D initiatives may require more robust investments, depending on the needs identified. 

However, this is a type of investment that provides a very significant return for business development. 

In addition to bringing a series of advantages and benefits, which will be mentioned below, investments in training and development promote a permanent evolution for the company . 

In this sense, the financial return is no longer something immediate and becomes more lasting, with impacts that extend across the entire organization and remain beneficial for a long period.

T&D Benefits of employees

T&D initiatives provide a series of benefits, both for employees and for the company as a whole. Below are some of the main ones.

Improvement in the organizational climate

A professional who has the opportunity to be improved in his role feels more satisfied in the position he occupies. In this way, he realizes that there is an appreciation of his work and notices that what he does has real importance. Training and development for employees

Thus, he deals better with his teammates and is committed to their activities. In addition, it is possible to develop training specifically for this purpose: to increase the team’s level of satisfaction with the organizational climate .

Strengthen organizational culture

Organizational culture is one of the most important things within a company. With the help of a well-structured T&D plan, it is possible to shape the culture according to the values ​​and objectives of the business . 

This strengthens relationships between employees and helps to improve the clarity and alignment of the internal culture.

Remembering that a strong organizational culture avoids conflicts and increases team engagement.

Develop talents

It seems obvious that a training and development program develops employees, but here we want to draw attention to each person’s talent. 

Often, a simple training can awaken a skill in an employee that he himself did not know. 

As the company offers opportunities for growth and learning, employees begin to discover themselves more , exploring their capabilities and possibilities more deeply, enhancing human capital .

Reduction of competency gaps

Every company faces some level of gap between what is expected from the profile and deliverables of a position and what the person in charge has to offer . 

Despite being a common and understandable problem, through training and development it is possible to be mitigated and sometimes eliminated.

In this sense, assessment tools, such as the 9 Box , help to identify the professionals who need to be developed and what their main gaps are, so that a more efficient training plan can be developed. 

In this way, the identified gap can be reduced , improving the professional’s career and the results he delivers to the business.

Employer branding improvement

Being well regarded in the job market is a great challenge. We call employer branding the act of making your company an employer brand, that is, an organization that attracts talent.

Thus, incorporating T&D into your company directly contributes to this task. 

Since when you show that your organization cares about developing and training employees, it is seen as a value that goes beyond employee benefits. 

Therefore, there is an added advantage of being part of your business, something that differentiates it from other companies. Training and development for employees

Increased productivity

The training and development of employees is directly related to the company’s growth in general. 

Once, when employees are trained, the level of excellence of the activities performed tends to increase significantly.

Furthermore, it is known that satisfied employees produce more, work more willingly and engage with intensity in their work . 

This also results in an increase in the team’s productivity , which reflects on the company’s revenue. 

Decrease in turnover rate

Today, employees are not just looking for companies that pay well, the current generation appreciates being in places where they have the possibility of growth , organizations that offer something more than financial remuneration

Therefore, when a company provides the means by which they can expand their knowledge and grow as professionals, they will undoubtedly choose to remain in that place, thus decreasing the turnover of employees in their company.

Cost reduction

Trained employees perform their functions with a lower rate of errors . 

More than that, once they are taught, their skills are more aligned and less prone to waste, big failures, etc. 

But there is also the fact that it reduces the need to hire new employees, when the activities required are in accordance with the specifications of the position in question.

Improvement of HR indicators

In general, the T&D initiatives positively impact several HR indicators, since the actions are designed to promote the professional development of employees, resulting in the delivery of better results. 

The previous topics themselves are an example of this.

Advantages of Training and Development

In addition to all the benefits you’ve just seen, T&D initiatives also provide some very important benefits for companies. Check out the main ones right now.

Meet specific company needs

Every company, at some point, goes through specific needs that impact its results. 

A recent example was the arrival of the pandemic in 2020, which caused unexpected changes in the way employees live and work. Training and development for employees

Can you imagine how many organizations were actually prepared to deal with this?

At times like these, training and development is essential to structuring a targeted action plan capable of resolving the central issues of the situation and meeting the identified needs. 

This can be seen in simple things, such as training on new products for the sales team, or more complex, such as hybrid team management methodologies for managers.


Compliance is nothing more than keeping in accordance with certain administrative and financial rules and requirements. 

This is commonly relevant for companies that undergo audits and are held accountable to shareholders. 

However, from a very young age, every organization should be concerned with “walking the line”.

In this sense, a good T&D program can be developed to ensure that all employees are aware of their responsibilities , avoiding deviations in processes or errors that affect the integrity of the business.

Fix PDI crashes

The PDI is a very valuable tool, but it needs to be designed with care and good direction. 

Thus, it is quite common to see companies that help their employees in the preparation of an individual development plan, but that end up failing in monitoring it. 

In this sense, the T&D program can provide for this follow-up, ensuring that the PDI of each employee is constantly revised and that possible flaws are corrected.

forming leaders

Leadership is a characteristic that needs to be constantly developed in employees who intend to be ahead of a team. 

More than that, companies that act strategically must pay attention to the formation of leaders , especially with regard to the succession plan . 

After all, professionals evolve in their careers and must take on new positions with at least the same level of competence.

Improve team motivation and engagement

Employees who are continually encouraged to develop begin to follow a constant pace of evolution. I

This creates a very positive and motivating atmosphere, as they can see their results getting better every day. 

Still, having more motivated teams becomes a great differentiator for the business . Since professionals feel freer to innovate and engage more easily in new challenges. 

Their development becomes the growth of the company as a whole.

Connect employees to organizational goals

Another very important advantage is that, through training and development actions, it is possible to make a very precise alignment between the professionals’ career goals and the strategic goals of the business. 

This connection results in training aimed at the development of both parties. In this way, everyone wins.

Helps to form high performance teams

High performance teams are every company’s dream. In this sense, having lean teams that generate excellent results with low costs is really something to be desired. Training and development for employees

The fact is that this is only possible, rather than sustainable, when aligned with a good T&D plan. 

Constant development is part not only of creation, but also of maintaining high performance in teams , as the market is dynamic and volatile, requiring frequent updates from professionals on techniques, products and customer needs. 

Types of training and development of employees

Now that you know what T&D is and all the benefits and advantages it provides, let’s talk about the types of training and development we see in today’s market. Follow up!

Types of training

We’ll start by approaching the main types of training, which are more punctual actions, aimed at addressing a specific need.

technician or hard skill

The name makes it clear which type of training it refers to. Here, there is a technical approach, which may be needed at some point or in some industry. 

As we know, tools are updated, new ones are implemented and processes undergo changes, so employees need to adapt to the new reality of the company.

A good example is the implementation of the Data Protection Act , which directly impacts the way in which the company handles personal information. 

Certainly, each organization will need to align its activities and train employees for this new context.

behavioral or soft skill

It is a training that develops the soft skills of an employee. Furthermore, it is focused on aligning the behavioral skills needed to hold a position. 

Thus, in a leadership position, for example, communication, employees  management and conflict resolution skills are essential. 

So, if a leader needs to have these skills improved, it is possible to design training with that objective.

Management and Supervision Skill

Management and supervision training is aimed at professionals who need to manage employees and/or processes. 

These are specific skills that need to be developed, as they impact the results of the entire team involved. 

In this type of training, employees must learn to deal with the management of teams, goals and processes, as well as understanding about meeting deadlines and administrative and bureaucratic tasks.

Each company must know the level of depth of these trainings according to the level of management of each position. Training and development for employees

competency management

Competency-based management training aims to prepare managers to strategically leverage the competencies of each member of their team. 

Therefore, it needs to involve knowledge of performance assessment tools and the identification of skills and competence gaps to be developed in employees. 

It is a type of training that enhances management, while at the same time directing the way to manage employees towards a more qualitative and efficient approach.

Integration or Onboarding

The integration of a new employee to the team also requires training. 

The onboarding itself, is already preparing to leave the professional and the team acclimatized to the person (or employees) who will complete the team.

In this case, it will be necessary to communicate the company’s values, customs and general rules, what processes the team already uses, among other information that is specific to each organization.

Although these trainings are more punctual, they can be adapted to become routine in your company, aiming at long-term development. 

It is even worth making a calendar of interventions to apply training and keep your staff always updated, both behaviorally and technically.  


Motivational training can also be done, to increase the team’s engagement in relation to a new project, a new management or even for the day-to-day work.

Thus, it is possible to think of strategies to encourage employees to “wear the shirt”. 

The financial bonus is not the only solution to motivate a team, therefore, training with lectures, meetings outside the office, special missions, etc., can also be efficient in this regard.

leadership development

Training to develop leadership is aimed at improving a person’s skills in taking responsibility and taking the lead in projects and actions.

As much as everyone who takes on a management role needs to develop their leadership skills, this is not a training for managers only .

In this way, employees at all levels can (and should) undertake leadership training, either to qualify for a future management position, or to better perform their technical skills on projects and within the team’s routine.

Types of development

As with training, there are different types of development, of which we will list the main ones below. Check out!


Career development deals with the path that each person takes in their professional history. This includes all courses, training, positions and companies where he worked. Training and development for employees

A career is something constant, with a path that brought the professional to the point where he is currently and a plan that develops for the next steps, like planning a trip. 

Career development must be thought of holistically, considering not only the current company and position, but also the professional perspectives that can be achieved from the short to the long term. 

The career belongs to the person and not the company!

continuing education

Continuing education is the regular technical development to be done by the person. 

It reflects the state of constant movement, in the search for updating and deepening knowledge on the part of the professional. 

In general, this type of development is linked to formal education , with initiatives that involve postgraduate courses, masters, doctorates and exchanges.

Alignment of Changes

Another important point of development is the alignment of changes, both by the organization and by the employee. 

Today, it is quite common for the company to have to deal with professionals who are dissatisfied with their area of ​​expertise and decide to make a career migration. 

This is an excellent opportunity for the company to be part of this moment in the professional’s life , helping them to develop for new challenges. 

On the one hand, the organization has a professional who is engaged and willing to evolve with the company. On the other hand, the employee feels motivated and grateful for the support and opportunity.

T&D at different hierarchical levels

Training and development initiatives can be applied at different hierarchical levels of the organization. See how this happens in each of them.


The main purpose of this hierarchical level is to have sufficient autonomy to deal with challenges and the security to do it more efficiently. Training and development for employees

Therefore, training and development for leaders should focus on skills that relate directly to leadership

Here, we are talking about positions that exert great influence on the team and employees of other teams . 

These are employees of reference in their area of ​​expertise and who are not always the managers of the team, but are endowed with great technical knowledge

Therefore, it is a level that needs to remain technically strengthened, with training and specialization courses, at the same time that they need to know how to deal with their peers inside and outside the team. 

Therefore, it is essential to include training focused on teamwork, leadership and socialization .


Managers are employees who have to deal with many strategic and bureaucratic issues. 

Furthermore, their roles have responsibilities for other employees, but they also carry responsibilities for the numbers handed in by team members. 

The big difference between managers and leaders is that managers do not need to have great technical knowledge of the operational part of their area of ​​expertise. 

In fact, they should understand the main points, but it’s the contributors under their command who necessarily need to know about the execution. 

Therefore, more technical training is not as relevant for them .

On the other hand, it is extremely important that they are developed in relation to management tools, more strategic analyzes and market innovations. 

These are employees who need training in leadership, employees management , management models , professional follow-up with a coach and the like.


Employees in general are the ones with the greatest range of possibilities in T&D. 

For them, it is very important to offer different technical and behavioral training, paying attention to each one’s career plan for more specific initiatives that meet the needs of both parties.

As much as training for employees can be thought of and carried out en masse, the development of each one must be evaluated with a little more parsimony. 

It is worth remembering that the next leaders and managers can be among these employees, which is more intelligent, effective and cheaper for the organization.

How to design and apply T&D in your company

Next, understand how to design and apply training and development in 4 different phases.


The first phase is the diagnosis, in which T&D needs are properly identified. 

For this, different techniques and approaches can be applied. Follow up!

Training needs assessment

The survey of training needs must be carried out in partnership with the managers of each area. 

Since they are in direct contact with their team members and are able to point out the weak points that can be worked on to obtain better results.

Another important action is to validate with the employees themselves. 

But it is important to ensure an alignment between what is identified as a gap and the direction that the person wants to give to their career. This will help to draw up more accurate and effective development plans. 

This step can be performed with the application of questionnaires and interviews.

Organizational weather research

The application of a climate survey helps to identify problems in the relationships between employees and their colleagues and managers. Training and development for employees

In most cases, these problems can be eliminated through behavioral training, specially designed to tackle the root of the issue.

Thus, it is very important that the survey is applied frequently and regularly, so that any adverse situation is quickly identified and resolved. 

This ensures that T&D plans are always up to date and the mood is always positive and healthy.

Competency mapping

Competency mapping allows for a better understanding of employees, their ability to deliver results and their limitations. 

Based on this, it is easier to assemble more balanced and high-performance teams, as well as better targeted development plans according to individual and collective gaps.

Performance evaluation

The performance evaluation is an important tool to verify the relationship between the results expected of each employee and what he effectively presented. 

This assessment makes it possible to analyze whether a professional falls short and needs help to perform better or if he is beyond and must be prepared to take on a new position, with greater responsibility.


After the diagnosis phase, it is necessary to relate the points of improvement to the types of training that will be needed to fill that need.

Thus, it is important to make a document that demonstrates this relationship clearly and objectively, listing what the problem is and the type of training that will be applied. 

Thus, it is possible to offer training that addresses more than one identified problem, which is why it is necessary to carry out this study carefully. 

At this stage, it is also necessary to define the objectives of each action, which technique to use, the budget to carry out the training, when it will be applied, the duration of this action and who are responsible for carrying it out.


The execution phase is precisely the “getting hands dirty” . It is about putting into practice everything that was planned. 

So, if your planning was complete and you were able to work out an overall schedule, this part will not have too many complications.

Of course, not everything will turn out the way you imagined. 

So, when something goes unplanned, it’s important to remain calm and find the best solution for that setback, which can happen during execution. 

But it’s important to do your best to stick to your plan. Training and development for employees

A good tip for this step: follow the course of training and already note the noticeable results throughout the execution.

Also, see if that activity continues to make sense for your company, so that the training takes place in a satisfactory manner.

Results analysis

Finally, assess whether the proposed objectives have been achieved. To do so, analyze the results and groups through surveys, testimonies, number of employees affected, etc.

Here, it is worth creating indicators so that this analysis becomes more objective and enlightening.

Finally, this analysis does not need to be done only at the end of the application of training and development, but it must also be analyzed on a daily basis, in the changes perceived over time.

Training and development techniques

Developing training and personal development methods in companies requires planning. Therefore, we now list techniques that can help in this task.

on-site courses

Perhaps this technique is not the most suitable in a pandemic period, but it is worth knowing it when face-to-face meetings are possible.

In this sense, courses can take place at the company or at external locations. Also, the instructor can be a skilled collaborator or someone outsourced. 

On-site training is an excellent opportunity for exchanges between colleagues and instructors. 

The downside is the higher cost when compared to video classes or online courses. 

Distance education (EAD)

Distance learning courses are an alternative to face-to-face training and are widely used today. 

The main advantage is to serve companies with different headquarters or those that are unable to define a common time for meetings.

In distance education, each employee is able to attend classes anywhere and at the most appropriate time. 

Regarding costs, distance learning training is more viable and offers space for participants to clarify doubts and have direct contact with instructors. 

hybrid courses 

Also called blended, hybrid courses mix on-site classes with distance learning. 

This means that part of the training can take place in a virtual environment and another in person. 

This technique is mostly used in training and development that requires some practical activity. 


Events require greater investment to be carried out. Therefore, it is necessary to think about leasing space, materials, transport, food, among others. 

Therefore, they should be considered when the training will address different topics. 

But when the amount of knowledge transmitted is large, holding an event can be worth the cost , mainly for the benefits, such as the engagement of participants and the synergy between them. 


In this form of training, games and challenges capable of making learning dynamic and competitive are applied. 

This technique encourages a healthy dispute and creates challenges from everyday situations. The result, in addition to learning, is the engagement among the company’s employees . Training and development for employees

Creative Problem Solving Sessions

Another interesting technique for promoting training and development is creative sessions. 

In this case, several exercises are applied to solve hypothetical situations about real organizational problems. 

Thus, participants must find strategic and creative solutions. 

It works as a practical exercise, with the advantage of not harming the organization, as the situations are fictitious.

With this method, in addition to finding possible points for improvement at work, participants also learn, in practice, to face obstacles. 


It is a motivational training method used to encourage employees to develop professionally. 

Coaching helps individuals deliver more quality and perform their roles more diligently. 

Most of the time, coaching accompanies the training and indicates the best ways for the professional to obtain results. 


They consist of workshops focused on the practical execution of the processes developed by the business. 

A workshop can be organized in the company’s own structure and, in general, it has a low cost to carry out . 

Finally, it is noteworthy that we cannot say which of these techniques is the best. The choice depends on the company context and the training to be applied.

 Therefore, each organization must use the method that meets the expected objectives and matches the available budget. 

Training and development indicators

After defining the most suitable training and development technique for the organization and applying it, it is essential to analyze the results. 

For that, there are indicators, that is, parameters to visualize trends, successes, deviations and errors

Indicators can be divided into two categories: specific and managerial. Check out the main ones.

Specific indicators

membership fee

It shows the percentage of employees who adhered to the training invitation, that is, who responded positively to the company’s call. Training and development for employees

This indicator allows confirming the effectiveness of the dissemination of the program and the level of interest of employees. 

A tip to better publicize training: disseminate information in advance and reinforce the importance of everyone’s participation. 

abandonment rate 

Shows the number of employees who dropped out of training before completing it. 

Thus, high abandonment rates can mean a lack of engagement or low quality of what was offered. 

When you see high dropout rates, it’s a good idea to make adjustments to your development plan . 

Reaction of participants

At the end of the training, it is essential to assess the reaction of the participants . To do so, gather feedback from employees that are relevant or provide insights for future training. 

Also, note the rate of favorable and unfavorable reactions. This can help to understand how employees adhere to training. 

Learning Assessment Average

Grades obtained by employees during training can be a specific indicator to demonstrate the level of learning. 

In this sense, a very low average shows that the acquisition of knowledge was not good. The conclusion is that the training was flawed. 

Investment in training and development per person

By dividing the total cost of training by the number of participants, we arrive at the investment per person. 

This indicator will show whether the training is paying off. Here, the rationale is: the higher the costs, the better the results should be . 

Individual use

Assess the performance of each employee participating in the training to find out if they really benefited from what they learned. 

For this, the performance prior to qualification must be compared to the current one. So, watch how they carry out their activities before and after. 

Management Indicators

Collaborators reached

This indicator considers the number of employees participating in a training, including its duration. 

In this sense, it has the function of evaluating the capacity of the team that conducted the programming . 

Therefore, it is worth asking some questions: was the team able to deal with a large number of employees? Did the time go well? How was the execution? These are points that must be evaluated. Training and development for employees

Average training time per person

Considers the average time devoted to training each employee. This indicator allows you to know how many hours of work were used to train employees and whether the results achieved are consistent with the time spent. 

Average themes per person

This indicator should show which issues attracted and engaged the most participants . The average time per person makes it possible to adopt new approaches to less popular topics in order to make them more interesting. 

Total investment in training and development

The financial issue must be considered when applying training programs. Therefore, it is necessary to know the costs to train employees. 

This indicator shows that the ideal training and development is one that is well priced and generates good results . 

Business Indicators

This indicator helps to understand how much the company’s numbers have improved after applying the training. Since the techniques aim to develop employees to work better. Therefore, having good results is expected in these cases. 

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