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{{In use|time=01:42, 23 September 2024 (UTC)}}{{Short description|Improving the effectiveness of organizations and the individuals and teams within them}}
{{Use dmy dates|date=October 2013}}
'''Training and development''' involves improving the effectiveness of organizations and the individuals and teams within them.<ref name=":1">{{Cite journal|last1=Aguinis|first1=Herman|last2=Kraiger|first2=Kurt|date=January 2009|title=Benefits of Training and Development for Individuals and Teams, Organizations, and Society|journal=[[Annual Review of Psychology]]|volume=60|issue=1|pages=451–474|doi=10.1146/annurev.psych.60.110707.163505|pmid=18976113|s2cid=45609735 |issn=0066-4308}}</ref> [[Training]] may be viewed as related to immediate changes in [[organizational effectiveness]] via organized instruction, while development is related to the progress of longer-term organizational and employee goals. While [[training]] and development technically have differing definitions, the terms are often used interchangeably. Training and development have historically been topics within adult education and applied psychology but have within the last two decades become closely associated with [[Human resource management|human resources management]], [[talent management]], human resources development, [[instructional design]], [[Human factors and ergonomics|human factors]], and knowledge management.<ref name=":1" />
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== Principles ==
Aik and Tway (2006) estimated that only 20-30% of training given to employees are used within the next month.<ref name="Aik 28–32">{{Cite journal|last1=Aik|first1=Chong Tek|last2=Tway|first2=Duane C.|date=March 2006|title=Elements and principles of training as a performance improvement solution|url=http://dx.doi.org/10.1002/pfi.2006.4930450307|journal=Performance Improvement|volume=45|issue=3|pages=28–32|doi=10.1002/pfi.2006.4930450307|issn=1090-8811}}</ref> To mitigate this issue, they recommended some general principles to follow to increase the employees' desire to take part in the program. These include:
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