What is Training and Development?
Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace.
The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people’s attention on incorporating their new skills and ideas back at work.
Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors.
To view the current educational trainings being offered at Amherst, please visit the Training and Professional Development webpage.
Organizational Development is a process that “strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them.” (from the Organizational Development Network website) OD work implies creating and sustaining change.
An OD perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything “wrong” at the present time. The group or manager may simply be seeking ways to continue to develop and enhance existing relationships and performance. In other situations, there may be an identifiable issue or problem that needs to be addressed. The OD process aims to find ideas and solutions that can effectively return the group to a state of high performance.
The four stages of an OD plan are outlined on the Organizational Development webpage.
These two processes, Training and Organizational Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff. Organizational Development can be used to create solutions to workplace issues, before they become a concern or after they become an identifiable problem.
Trainer and Organizational Development Specialist
Stephen Butler is the college's Trainer and OD Specialist. He is on campus five days a week in the Human Resources Office, and you can contact him at 542-2521 / firstname.lastname@example.org.