The Development dimension of the Personnel function is the process of improving, moulding, changing and

developing the skills, knowledge, creative ability, aptitude, attitude, values and commitment based on present and
future requirements both at the individuals and organizations level. This dimension includes:

1. Training: Training is a continuous process by which employee learns skills, knowledge, abilities and
attitudes to further organizational and personnel goals. Training is needed to serve the following purposes:
a. Newly recruited employees require training so as to perform their tasks effectively. Instruction,
guidance, coaching help them to handle jobs competently, without any wastage.
b. Training is necessary to prepare existing employees for higher level jobs (promotion).
c. Existing employees require refresher training so as to keep abreast of the latest development in job
operations.
d. Training is necessary when a person moves from one person to another (transfer). After training,
the employee can change jobs quickly, improve his performance levels and achieve career goals
comfortably.
e. Training is needed to bridge the gap between what the employee has and what the job demands.

2. Executive Development: It is a planned, systematic and continuous process of learning and growth by
which managers develop their conceptual and analytical abilities to manage. It is the result of not only
participation in formal courses of instruction but also of actual experience. It is primarily involved with
improving the performance of the manager by giving them stimulating opportunities for growth and
development. Developmental efforts help executives to realise their own goals and aspiration in a planned
way. Executive development programmes help managers to broader their outlook, look into various
problems dispassionately, examine the consequences carefully, appreciates how others would react to a
particular solution and discharge their responsibilities taking a holistic view of the entire organization.

3. Career Planning and development: It is the planning of ones career and implementation of career plans by
means of education, training, job search and acquisition of work experiences. It includes succession
planning which implies identifying developing and tracking key individuals for executive positions. Career
planning seeks to meet the following objectives:
a. Attract and retain talent by offering careers, not jobs.
b. Use Human resource effectively and achieve greater productivity
c. Reduce Employee Turnover
d. Improve employee morale and motivation
e. Meet the immediate and future human resource needs of the organization on a timely basis.

4. Human Resource Development: HRD aims at developing the total organization. It creates a climate that
enables every employee to develop and use his capabilities in order to further both individual and
organizational goals. HRD , basically aims at developing:
a. The capability of each employee as an individual
b. The capabilities of each individual in relation to his or her present role
c. The capabilities of each employee in relation to his or her expected future roles
d. The dyadic relationship between each employee and his or her employer
e. The Team spirit and functioning in every organizational unit