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  • Gustavo Macedo e João Accioly

Training, Development and Education


In a market that’s always looking for the best, companies that tend to stand out from the competition are facing a hard time. With so much innovation out there and the idea of modernization, it is important to keep an eye out for what’s coming next and what’s changing on politics, economy and society itself. In that sense, the companies more now than never must know how to allocate properly their resources, especially their human resources. Nowadays the companies must have a more critic sense of thinking on how/what/when invest on their employees, making decision of training, development and education more important.

What is a TD&E?

Training, Development and Education (TD&E) are projects or actions that seek to not only improve the employee as professional but also as a person, they have different methods and expectations depending on the objectives of the company. It’s also important to state that each one of them have a different meaning:

Training: They have a focus on improving the individual at their current job/position on the company.

Development: Actions that have as an objective the personal growth, without strict relations with the workplace.

Education: Actions taken by the company to prepare an individual to occupy in the future a different position.

Why is it important? There are many reasons for a company to make a project of TD&E, they can look for problems inside the company and maybe goals that they look to achieve and focus on what they can improve by implementing it. Another reason is that this makes their work team more prepared to future unexpected events, turning that workplace more stable also, which helps on the competition by qualifying your professionals to handle different situations.

How can I implement a TD&E?

When looking at models Borges-Andrade and Abbad (1996) says that the most common referential it’s the model using the general systems theory, providing for the articulation between the following elements and of these with the context that surrounds them: inputs, processing, results and feedback. Those passing to the TD&E method associates with the following stages: needs assessment, instructional planning and effects assessment. For the first stage, creating a needs survey will be really important, finding out what are the company and employee needs, aiming at the problems which they face or even goals that they have. Also it’s important to state the ambient and expectations of the company, making sure they know what they except and the reality of what can the employees actually give to them. When you have this in mind, it’s easier to go to the next stage. The second stage is about planning and executing, in here choosing what kind of content is most suitable for your needs, where and when will it happen, the strategy you must use, if you’re looking for a short-term or long-term program, all that in mind to get as close as possible to the objectives settled on the prior stage. After that executing the plan, making sure it follows all the steps and goes well. At last, the final stage is analyzing the effects of the assessment, seeing the enhancement of the people on the work and in their life, also checking for gaps on the learning process they’ve been through, not only by the employees but also the instructors. This stage will also show which aspects will help or difficult the process, so it’s essential to get a feedback.


It’s seen as very important for the companies to invest on TD&E projects, always looking to improve their workers knowledge and skills, so they can stay competitive and maybe look for a better quality of life in the workplace. Although this text only talks about one method of applying TD&E, there are much more methods, projects or actions that the company must look out for.

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