Training and development are processes that share equal importance for the public sector and the private and nonprofit sector. All of these sectors have a common goal -- efficiency. Through training and development, the public sector can use HR and management practices to help employees become more adept at performing their respective jobs.
One way to view training and development is through the development of human talents in countries shifting from state-owned to privatized economies. This shift demands that individuals can assert their own free will, such as by owning a business. Public sector training enables employees to oversee development of private businesses in these countries. Government workers become partners with private business owners, offering limited regulation so that a free market economy can develop.
Training and development also prepares people to take over public sector jobs when people leave on their own or through retirement. Each public agency has to prepare leaders to assume control when leadership is lacking. If an agency recruits often for leadership positions outside the organization, the organizational culture will change under new leadership.
Training and development activities also help a public organization to develop innovative solutions to internal dilemmas. In other words, employees and managers in an agency need some degree of flexibility in planning how to manage work tasks. Working in teams, these employees can determine unique solutions to problems without having to follow the same model as another government agency.
Training and development routines standardized throughout the organization become part of its knowledge base. Every time a new employee joins an agency, he will need a training and development plan, which includes what standardized and specialized courses he must take to become fully prepared for his position. A hiring manager or HR specialist will document changes in a training and development plan that helps an individual adapt better to a job.