Training – the process of teaching new employees the basic skills they need to perform their job.

Development – learning that goes beyond today’s job and has more long-term focus.

Training & Development- continuous effort designed to improve employee competency and organizational performance.

The purpose of training and development is to make sure the employee are working towards organizational goal.

It also needs in order to improved the employees performance in the organization.

1) Determining specific training & development needs

2) Establishing specific training & development objectives

3) Select the T&D method4) Implement the T&D Programs5) Evaluate T & D programs

A systematic approach to addressing the needs/ goal of the organization

By analyze the:- The workers- Tasks given

PurposeClear objectives must be formulate

On the Job Training(OJT)

Apprenticeship Training

InternshipsRole playingBusiness games

Instructor- LedCase studyBehavior

modeling In- Basket

Training Job rotation

Often difficultFeel they are too busy to engage in T

& D effortsQualified trainers must be availableRequires high degrees of creativity

Measure the level of customer satisfaction

Determine what participants (trainee) have learned

Behavioral change; attitude, performance

Get the feedback from the participants.

On the Job Training(OJT)

Apprenticeship Training

InternshipsRole playingBusiness games

Instructor- LedCase studyBehavior

modeling In- Basket

Training Job rotation

Training a person to learn a job while working on it.

It is informal method that permits an employee to learn job task by actually performing them.

Most firm use this method because it is inexpensive, no need the classroom or program learning device.

Advantages- Inexpensive,

employee learn when producing , no need expensive off-site facilities

- Facilitates learning since trainees learn by doing & get quick feedback on their performance.

Disadvantage

- Low expectations on the trainer’s part may translate into poorer trainee performance.

Combined classroom instruction with on-the-job training.

It is a structured process by which people become a skilled workers.

Traditionally used in craft jobs.

Training approach where university students divide time between attending classes & working for organization

Excellent means of viewing potential permanent employee at work.

Students are enabled to integrate theory with practice.

T&D method where participants are required to respond to specific problems they may accouter in their jobs by acting out real-world situation.

Used to teach such skills as:- Interviewing- Grievance handling- Team problem solving communication- Performance appraisal reviews

conference leadership

Permits participants to assume roles such as president, controller, or marketing vice president or two or more similar hypothetical organizations & complete against each other by manipulating selected factors in a particular business situation

the practice of training and learning material between an instructor and learners, either individuals or groups.

Instructors can also be referred to as a facilitator, who may be knowledgeable and experienced in the learning material, but can also be used more for their facilitation skills and ability to deliver material to learners.

Instructors may deliver training in a lecture or classroom format, as an interactive workshop, as a demonstration with the opportunity for learners to practice

T&D method in which trainees study the information provided in the case & make decisions based on it

Used in classroom with instructor who serves as facilitator

T&D method which permits a person to learn by copying or replicating behaviors of others to handle various situations

Exercise in which participant is asked to establish priorities for and then handle a number of business papers or email massage such as memoranda, reports and telephone massage that would be typically cross a manager’s desk.

Employees move from one job to another broaden experience

Helps new employees understand variety of jobs.

Corporate universitiesColleges & universitiesCommunity collegesVideo conferringSimulatorsVideo media- video tapes, filmOnline higher education

Provide under umbrella of the organization

Focus on creating organizational changes

Proactive & strategicGrowth attributed to universities’

flexibility

Primary delivery system for training professional, technical & management employees

Corporate training programs often partner with colleges & universities

Publicly funded higher education establishment

Delivery vocational training & associate degree programs

Widely used in US Interactive & offers flexibility &

spontaneity in classroomUsed by global firms Increase access to training, ensure

consistency of instruction & reduce cost of delivering T&D

Devices or programs that are located away from the job site and replicate actual job demands

Example: training of airline pilots in a simulators

Educational opportunities including degree & training programs delivered either entirely or partially via the internet

Allows employees to attend class at lunchtime

Reduces commute to school

Employers who approve training policies and targets and provide the necessary funding

Training/ HR departments who plan, organize, conduct and evaluate training programmes.

Head of departments who determine which of their subordinate need training and assist in evaluating the effectiveness of the training

Employees who participate in training efforts as learners

The Government which encourage employers to offer training

RESPONSIBILITY FOR TRAINING EMPLOYEES

Increased productivity which in turn leads to higher profits

More satisfied employees which lowers turnover rates

Aid recruitment efforts making it easier to hire talented employees

Trained employees are more innovative The company is in a better position to

compete both nationally and internationally

STEP 1: Break down the job into its separate parts

STEP 2: Give an overview of the jobSTEP 3: Demonstrate a part of the job

for the traineeSTEP 4: Let the trainee try to do what

has been demonstratedSTEP 5: Correct any mistakes madeSTEP 6: Let the trainee practice