TRAINING AND

DEVELOPMENT

MEANING

•Training : It is an organized activity aimed at

providing instructions to improve the recipients

performance or to help him attain a required

level of skill.

• It is a process to increase skill and knowledge.

•DEVELOPMENT : It means to improve the

overall effectiveness of the employee at their

current posts and to prepare them for handling

more responsibilities in the future.

• It involves growth of an individual in all aspects

like personality, maturity etc.

DIFFERENCE

Basis Training Development

PURPOSE

To develop a special

skill related to the job.

To develop a better

personality of a person.

JOB OR CAREER

ORINETED

It is a job oriented

process.

It is a career oriented

process.

Basis Training Development

SCOPE OF

LEARNING

The scope of training is

limited.

The scope of

development is broad.

NATURE

It is related to work. It is related to person.

DURATION It is usually a short

term process. Its

duration is fixed.

It is an on going

process and includes

training.

TRAINING PROCESS

•Need Analysis

• Instructional Design

•Validation

• Implementation

•Evaluation and Follow up

NEED ANALYSIS

• Identify specific job performance skills needed to be

improved.

• Analyze the audience to ensure that the program will be

suited to their specific levels of education, experience

and skills.

• Use research to develop specific measurable knowledge

and performance objectives.

INSTRUCTIONAL DESIGN

• Gather all instructional objectives, methods, media,

description of sequence of content. Organize them into a

curriculum that supports adult learning theory and

provides a blueprint for program development.

• Make sure all materials compliment each other and are

written clearly.

• Carefully and professionally handle all program

elements to guarantee quality and effectiveness.

VALIDATION

• Introduce and validate the

training before a representative

audience. Base final revisions on

pilot results to ensure program

effectiveness.

IMPLEMENTATION

•When applicable boost success with a “train-

the-trainer” workshop that focusses on

presentation knowledge and skills in addition

to training content.

EVALUATION AND FOLLOW UP

Asses program success according to:

•Reaction

•Learning

•Behavior

•Results

METHODS OF TRAINING

•As training is essential at all levels of

organization. Different methods are used for

training the employees of different levels.

There are two methods of training:

1. On the job method

2. Off the job method

DIFFERENCE

ON THE JOB METHOD OFF THE JOB METHOD

Training is provided by superiors to

subordinates.

Training is provided by experts from

within or outside the organization.

It is less costly. It is more costly.

It is less time consuming. It is more time consuming.

It is used where jobs are simple. It is used where jobs are complex.

ON THE JOB METHODS

• It means “Learning while doing”.

• It is less costly and less time consuming method.

• It includes:

I. Apprenticeship Training

II. Induction Training

III. Internship Training

IV. Job Rotation

APPRENTICESHIP TRAINING

• The trainer is appointed to guide the worker.

• The trainer performs the job and the learner observes.

• When the learner learns all the skills then he slowly

starts taking up the job step by step and the trainer

now becomes the observer.

• This method is suitable for people seeking to enter skill

traits for example plumbers and electrician.

INDUCTION TRAINING

• It is the process of receiving and welcoming an employ

when he first joins the company and giving him the

basic information so that he settles down quickly.

The objectives are to:

• To build up confidence and prevent any nervousness.

• To bring a sense of loyalty.

• To develop cordial relationship between superior and

subordinate.

INTERNSHIP TRAINING

• Under this method technical institutions and business

organizations jointly impact training to their members.

• The objective of the training is to strike a balance

between theoretical and practical knowledge.

• Educational institutions impart only theoretical

knowledge to their students and for the practical

knowledge they are sent to business organizations.

JOB ROTATION

• This method involves shifting the trainee from one

department or job to another.

• Suppose a person is appointed in production

department when he comes to know everything of that

department, he is shifted to another department.

• The motive is that during any circumstances the person

is capable of taking charge of various departments.

OFF THE JOB METHODS

• It means “Learning before doing”.

• These methods are used away from work place.

• It includes:

I. Vestibule Training

II. Films

III.Case Study

IV.Class room lectures

VESTIBULE TRAINING

• In this method the employee learns their job on the

equipment, which is placed far away from the work

place.

• It is usually done when employees are required to

handle sophistication machinery and equipments.

FILMS

• They can provide information and the demonstrate the

skills required for performing the jobs.

CASE STUDY

• Trainees study the cases to determine the problem,

analyze the cause, develop alternate solutions, select

the best solution and implement.

CLASS ROOM LECTURES

• Under this method, theoretical knowledge of the managers

is brushed up. They are informed of the latest techniques

for tracking different problems.

• In large organizations, permanent experts are appointed to

pass on such information.

• Small organizations which cannot afford to appoint

permanent experts, invite experts from educational

institutions to deliver lectures.

BENEFITS OF TRAINING

• Help in addressing employee weaknesses: Training assists in

eliminating weaknesses.

• Improvement in workers performance: A properly trained

employee is more informed about various tasks.

• Consistency in duty performance: A well organized training

program gives the workers constant knowledge and experience.

• Team spirit : Helps in inculcating the sense

of team work and inter team collaborations.

• Reduction in supervision : Employees become more confident and

self reliant and require less guidance.

• Development of skills: Increases job knowledge and skills.

• Ensuring worker satisfaction: Makes the employee feel satisfied

with their role.

• Reduced Cost : Training results in optimum utilization of resources.

• Increased productivity : The employee acquires all the knowledge

and skills needed for better production.

• Improved quality of services and products : Employees gain

standard methods and maintain uniformity in their tasks.

CHARACTERISTICS OF A GOOD TRAINER

• Makes you feel at ease.

• Doesn't criticize individuals but feeds back where required.

• Communicates clearly and openly.

• Be an expert in the subject.

• Be honest about their limitations and gaps.

• Be able to think on the bounce.

• Manage the group sessions well.

PROBLEMS IN TRAINING

• Resistance to the changes by staff

• Costly process

• Time consuming

• Problems with the trainer

CONCLUSION

•Training is an important part of staffing and

cannot be skipped if the organization wants to

bring out maximum from it’s employees.

•Also, training should be provided accurately

otherwise it leads to wastage of resources.

THANK

YOU