TRAINING & DEVELOPMENT

PRESENTED BY :NEERAJ BHANDARI (GL) JAVED AKHTERHIRONMOI BISWAS O.P. GUPTAAVISHAKE BUDATHOKI YASH AGARWALPRAGUN SINGH BOGATI SAGAR BHARDWAJ

INTRODUCTION Training and Development (T&D) is a

planned, continuous effort by management to

improve employees’ competency levels and

organizational performance.

Training is designed to provide the learners

who are especially in the managerial cadre

with specific concepts, knowledge , skills and

techniques needed for their present jobs.

On the other hand, development refers to the

attainment of a generic long-term learning that

transcends the present job and applies to a

wider life and social situation.

INTRODUCTION Training is referred to as a process by which

any person designated to be a trainer imparts

new knowledge, sharpens and strengthens

skills and redefines attitudes.

Good training seeks to make people

understand how they feel about themselves,

about their work and their contribution to the

well-being of those they serve.

The basic objective of training is to establish

match between employees and their jobs.

This is achieved by helping them to bridge

gaps between expected and actual

performance levels.

OBJECTIVES OF TRAINING:1. To impart basic knowledge and skill to new

entrants required for intelligent performance

of definite task in order to induct them

without much loss of time .

2. To assist employees to function more

effectively by exposure of latest concepts

information and techniques and development

of skills required in specific fields including

production, purchase, marketing, logistics,

information technology etc .

3. To broaden minds of supervisors.

4. To provide employees job satisfaction,

training enables an employee to use

their skill, knowledge and ability to

fullest extent and thus experience job

satisfaction and gain monetary benefits

from enhanced productivity.

5. To improve knowledge, skills, efficiency

of employees to obtain maximum

individual development.

6. To fulfill goals of organization by

securing optimum co-operation and

contribution from the employees.

PROCESS OF TRAININNGSTEP 1: ESTABLISHING A NEEDS ANALYSIS:

This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards.

STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.

This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines.

STEP 3: DELIVER THE TRAINING PROGRAM.This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods.

STEP 4: EVALUATE THE TRAINING PROGRAM.

This step will determine how effective and profitable your training program has been. The evaluation of training programs are without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer.

METHODS1. Classroom Lecture Method: It involves a speech by the

instructor with very limited discussions. Clear and direct

methods of presentation . Since the method does not provide

for active participation on the part of the trainees, the extent of

take-home learning is not to be known clearly

2. Group Discussion Method: A sets of people examine

several empirical studies to find out commonalities to derive the

underlying general principles. They then combine their ideas

and focus their attention on a given problem at a time,

speaking from multiple points of view within a group.

3. Simulation exercise method: Simulators are a group of

training devices of varying degrees of complexity that model

the real world. In fact, some argue that case-study, role play

and a host of other methods can be brought under the category

of simulation.

4. Role Playing Method: Role is a set of expectations

around a given position and is determined by the role

partners. Roles are always reciprocal and described in

pairs such as trainer-trainee, buyer seller, interviewer-

interviewee and so on.

5. Case Study Method: It is a written down, narrative

description of a real situation or incident relating to an

organization and its business, depicting any problem

that participants could face in their employment.

Participant trainees are required to propose any

number of viable solutions or decisions that match the

variables represented in the case.

which they would be competing to arrive at

decisions, and then jointly implementing and

evaluating the decisions taken with regard to the

games.

7.Outward Bound Training (OBT) Method:

Managers and other staff members meet and

cohabitate as teams at unfamiliar wilderness out of

the workplace and away from the hustles and

bustles of daily life, where they would live in cabins

or tents for a certain number of days. They test their

survival skills and learn about their own personality

and hidden potentials for creativity, cooperation and

leadership. Participants

8. In-basket Training (IBT) Method: IBT is a

method where the trainee is required to examine a

basket full of papers and files relating to his area of

work and make recommendations on problems

contained in them.

9.Vestibule Training Method: This kind of training

takes place away from the production area on

equipment that closely resembles the actual ones

used on the job. It is a type of off-the-job training in

which employees get training in a realistic job

setting but in a location different from the one in

which they would be working.

10.Apprenticeship Training Method: It combines

classroom instructions with on-the-job training. The

method is a combination of education and employment

and is aimed at preparing workforce with certain levels of

qualification to meet the growing needs of the industry.

The method develops special skills like mechanical,

electronic, tailoring, etc.

11. Job Rotation Method: This method of training

involves the shifting of trainees from one job to another

so as to widen their exposure and enable them to obtain

a general understanding of the totality of the organization.

Besides helping them to overcome boredom, job rotation

permits direct interaction with a large number of

individuals within the organization, thereby facilitating

future working relationships.

QUESTIONS TO BE DISCUSSED

1. Why training is important in the

current scenario of the business and

organization ?

2. How would you ensure that the

training is effective for an employee

within the company?

3. What qualities does a company

expect in a trainer?

4. What is on and off the job training?

THANK YOU

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