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TRAINING

ANDDEVELOPMENT

PRESENTED BY :-MOHIT PANWAR RAJAT BALIKUMAR SHANU

ADHISHESH VERMA

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The process of teaching new employees the basic skills

that they need to perform their jobs. Focuses on the current job.

Training

Enhances the capabilities of an employee to be ready to perform possible future jobs.

Focuses on future jobs.

Development

ABOUT

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PURPOSES

Increase productivity.

Improve quality.

Improve organizational climate .

Helps company fulfill its future personal need.

Improve health and safety.

Obsolescence prevention.

Personal growth.

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Training Non

managerial personnel

Technical,mechanicaloperations

Specific jobrelated purpose

Short term

Development

Managerial personnel

Theoretical ,conceptual

ideas

Generalknowledge

Long term

DIFFERENCES

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STEPS IN TRAINING PROCESS

Evaluation of the programme

Performance try out

Presentation of operation andknowledge

Preparation of the learner

Getting ready for the job

Identifying training needs

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ON THE JOB TRAINING

Having a person learn a job by actuallydoing the job.

TYPES

Coaching or understudy. Job rotation. Special assignments.

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Advantages

Inexpensive

Learn bydoing

Immediatefeedback

Disadvantages

Highlydisorganized

Lack of motivation

Low productivity

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DEMONSTRATION AND EXAMPLES

Learning by seeing. Effective in mechanical operations . Limited training management personnel.

SIMULATION

Virtual medium through which various types of skills can beacquired.

Used in aeronautical industry. Its Expensive.

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APPRENTICESHIP Training a new generation of

practitioners of a structuredcompetency based set of skills.

Skilled workforce. Lower hiring cost. Employees loyalty

increases.

MERITS

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Training a new generation of practitioners of a structured competency basedset of skills..

VESTIBULE TRAINING

Minimized distraction. Trained instructor.Merits

Splitting of responsibilities.

Additional investment. Artificial training situation

Demerits

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OFF THE JOB METHODS

Group

discussions

Role playingLectures Conferences

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PRINCIPLES OF EVALUATION

It must becontinuous.

It must bespecific.

Provide meansand focus for

trainers.

Based onobjective

,methods andtheir products.

Realistic targetdates must be set.

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WHY TRAINING FAILS

Benefits of training are not clear.

Top management hardly reward.

Top management rarely plans and budgets systematically for training.

Behavioral objectives are oftenimprecise.

Timely information about external programmes may be difficult.

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IMPROVING EFFECTIVENESSOF TRAINING

Specific trainingobjectives should be

outlined on the basis of type of performance

required.

Determine if the traineehas the intelligence

,maturity andmotivation.

Training must be relatedto trainees previousexperiences .

Distractions in the wayof training should beremoved.

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THANK YOUQuestions And Comments Invited