Training & Development

“ Personally, I am always ready to learn, although I do not always like being taught.”

--Winston Churchill

What is Training

• Training is accepted as a synonymous for all of the forms of knowledge, skill and attitudinal development which an adults need to keep pace with accelerating life involvement and enlarging concepts of man’s capabilities.

………………………………………Steinmetz, 1967

Why training is required ?

• The bigger picture

Organizational performanceOrganizational performance

Employee performanceEmployee performance

Employee Skills, Knowledge and AttitudesEmployee Skills, Knowledge and Attitudes

Employee education, experience and trainingEmployee education, experience and training

Knowledge

• Knowledge refers to the information gained by the trainee from the trainer through the training activity. Knowledge can be measured by asking the trainee to define, identify, explain, or enumerate such information.

Attitude

Attitude refers to the feeling of the trainee developed during the training.

Attitude can be measured by asking the trainee to express his/her judgment regarding a person, object, or idea discussed in the activity.

Individuals have already developed their own attitude which might be difficult to change sometimes.

Skill

Skill refers to the ability gained by the trainee from the trainer through the training activity.

Skill can be measured by asking the trainee to demonstrate the correct way of doing something.

Learning

• Learning is said to be a relatively permanent change in the behavior as a result of training and development experiences.

Learning Outcomes • Verbal information• Intellectual Skills• Motor Skills• Attitudes • Cognitive strategies

EDUCATION

• Education is concerned is developing general knowledge, understanding and background of our total environment & may continue throughout one’s life . It can be define as creating opportunities for individuals in societies to develop life competences in order to cope with changing world.

Differences between Learning, Education and Training

Learning Education TrainingFrom born to the death Starts from a particular time

after born and continues up to the death

Time is Specific

Not limited within a subject Subject may sometimes specific directly or indirectly

Subject is specific

Problem related action Education is for the human being as they have highest memory

Specific action centered for human being

There is no organizational or institutional rules and regulations

In some cases organizational or institutional rules and regulations are followed

In many cases organizational or institutional rules and regulations are followed

A field of truth and false, light and dark

An effort to discover the truth and holistic development

Organization and job based

Insights grows Insights develop Insights sharp Primary field of gaining experience

Field to accumulate experiences and development

Starts from experience to change positively skill and attitudes

Development

• Development refers to learning opportunities designed to help employees grow. Development is not primarily skill-oriented. Instead, it provides general knowledge and attitudes which will be helpful to employees in higher positions.

Training and Development

• Training & Development is a one of the significant technique to encourage employee to take interest in his work by developing skill & knowledge which will definitely reflects in organizational profits.

Training & Development need = Standard performance –Actual performance

Distinction Between Training & DevelopmentTraining Development

Purpose Training is the act of increasing the knowledge, skills, and attitudes of an employee for doing a particular job.

Development refers to learning opportunities designed to improve the overall personality of an individual.

Contents Technical and mechanical operations. Conceptual and philosophical concepts.

Focus The focus of training is on the immediate period to help fix any current deficits in employees’ skills.

The focus of development is on the long term to help employees prepare for future work demands or career goals.

Participants Training is meant for operatives (non-managerial personnel).

Development is meant for executives (managerial personnel).

Time period Training is a one-shot affair. Development is a continuous process.

Initiative The initiative for training comes from management. To put it differently, training is the result of external motivation.

The initiative for Development comes from the individual himself. To put it differently, development is the result of internal motivation.

Nature of the process

Training is mostly a preparation to meet an individual’s present needs. It can thus be seen as a reactive process.

Development is mostly a preparation to meet an individual’s future needs. It is thus largely a proactive process.

Characteristics of Training

• Training involves a series of planned goal directed activities. • Training aims at changing the knowledge, skills and

attitudes of the persons so that an individual can carry out his present job satisfactorily or to prepare him for greater responsibility in future.

• Training outcomes are measurable.• Training involves learning process for bringing about the

desired change in the employee behavior.

Importance of Training

• Higher Productivity

• Better Quality of Work

• Less Learning Period

• Cost Reduction

• Reduced Supervision

• Low Accident Rate

• High Morale

• Personal Growth

• Improved Organizational Climate

Types of Training

• Orientation Training• Job Training• Safety Training• Promotional Training• Refresher Training• Remedial Training

Training Process Identifying Training Needs Identifying Training Needs

Setting Training Objectives Setting Training Objectives

Preparing Training Plan Preparing Training Plan

Implementing Training Plan Implementing Training Plan

Program Facilities Methods Trainers

Evaluation of Results Evaluation of Results

Nine Steps in the Training Process

• Assessing training needs• Preparing training plan• Specifying training objectives• Designing the training program(s)• Selecting the instructional methods• Completing the training plan• Implementing the training program• Evaluating the training• Planning future training