Training and Development

TRAINING AND DEVELOPMENT
Training is to provide necessary skills for present job and the learner is
expected to use trained skills immediately.
Development involves changes in an organization that are systematic,

organized and successive and are thought to serve an adaptive
function.
The survival of the organization requires development throughout the

ranks in order to survive, while training makes the organization more
effective and efficient in its day-to-day operations.
Training need analysis
The disparity between the current level of proficiency of personnel on

the one hand and the desired level on the other hand, characterizes the
training need.
The primary mission of a training department is that of narrowing the

gap with continual personnel changes and organizational changes. The
first step in the filling that gap is, of course, that of determining what
the training needs actually are.
William McGehee and Paul Thayer (1961) feel that three types of
analysis must be taken in determination of needs:
Organizational analysis: examines long and short term organizational

goals, available resources and the organization departments. It deals
with the question “where is training needed in the organization?”
Task analysis: It deals with question “what employees must to do

perform the job properly?” It consists of developing task statements,
determining homogeneous task clusters and identifying KSAOs required
for the job.
Person analysis: It deals with question “which individuals in an

organization should receive training and what type of instruction do
they need?” Employee needs can be assessed using a variety of method
that identify weaknesses that training and development can address.
Goals of Training and Development:
 To provide job related knowledge to the workers.

 To impart skills among the workers systematically so that they
may learn quickly.
 To bring change in the attitudes of the workers towards fellow
workers, supervisor and the organization.
 To improve productivity of the workers and the organization.
 To reduce the number of accidents by providing safety training to
the workers.
 To make the workers handle materials, machines and equipment
efficiently and thus to check wastage of time and resources.
 Top prepare workers for promotion to higher jobs by imparting
them advanced skills.
Scope of Training and Development:
Scope of training and development is very wide and it depends upon

the categories of employees to be trained. It needed for both newly
selected personnel as well as existing personnel at all levels of
organization.
 To newly appointed employees it provides understanding of
policies of organization and how to use their knowledge and
develop their knowledge to fit themselves at job.
 To existing employees it provides acquisition of new skills and
knowledge as their pervious knowledge are now outdated for the
current scenario and also the skills to provide guidance to new
employees.
Significance of Training and development:
 A structured training and development program helps employees

to address their weaknesses and helps to gain skills and
knowledge to overcome it.
 A well trained individual is more informed about procedures for
various tasks due to the training he received earlier and hence,
carries out his duties in better way.
 An efficient training and development program gives the
employees all the relevant knowledge and experience needed to
excel at the job.
 Employees feels satisfy when they play important role in the job
efficiently due to training and development program.
 Training and development programs ensure better productivity
for employees.
 The supervisor can depend on the worker’s decision to give
quality output. This relieves supervisors the burden of constantly
having to give directives on tasks.
Methods of training
On-the-job-training: It involves assigning trainees to job and

encouraging them to observe and learn from more experienced
employees. There are three techniques under this:-
Job Rotation- It is a valuable tool to increase employee motivation. It

involves lateral transfers that allow employees to work at different jobs
and provides exposure to a variety of tasks.
Apprenticeship- It is frequently used to combine classroom instruction

in combination with working alongside a seasoned veteran, coach, or
mentor; frequently used in skilled trade or craft jobs.
Internship- Opportunities for students in higher education to utilize

their instruction and training in a chosen profession as part of their
education.
Off-the-job-training: Employees are given training outside the actual

work location. It is theoretical approach. There are four techniques
under this:-
Classroom Lectures: They are efficient way to present a large amount

of information to a large number of trainees. They are often
supplemented with class discussion, case studies, and audiovisual
materials.
Multimedia Learning: demonstrate technical skills not easily presented

by other training method. This may include videos and DVDs.
Simulations: involves learning a job by actually performing the work. It
may include case analysis, experimental exercises, computer
simulations, virtual reality, role playing and group interaction.
Vestibule Training: facilitates learning by using the same equipment

that one actually will use on the job but in a simulated environment.
Factors affecting training methods are:
 The Trainer: Trainer’s knowledge, experience in management and

training, and personality are the main factors that affect the
communication process between him\her and the trainees.
 The trainees and their environment: The training methods must
stand on the intellectual and education level, the age and the
practical experience of trainees and on the social and cultural
environment, they come from.
 The training topic: Each management domain has its own
characteristics. Consequently, a trainer has the possibility to
choose from a number of methods appropriate for the topic or to
use a mix of method.
 Time and Material Factors: The time and expense of the training
is very important factor as training methods differ in consumption
of time and money required.
 The training objectives: Objectives should be formulated in terms
of knowledge, attitudes and skills change for improvement of
management actions. A preliminary analysis of those needs that
will allow the identification of specific learning objective is
necessary.

Training and Development

Uploaded by

Copyright:

Available Formats

Training and Development

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Training and Development

Uploaded by

Copyright:

Available Formats

TRAINING AND DEVELOPMENT

Development involves changes in an organization that are systematic,

The survival of the organization requires development throughout the

Training need analysis

The disparity between the current level of proficiency of personnel on

The primary mission of a training department is that of narrowing the

Organizational analysis: examines long and short term organizational

Task analysis: It deals with question “what employees must to do

Person analysis: It deals with question “which individuals in an

Goals of Training and Development:

 To provide job related knowledge to the workers.

Scope of Training and Development:

Scope of training and development is very wide and it depends upon

Significance of Training and development:

 A structured training and development program helps employees

On-the-job-training: It involves assigning trainees to job and

Job Rotation- It is a valuable tool to increase employee motivation. It

Apprenticeship- It is frequently used to combine classroom instruction

Internship- Opportunities for students in higher education to utilize

Off-the-job-training: Employees are given training outside the actual

Classroom Lectures: They are efficient way to present a large amount

Multimedia Learning: demonstrate technical skills not easily presented

Vestibule Training: facilitates learning by using the same equipment

Factors affecting training methods are:

 The Trainer: Trainer’s knowledge, experience in management and

You might also like