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    Unit 4

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    keshav bajaj
    This document provides an overview of training and development. It defines training as organized activities that increase employees' knowledge and skills for a specific purpose, while development helps employees grow personal and organizational skills over the long term. The document outlines identifying training needs, setting objectives, designing programs, and evaluating effectiveness. It also describes different types of training like induction, job, and refresher training as well as on- and off-the-job training methods.

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    Unit 4

    Uploaded by

    keshav bajaj
    40 views18 pages
    This document provides an overview of training and development. It defines training as organized activities that increase employees' knowledge and skills for a specific purpose, while development helps employees grow personal and organizational skills over the long term. The document outlines identifying training needs, setting objectives, designing programs, and evaluating effectiveness. It also describes different types of training like induction, job, and refresher training as well as on- and off-the-job training methods.

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    ppt on management

    Original Title

    UNIT 4 (1)

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    This document provides an overview of training and development. It defines training as organized activities that increase employees' knowledge and skills for a specific purpose, while development helps employees grow personal and organizational skills over the long term. The document outlines identifying training needs, setting objectives, designing programs, and evaluating effectiveness. It also describes different types of training like induction, job, and refresher training as well as on- and off-the-job training methods.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    40 views18 pages

    Unit 4

    Uploaded by

    keshav bajaj
    This document provides an overview of training and development. It defines training as organized activities that increase employees' knowledge and skills for a specific purpose, while development helps employees grow personal and organizational skills over the long term. The document outlines identifying training needs, setting objectives, designing programs, and evaluating effectiveness. It also describes different types of training like induction, job, and refresher training as well as on- and off-the-job training methods.

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    You are on page 1of 18

    TRAINING

    &
    DEVELOPMENT
    SYLLABUS

    • Training and development:


    • Introduction and nature, Difference between training, development
    and education, training need assessment, designing and administering
    training programme , types of training, evaluation of T & D programme
    (Kirkpatrick model)
    WHAT IS TRAINING?
    • Training is an organized activity for increasing the
    knowledge & skills of people for a definite
    purpose e.g. for doing a particular job.
    WHAT IS DEVELOPMENT?
    • The process of developing or being developed.

    • It included some change

    • helping employees develop their personal and organizational skills,


    knowledge, and abilities.
    DIFFERENCE BETWEEN
    TRAINING AND DEVELOPMENT
    Training
     short term
     for a definite purpose.

    Development
     long term educational
     for General purpose.
    DIFFERENCE BETWEEN
    TRAINING AND EDUCATION
    • Education
    – Has a wider scope
    – More General in purpose
    – Is theory based and person oriented
    • Training
    – Has a narrow scope
    – Undertaken for a specific purpose
    – Is practice based and company specific
    Identifying Training needs
    Gap
    F
    Present performance Desired performance E
     Whether training is needed? E
    D
     What training is needed B
    A
    C
    Setting Training Objectives and Policy K

    &

    Designing Training Programme R


    E
    V
    I
    Conducting the Training E
    w

    Follow up and Evaluation

    Approach to Training
    DESIGN OF A TRAINING
    PROGRAMME
    1.Identification of Training needs
    •Organisational Analysis
    • Task Analysis
    • Human Resource Analysis
    4.Evaluation of 2.SettingTraining
    Training Results Objectives

    3.Organisation of Training Programme


    *Trainee and Instructor
    *Period of Training
    *Training Method & Material
    EXAMPLE

    • https://rapidbi.com/training-needs-analysis-template-for-accounts-or-
    auditing/
    1.TRAINING NEED ASSESSMENT

    Various Methods for identifying Training Needs


    • Organizational Analysis.
    • Task Analysis.
    • Man Analysis.
    2.SETTING TRAINING OBJECTIVE:-

    Once the training needs are identified, the next step is set
    to training objectives in concrete terms.

    Specific Objectives of Training

    1. Increased Productivity IOverall Purpose


    2. Improved Quality of Training
    3. Higher Morale Increased
    4. Better Health & safety Organisational
    5. Prevention of Obsolescence Effectiveness
    6. Enhanced Personal Growth
    3.ORGANISATION OF TRAINING
    PROGRAMME:-
    a) Selection of Training Programme:-
    A trainee should be trained for the kind of job he likes & is
    fitted to perform.
    b) Preparation of the Instructor :-

    • The instructor of trainer is a key figure in an effective


    training programme.
    • Qualified instructor may be obtained from inside or
    outside the organization.
    c) Determination of Training Period:-
    • The length of training period depends upon skill to be
    acquired,
    • Trainee’s learning capacity plays important role
    • Suitable training methodology should be used.
    d) Training Methods & Material:-
    • There are several On-the job & Off-the-Job methods
    of training.
    • The choice of any method would depend upon the
    specific objectives of the training programme.
    • Simple easy to understand material should be used.
    4. EVALUATION OF
    TRAINING
    • It is essential to determine its effectiveness in terms of achievement
    of specific training objectives.
    • Individual like to know how much they learnt or how well they are
    doing.
    • Feedback act as a tool to evaluate the effectiveness of training.
    TYPES OF TRAINING
    • Induction or Orientation Training:-
    • It is concerned with introducing or orienting a new
    employee to the organisation & its procedure, rules &
    regulation.
    • Job Training:-
    • It relates to specific job which the worker has to handle,
    it gives information about machines, process of
    productions, instructions to be followed, methods to
    be used & so on.
    CONTD..
    • Internship Training:-
    • Under this method, the educational institute enters into
    arrangement with an industrial enterprise for providing
    practical knowledge to its students.

    • Refresher Training:-
    • It meant for the old employees of the enterprise. The basic
    purpose of refresher training is to acquaint the existing
    workforce with the latest methods of performing their jobs
    & improve their efficiency further.
    TRAINING METHODS
    On-the-Job Methods Off-the-Job Methods

    - Job Rotation -Vestibule Training


    - Coaching - Role Playing
    - Apprenticeship - Lecture Methods
    - Mentoring - Conference or Discussion
    - Job Instruction -Programmed Instructions
    -E-learning

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