Employee Training and Development

Employee Training and
Development
Training and Development Programs
• Many new employees come equipped with most of the
knowledge and skills needed to start work. Others may
require extensive training before they are ready to make
much of a contribution to the organization.
• A majority however, will at one time or another require
some type of training or development activity in order to
maintain an effective level of job performance.
• While training may accomplished on an informal basis,
but better results are usually attained through a well-
organized, formal training program or a comprehensive
on-the-job development program.
Meaning of Training
• Training refers to the methods used to give new
or present employees the skills they need to
perform their jobs.
• According to Gary Dessler, “It is the process of
teaching new employees the basic skills they
need to perform their jobs”.
• According to Robbins, “ Programs that are
more present-day oriented, focuses on
individuals current jobs, enhancing specific skills
and abilities to immediately perform their jobs,
called training”.
Meaning of Development
• Development programs means, prepare
employees with learning which will allow them to
grow individually alongside the organization
itself.
• Development is an effort to provide employees
with the abilities that the organization will need
in the future.
Difference between Training and
Development
• In training, the focus is solely on the current job;
in development, the focus is on both the current
job and jobs that employees will hold in the future.
• The scope of training is on individual employees,
while the scope of development is on the entire
work group or organization.
• Training is job-specific and addresses particular
performance deficits or problems, while
development is concerned with the work force’s
skills and versatility.
Difference between Training and
Development
• Training tends to focus on immediate
organizational needs, while development tends
to focus on long-term requirements.
• Training strongly influences present performance
levels, while development pays off in terms of
more capable and flexible human resources in
the long run.
Five steps of Training and Development
Process
• Step-1: Need analysis: Identifies the specific job
performance skills needed, assesses the prospective
trainees skills, and develops specific, measurable
knowledge and performance objectives based on any
deficiencies.
• Step-2: Instructional design: Here we decide on,
compile, and produce the training program content,
including workbooks, exercises, and activities.
• Step-3: Validation Step: These programs are
represented in front of the small representative
audience.
Contd.
Five steps of Training and
Development Process
• Step-4: Implementation: This step comprises
of actually training the targeted employee
group.
• Step-5: Evaluation: Management assesses the
program’s successes or failures.
How should you identify the training
needs of an employee?
• Successful training begins with thorough needs
assessment to determine which employees need to
be trained.
• Identifying the training needs typically involves
generating answers to several questions:
1. What deficiency do employees have in performing
the job?
2. What are the organizational goals?
3. What tasks must be completed to achieve the goal?
4. What behaviors are necessary for each employees
to complete the tasks?
How should you identify the training
needs of an employee?
• Training needs can be identified by the following
method:
 Job analysis
 Observation
 Performance test.
Training Aids / Materials
• Visual Aids :
– Poster;
– Transparent Sheet;
– Photograph;
– Handouts
• Audio Aids :
– Cassette,
– Cassette Recorder,
– Radio etc.
• Audio-Visual Aids :
– Television,
– Computer etc.
Methods of training
On-the- job training Off-the- job training
• Job instruction •Simulated training

training •Role playing
•Conference approach
• Coaching
•Programmed
• Job rotation instruction
• Apprenticeship
On- the-job training method
• Job instruction training
Many jobs consist of a logical sequence of steps
and are best taught step by step. This step by
step process is called job instruction training.
To begin, list all necessary steps in the job each
in its proper sequence. Alongside, each step also
list a corresponding “key point” (if any). The
steps show what is to be done, and the key
points show how it’s to be done and why.
• Coaching:
The supervisor explain things and answer
questions. He throws light on why things
are done the way they are. Here an
experienced worker or the supervisor
trains the employee.
• Job rotation:
It means the movement of trainee from one job to
another. It provides the trainee with greater
understanding of different functional areas as well as
better sense of their own career objectives and
interests.
• Apprenticeship training:
Such training demand high level of participation from
the trainee. Trainees spend a prescribed amount of
time in working with an experienced guide, coach or
trainer.
Off-the job training method
• Simulated training
Simulated training is a method in which trainees
learn on the actual or simulated equipment they
will use on the job.
This is a necessity when it is costly or dangerous
to train employees on the job.
Simulated training may take place in a separate
room with the same equipment the trainees will
use on the job. Example: Pilot training.
Off-the job training method
• Role playing:
The aim of role playing is to create a realistic situation
and then have the trainees to assume the parts of
specific persons in that situation.
• Programmed learning:
It is a self learning method that consists of three
parts:
Presenting question, facts or problems to the
learner.
Allowing the person to respond.
Providing feedback on the accuracy of answers.
Why does a training program fail in
our country?
• There is nothing more valuable or productive than highly
trained employees. Yet training has historically failed to
produce the desired results. Research studies shows that
the training programs fail in our country because of
some reasons:
1. One of the biggest causes of wasted training money is
ineffective training methods.
2. The organization may not able to appropriately assess
the training needs of the employee and thus fail to
provide appropriate training at the right time when the
employees require the training most.
Why does a training program fail
in our country?
3. Failing to link training with organizational strategic and
day to day management behavior. What happened in the
classroom and what happens back on the job are often
worlds apart.
4. A training program might fail if it lacks appropriate
planning beforehand. Planning will help the trainer to
arrange the training courses sequentially.
5. Lack of skilled trainers is one of the biggest causes of
failure of training programs.
6. If training is given to a demotivated employee.
7. Problems in determining what type of training is needed.
Why employee training is a neglected
issue in Bangladesh?
• No emphasis by employee
• Training Time
• Costs
• Employee Turnover
• Not knowing exactly what you want your people to do
and how
• Lack of expert trainer
• Lack of consciousness
Suggest measures to make a training
program effective
• The training directors are responsible for developing
management training policies and effectiveness of it will be
increased if they have consulted with their subordinates.
• Training should be provided as per employee requirement.
• Before begin training, realistic training goal should be
developed. Then plan divisional training to meet that goal.
• Provide instructors who give well prepared and professional
presentations. The instructor should give the impression of
having high degree of knowledge on the subject.
program effective
• The person giving lecture should show an interest in
the training program.
• Make sure manuals, technical publications, operating
procedures, safety precautions required for training
are available and current.
• Set aside a specific time for training. Plan specific
time schedule for each trainee.
• Have supervisors establish a non-threatening
atmosphere that is conducive to learning.
program effective
• Many training medias and methods are available. Use as
many as you feel comfortable with.
• Feedback reinforces learning by making the students
recall information.
• Most people get ‘burned out’ if they get too much of a
good thing. So small doses of training should be given.
• Make the training program interesting.
• Make it well organized and formal. Because it will bring
better results.

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Employee Training and

• Job instruction •Simulated training

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