Training and Development: Unit 3

UNIT 3
TRAINING AND DEVELOPMENT

Date : 23/03/2020
Topics Covered:
1)Training and Development - Concept
2)Differences between Education, Training and
Development
3)Training Process
4)Benefits of Training
5)Methods of Training
Training is a process of enhancing the skills of an
employee for doing a particular job. It is learning a
sequence of programmed behaviour to do that
particular job.
Development refers to the nature and direction of

change induced in employees, through the process of
training and educative process.
Training & Development lead to bridge the gap between actual

performance and Desired /Standard performance .
TRAINING-DEVELOPMENT-EDUCATION
• Education is theoretical learning.
• Training is offered to operatives for the purpose of
enhancing specific skills
• Developmental programmes refers to the learning
and growth opportunities designed to groom
employees for higher positions.
Training
• Application
• job experience,
• Specific task/skills
• Narrow perspective
Education
• Theoretical Orientation/learning
• Classroom Learning
• General Concepts
• Broad Perspective
Training and development are equally important for new and
existing workers and lead to:
• Workplace safety
• Effectiveness
• Employee Retention
• Customer Service
• Quality and productivity
• Satisfaction
• New technology
Benefits of Training
 Leads to improved profitability/productivity.

 Improves the job knowledge and skills
 Grooms people for higher responsibilities
 Improves the morale of the workforce.
 Aligns people to organizational goals.
 Helps to create a better corporate image.
 Fosters participation, transparency and trust
 Improves inter personnel relationships
 Aids in organizational development.
 Increase the employee commitment towards organisation
(Attitudinal changes).
 Offers competitive edge
THE TRAINING PROCESS
• Training Need Analysis
• Design The Training
• Implementation
• Evaluation
TRAINING NEEDS ANALYSIS
Training Needs Analysis diagnoses present problems and future

challenges to be met through training and development thereby
making trainings relevant. It includes -
 Organisational support
 Organisational analysis
 Task and KSA analysis
 Individual analysis
ORGANISATIONAL SUPPORT:
• Designed and supported by the organization
• Disruption is minimal
• Co-operation is much more likely to occur.
ORGANIZATIONAL ANALYSIS
• Is there sufficient availability of people?

• How does the firm attract, retain and motivate diverse work force?
• How does the firm compete for individuals with the right skills,
knowledge, abilities and attitudes?
• How do employees make the firm competitive: domestically and
internationally?
• Which are the target job profiles that require training
TASK AND KSA ANALYSIS
• Assess and identify what tasks are needed for each job
• Identify which knowledge, skills and abilities (KSAs) are
necessary to perform these tasks.
INDIVIDUAL ANALYSIS
• Individual employee’s analysis to determine existing level

of knowledge of KSAs
• To determine required KSAs
Needs assessment is essential to save precious training

time /cost.
METHODS USED IN TRAINING NEEDS ASSESSMENT
 Group or organizational Analysis

 Organizational goals and objective
 Personnel/skill inventory
 Organizational climate indices
 Efficiency indices
 Exit interviews
 Customer survey/satisfaction data
 Customer survey/satisfaction data
 Consideration of changes
METHODS USED IN TRAINING NEEDS ASSESSMENT
 Individual analysis
 Performance appraisal
 Work sampling
 Interviews
 Questionnaires
 Attitude Survey
 Training progress
 Rating scales
The Trainers
1. Immediate supervisors
2. Co-workers
3. Members of the personnel staff
4. In-house Specialists/Experts
5. Outside consultants
6. Industry associations
The Trainees
1.Employees – New and existing employees.
TRAINING METHODS
On the job methods

• Job instruction training:
• Apprentice training:
• Job Rotation
• Coaching
• Internship training
Off the-job methods
• Vestibule training
• Simulation training
• Committee assignment
• Coaching
• Role Plays
• Case study
• Sensitivity training
IMPLEMENTATION OF THE TRAINING PROGRAMME
• Availability of Trainers
• Managers’ commitments
• High Degree of creativity
• Deciding the location and organising training and other facilities
• Scheduling the training programme.
• Conducting the programme
• Monitoring the progress of trainees.
EVALUATION OF THE TRAINING PROGRAMME
Need
a) Accomplishment of organisational objectives
Principles
b) Clarity of goals
c) Evaluation must be specific
d) Evaluation must be continuous
e) Realistic Target dates must be set
Criteria
f) Training /transfer validity
g) Organisational validity
Techniques
h) Questionnaire
i) Cost benefit analysis
j) Time series analysis
k) Control Group
Case Study – 1
Amazon Inc:
• The organisation runs a month-long training and leadership program

before hiring.
• Amazon also allows employees to train for new positions from home
with their virtual contact centres and prepays 95% of tuition fees .
“We want our employees to be owners from day one so we train them to
take ownership over products and services that impact millions of
customers. This helps them pioneer a career at Amazon.”
Corporate Communications Manager - Teal Penne Baker

Case Study - 2
Google
Needs Analysis.
• Google’s HR management uses different types of needs analysis
like Organizational analysis, work analysis and cost-benefit
analysis.
Program Design.
• Google’s HR management uses a combination of models and the
results-oriented approach for designing training programs.
The relational model focuses on the relationship of the company

with employees and the results-oriented approach focuses on
training outcomes.
Training Methodology
Google’s HR management delivers training programs in various

ways, such as discussions, simulations and on-the-job training.
Evaluation
Google’s HR management uses evaluation variables like trainees’

learning and reactions, and in terms of changes in human resource
knowledge, skills, and abilities.

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UNIT 3

TRAINING AND DEVELOPMENT

Development refers to the nature and direction of

Training & Development lead to bridge the gap between actual

 Leads to improved profitability/productivity.

• Training Need Analysis

• Design The Training

Training Needs Analysis diagnoses present problems and future

 Task and KSA analysis

• Is there sufficient availability of people?

• Individual employee’s analysis to determine existing level

Needs assessment is essential to save precious training

 Group or organizational Analysis

On the job methods

• The organisation runs a month-long training and leadership program

Corporate Communications Manager - Teal Penne Baker

The relational model focuses on the relationship of the company

Google’s HR management delivers training programs in various

Google’s HR management uses evaluation variables like trainees’

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