Training and Development

TRAINING AND
DEVELOPMENT
MEANING
• Training : It is an organized activity aimed at
providing instructions to improve the recipients
performance or to help him attain a required level of
skill.
• It is a process to increase skill and knowledge.
• DEVELOPMENT : It means to improve the
overall effectiveness of the employee at their current
posts and to prepare them for handling more
responsibilities in the future.
• It involves growth of an individual in all aspects like
personality, maturity etc.
DIFFERENCE
Basis Training Development
To develop a special To develop a better

PURPOSE skill related to the job. personality of a person.
It is a job oriented It is a career oriented

JOB OR CAREER process. process.
ORINETED
Basis Training Development
The scope of training is The scope of

SCOPE OF limited. development is broad.
LEARNING
It is related to work. It is related to person.
NATURE
DURATION It is usually a short It is an on going

term process. Its process and includes
duration is fixed. training.
TRAINING PROCESS
• Need Analysis
• Instructional Design
• Validation
• Implementation
• Evaluation and Follow up
NEED ANALYSIS
• Identify specific job performance skills needed to be

improved.
• Analyze the audience to ensure that the program will be suited
to their specific levels of education, experience and skills.
• Use research to develop specific measurable knowledge and
performance objectives.
INSTRUCTIONAL DESIGN
• Gather all instructional objectives, methods, media, description

of sequence of content. Organize them into a curriculum that
supports adult learning theory and provides a blueprint for
program development.
• Make sure all materials compliment each other and are written
clearly.
• Carefully and professionally handle all program
elements to guarantee quality and effectiveness.
VALIDATION
• Introduce and validate the training

before a representative audience.
Base final revisions on pilot results
to ensure program effectiveness.
IMPLEMENTATION
• When applicable boost success with a “train- the-

trainer” workshop that focusses on
presentation knowledge and skills in addition to
training content.
EVALUATION AND FOLLOW UP
Asses program success according to:

• Reaction
• Learning
• Behavior
• Results
METHODS OF TRAINING
• As training is essential at all levels of
organization. Different methods are used for
training the employees of different levels.
There are two methods of training:
1. On the job method
2. Off the job method
DIFFERENCE
ON THE JOB METHOD OFF THE JOB METHOD

Training is provided by superiors to Training is provided by experts from
subordinates. within or outside the organization.
It is less costly. It is more costly.
It is less time consuming. It is more time consuming.
It is used where jobs are simple. It is used where jobs are complex.
ON THE JOB METHODS
• It means “Learning while doing”.
• It is less costly and less time consuming method.
• It includes:
I. Apprenticeship Training
II. Induction Training
III. Internship Training
IV. Job Rotation
APPRENTICESHIP TRAINING
• The trainer is appointed to guide the worker.
• The trainer performs the job and the learner observes.
• When the learner learns all the skills then he slowly starts
taking up the job step by step and the trainer now becomes
the observer.
• This method is suitable for people seeking to enter skill traits
for example plumbers and electrician.
INDUCTION TRAINING
• It is the process of receiving and welcoming an employ when
he first joins the company and giving him the basic
information so that he settles down quickly.
The objectives are to:
• To build up confidence and prevent any nervousness.
• To bring a sense of loyalty.
• To develop cordial relationship between superior and
subordinate.
INTERNSHIP TRAINING
• Under this method technical institutions and business

organizations jointly impact training to their members.
• The objective of the training is to strike a balance
between theoretical and practical knowledge.
• Educational institutions impart only theoretical
knowledge to their students and for the practical
knowledge they are sent to business organizations.
JOB ROTATION
• This method involves shifting the trainee from one

department or job to another.
• Suppose a person is appointed in production department when
he comes to know everything of that department, he is shifted
to another department.
• The motive is that during any circumstances the person is
capable of taking charge of various departments.
OFF THE JOB METHODS
• It means “Learning before doing”.

• These methods are used away from work place.
• It includes:
I. Vestibule Training
II.Films
III.Case Study
IV.Class room
VESTIBULE TRAINING
• In this method the employee learns their job on the

equipment, which is placed far away from the work place.
• It is usually done when employees are required to handle
sophistication machinery and equipments.
FILMS
• They can provide information and the demonstrate the skills
required for performing the jobs.
CASE STUDY
• Trainees study the cases to determine the problem, analyze
the cause, develop alternate solutions, select the best
solution and implement.
CLASS ROOM LECTURES
• Under this method, theoretical knowledge of the managers is

brushed up. They are informed of the latest techniques for tracking
different problems.
• In large organizations, permanent experts are appointed to pass on
such information.
• Small organizations which cannot afford to appoint
permanent experts, invite experts from educational
institutions to deliver lectures.
BENEFITS OF TRAINING
• Help in addressing employee weaknesses: Training assists in
eliminating weaknesses.
• Improvement in workers performance: A properly trained
employee is more informed about various tasks.
• Consistency in duty performance: A well organized training program
gives the workers constant knowledge and experience.
• Team spirit : Helps in inculcating the sense of

team work and inter team collaborations.
• Reduction in supervision : Employees become more confident and self
reliant and require less guidance.
• Development of skills: Increases job knowledge and skills.
• Ensuring worker satisfaction: Makes the employee feel satisfied

with their role.
• Reduced Cost : Training results in optimum utilization of resources.

• Increased productivity : The employee acquires all the knowledge and skills
needed for better production.
• Improved quality of services and products : Employees gain standard

methods and maintain uniformity in their tasks.
CHARACTERISTICS OF A GOOD
TRAINER
• Makes you feel at ease.
• Doesn't criticize individuals but feeds back where required.
• Communicates clearly and openly.
• Be an expert in the subject.
• Be honest about their limitations and gaps.
• Be able to think on the bounce.
• Manage the group sessions well.
PROBLEMS IN TRAINING
• Resistance to the changes by staff

• Costly process
• Time consuming
• Problems with the trainer
CONCLUSION
• Training is an important part of staffing and cannot
be skipped if the organization wants to bring out
maximum from it’s employees.
• Also, training should be provided accurately
otherwise it leads to wastage of resources.
THANK
YOU

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

Basis Training Development

To develop a special To develop a better

It is a job oriented It is a career oriented

The scope of training is The scope of

DURATION It is usually a short It is an on going

• Identify specific job performance skills needed to be

• Gather all instructional objectives, methods, media, description

• Introduce and validate the training

• When applicable boost success with a “train- the-

Asses program success according to:

ON THE JOB METHOD OFF THE JOB METHOD

It is less costly. It is more costly.

It is less time consuming. It is more time consuming.

• Under this method technical institutions and business

• This method involves shifting the trainee from one

• It means “Learning before doing”.

• In this method the employee learns their job on the

• Under this method, theoretical knowledge of the managers is

• Team spirit : Helps in inculcating the sense of

• Development of skills: Increases job knowledge and skills.

• Ensuring worker satisfaction: Makes the employee feel satisfied

• Reduced Cost : Training results in optimum utilization of resources.

• Improved quality of services and products : Employees gain standard

• Resistance to the changes by staff

You might also like