Chapter - 5

Employee Training &

Development
 Training & Development
Training Development
1. Training means imparting skills 1. Development envisages growth
and knowledge for doing a of an employee in all respects.
particular job.
2. Training increases job skills. 2. Development shapes attitudes.
3. Training is used to impart 3. Development is associated with
specified skills among operative overall growth of the executives.
workers and employees.
4. Training has a short-term 4. Development has a long term
perspective. perspective.
5. Training is job centered in 5. Development is career centered
nature. in nature
6. In training the role of trainer or 6. Development is self driven. The
supervisor is very important. executives have to be internally
motivated for self development.
7. Training use of ‘on the job 7. Development makes the use of
training’ methods such as ‘off the job training methods’ such
apprenticeship, vestibule training as lectures, brainstorming,
etc. roleplaying, sensitivity training etc.
 Training Process

DEVELOPING
ESTABLISHING
TRAINING
A NEEDS
PROGRAMS
ANALYSIS
AND MANUALS

EVALUATE THE DELIVER THE

TRAINING TRAINING
PROGRAM PROGRAM
 Training Process
Continued…….
STEP 1: ESTABLISHING A NEEDS ANALYSIS:
This step identifies activities to justify an investment for training.
The techniques necessary for the data collection are surveys,
observations, interviews etc. The objective in establishing a
needs analysis is to find out the answers to the following
questions:
- “Why” is training needed?
- “What” type of training is needed?
- “When” is the training needed?
- “Where” is the training needed?
- “Who” needs the training? and "Who" will conduct the training?
- “How” will the training be performed?
By determining training needs, an organization can decide what
specific knowledge, skills, and attitudes are needed to improve
the employee’s performance in accordance with the company’s
standards.
 Training Process
Continued…….
STEP 2: DEVELOPING TRAINING PROGRAMS AND
MANUALS:
This step establishes the development of current job
descriptions and standards and procedures. Job
descriptions should be clear and concise and may
serve as a major training tool for the identification of
guidelines. Once the job description is completed, a
complete list of standards and procedures should be
established from each responsibility outlined in the
job description. This will standardize the necessary
guidelines for any future training.
 Training Process
Continued…….
STEP 3: DELIVER THE TRAINING PROGRAM:
This step is responsible for the instruction and delivery of the training
program. Once we have designated our trainers, the training technique
must be decided. One-on-one training, on-the-job training, group training,
seminars, and workshops are the most popular methods.
Before presenting a training session, we should make sure that we have a
thorough understanding of the following characteristics of an effective
trainer. The trainer should have:
- A desire to teach the subject being taught.
- A working knowledge of the subject being taught.
- An ability to motivate participants to “want” to learn.
- A good sense of humor.
- A dynamic appearance and good posture.
- A strong passion for their topic.
- A strong compassion towards their participants.
- Appropriate audio/visual equipment to enhance the training session.
For a training program to be successful, the trainer should be conscious of
several essential elements, including a controlled environment, good
planning, the use of various training methods, good communication skills,
and trainee participation.
 Training Process
Continued…….
STEP 4: EVALUATE THE TRAINING PROGRAM:
This step will determine how effective and profitable our training program
has been. Methods for evaluation are pre and post surveys of expenses
and returns, performance of the employees.
The reason for an evaluation system is simple. The evaluation of training
programs is without a doubt the most important step in the training
process. It is this step that will indicate the effectiveness of both the
training as well as the trainer.
There are several obvious benefits for evaluating a training program-
1. Evaluations will provide feedback on the trainer’s performance, allowing
them to improve themselves for future programs.
2. Evaluations will indicate its cost-effectiveness.
3. Evaluations are an efficient way to determine the overall effectiveness
of the training program for the employees as well as the organization.
The importance of the evaluation process after the training is critical.
Without it, the trainer does not have a true indication of the
effectiveness of the training. Consider this information the next time
we need to evaluate our training program. We shall be amazed with the
results.
 Importance of Training
Optimum Utilization of Human Resources –
Training and Development helps in optimizing the
utilization of human resource that further helps the
employee to achieve the organizational goals as well
as their individual goals.
Development of Human Resources – Training and
Development helps to provide an opportunity and
broad structure for the development of human
resources’ technical and behavioral skills in an
organization. It also helps the employees in
attaining personal growth.
Development of skills of employees – Training and
Development helps in increasing the job knowledge
and skills of employees at each level. It helps to
expand the horizons of human intellect and an
overall personality of the employees.
 Importance of Training
Continued………..
Productivity – Training and Development helps in
increasing the productivity of the employees that helps
the organization further to achieve its long-term goal.
Team spirit – Training and Development helps in
inculcating the sense of team work, team spirit, and
inter-team collaborations. It helps in inculcating the
zeal to learn within the employees.
Organization Culture – Training and Development helps
to develop and improve the organizational health
culture and effectiveness. It helps in creating the
learning culture within the organization.
Organization Climate – Training and Development helps
building the positive perception and feeling about the
organization. The employees get these feelings from
leaders, subordinates, and peers.
 Importance of Training
Continued………..
Quality – Training and Development helps in improving upon the
quality of work and work-life.
Healthy work environment – Training and Development helps in
creating the healthy working environment. It helps to build
good employee, relationship so that individual goals aligns with
organizational goal.
Health and Safety – Training and Development helps in
improving the health and safety of the organization thus
preventing obsolescence.
Morale – Training and Development helps in improving the morale
of the work force.
Image – Training and Development helps in creating a better
corporate image.
Profitability – Training and Development leads to improved
profitability and more positive attitudes towards profit
orientation.
 Training Methods

The more future oriented method and more concerned

with education of the employees. To become a
better performer by education implies that
management development activities attempt to
instill sound reasoning processes.

Management development method is further divided

into two parts:

a) On the job training methods

b) Off the job training methods
 Training Methods
Continued………
a) On the job training methods: The most widely
used training methods take place on the job. On-the
job training places the employees in actual work
situations and makes them appear to be
immediately productive. It is learning by doing.
There are two types of on the job training:
i) Apprenticeship Programs- Apprenticeship
programs out the trainee under the guidance of an
expert. Complex jobs require that such trainees
remain, for a particular period, as understudy of a
superior.
ii) Job instruction Training- In JIT trainees are given
essential information and are allowed to
demonstrate their understanding.
 Training Methods
Continued………
b) Off the job training methods- There are many
management development techniques that an employee
can take in off the job. The few popular methods are:
i) Sensitivity Training: This is the technique of bringing
about a change in behavior of the executives through group
processes.
ii) Simulation Exercises: In simulation, training is given
through the creation of a duplicate work situation.
Simulation exercises can be of three categories.
a) Case Study: Cases based on actual business situations
are prepared and given to the trainee managers for
discussion and arriving at a proper decision.
b) Management Games: In management game each rival
group has to discuss a given subject.
c) Role Playing: In role playing participants have to
assume different roles in the simulated situation.
 Training Methods
Continued………
iii) Workshop: In workshop a group of executives meet
as per plan and discuss a problem of common interest
to find solutions.
iv) Lectures: In lecture method the speaker is an expert
who collects the materials and delivers a lecture to the
trainee executives.
v) Programs by academic institutions: Some training
institutions like Future Leaders Group and universities
used to provide training to the employees of the
organizations through various programs.
vi) Transactional Analysis: The transactional analysis is
an attempt to understand and analyze the trainee’s
personality through communicative interactions.
Transaction analysis is an important psychiatric
technique executive development of recent origin used
by many organizations.
Advantages of “On-the –job” Methods
 Generally more cost effective
 Less disruptive to the business - i.e. employees are
not away from work
 Training with equipment they are familiar with and
people they know can help them
 Gain direct experience to a standard approved by the
employer
 On the job training is also productive, as the
employee is still working as they are learning
Advantages of “Off-the –job” Methods
 Learn from specialists in that area of work
who can provide more in-depth study
 Can more easily deal with groups of workers
at the same time
 Employees respond better when taken away
from pressures of working environment
 Workers may be able to obtain qualifications
or certificates
 Development
Employee development is the process of making
people prepared for the future jobs. This is also one
kind of training program which actually future
oriented training, focusing on the personal growth
of the employee.

This activity focuses upon the activities that the

organization employing the individual, or that the
individual is part of, may partake in the future
 Development Methods
Some development of an individual’s abilities can take
place on the job. Some of them are on the job
methods and some of them are off the job
methods.
1. Job Rotation- Moving employees horizontally or
vertically to expand their skills. It involves moving
employees to various positions in the organization
in an effort to expand their skills, knowledge and
abilities.

2. Assistant-To Positions: Employees with

demonstrated potential are given the opportunity
to work under a seasoned and successful manager,
often in different areas of the organization.
 Development Methods
Continued……………

3. Committee Assignment: Committee assignment

can provide an opportunity for the employees to
share in decision making.

4.Simulation Exercises: In simulation, training is

given through the creation of a duplicate work
situation.

5. Lectures: In lecture method the speaker is an

expert who collects the materials and delivers a
lecture to the trainee executives.