Training and

Development
Training and Development is an attempt to
improve current or future employee by
increasing an employee’s ability to perform
through learning, usually by changing the
employee’s attitude or increasing his or her
skills and knowledge. The need for training
and development is determined by the
employee’s performance and deficiency.
 
Training and Development Need = Standard
Performance – Actual Performance
Training
Training: Training is the act of increasing
the knowledge and skills of the employee for
doing a particular job. It is a short-term
educational procedure and utilizing a
systematic and organized procedure by
which employees learn technical knowledge
and skills for a definite purpose. It is useful
at operative level.
 Development
Development: Development refers
to those learning opportunities
designed to help employees grow. It
provides general knowledge and
attitudes, which will be helpful to
employees in higher positions.
 
 Objectives of Training
1. [[

 To increase the knowledge of workers in doing

specific jobs.
 To impart new skills among the workers
systematically so that they learn quickly.
 To improve the overall performance of the
organisation
 To make the workers handle materials, machines and
equipment efficiently and thus reduce wastage
 To reduce number of accidents by providing safety
training
 To develop workers for higher jobs by developing
advanced skills in them.
 Training Vs. Development
 Training means  Development
learning skills and means the growth
knowledge for doing of an employee in
a particular job all respects.
 The term training is  The term
generally used to ‘development’ is
denote specific skills associated with
among operative
overall growth of
workers
executives
 Training Vs Development
 Training is concerned  Development seeks to
with maintaining and develop competence and
improving current job skills for future
performance. It has a performance. It has a
short term perspective long term perspective
 Job centered in nature  Career centered
 The role of trainer or  All development is self
supervisor is very centered. Trainee should
important in training be internally motivated.
 Benefits of Training to
Employers
 Quick learning: Training helps to reduce the
learning time to reach the acceptable level of
performance. He need not to learn by
observing others
 Higher productivity: it helps to increase the
skills of new employee in the performance of
particular job
 Standardisation of procedures: with the help
of training best available methods of
performing the work can be standardised
and taught to all employees.
 Benefits of Training to
Employers
 Less Supervision: Adequate training
helps to reduce the need for detailed
and constant supervision
 Economical Operations: Trained
personnel will be able to make better
and efficient use of resources with
less wastage. Rate of accidents and
damage to m/c will also be low
Benefits of Training to
Employers
 Higher Morale: A good training
programme will mould the attitude of
employees towards orgl. Objectives and
generate better cooperation and greater
loyalty
 Preparation of Future Managers:
Training can be used in spotting out
promising men and preparing them for
future positions.
 Benefits of Training to
Employers
 Better Management: Better training
helps Manager in maintaining higher
standards of qualilty, building a
satisfactory organisation structure,
delegating authority and stimulating
employees towards orgl. goals.
 Benefits of Training to
Employees
 Confidence
 New Skills

 Promotion

 Higher Earnings

 Adaptability

 Increased Safety
 Types of Training
 Induction or Orientation Training: It is concerned with
introducing or orienting a new employee to org. and its
procedures, rule and regulations.
 Job Training: It relates to specific job which worker has
to handle. It gives complete information about m/c,
process of production, instructions to be followed and
methods to be used.
 Internship Training: Under this method, the education or
vocational institutes enters into arrangement with
industrial enterprise for providing practical knowledge to
its students. For Eg. Engineers are sent to indl.
Enterprises, Medical students are sent to Hospital.
 Types of Training
 Refresher Training: It is meant for the
already existing employees of the institute
to acquaint them with the latest methods of
performing the job and to improve their
efficiency.
 Training for Promotion: The talented
employees can be given adequate training
to make them eligible for promotion to
higher jobs.
 Methods or Techniques of Training

On-the-Job Training Off-the-Job Training

Methods Methods
Job Rotation Vestibule Training

Coaching Role Playing

Job Instruction Lecture Method

Committee Assignments Conference or Discussion

Programmed Instruction
 On the Job Methods
1. Job Rotation: This type of training involves the
movement of trainee from one job to another. The
trainee receives job knowledge and gains experience
from his supervisor or trainee in different job
assignments.
2. Coaching : Under this method, trainee is put
under a Supervisor who will train him for the particular
job as a Coach. Necessary instructions and feedback
is provided by the coach on the job. The trainee also
shares some of the job responsibilities of his coach to
give him practical exposure.
 On the Job Methods
1. Job Instruction: This method is known as training
through step by step. Under this method, trainer
explains the trainee the way of doing the job,
provide job knowledge and skills and allows him to
do the job. The trainer appraises the performance,
provides feedback and corrects the trainee as and
when required.
2. Committee Assignments: Under the committee
assignment, group of trainees are given and asked
to solve an actual organizational problem. The
trainees solve the problem jointly. This develops
teamwork.
 Off-the-job training methods
 Vestibule Training: utilizes equipment, which
closely resemble the actual ones used on the job.
However, training takes place away from the work
environment. The trainee is permitted to learn under
simulated condition without disturbing the actual
production. The trainee is relieved from the pressure
of having to produce while learning. The main
emphasis are on learning skills.
 Role Playing: It is defined as a method of human
interaction that involves realistic Behaviour in
imaginary situation. the participants play the role of
certain characters like Production Manager,
Supervisor etc. it is used for developing interpersonal
relations, interactions and relations.
 Off-the-job training
methods
 Lecture Method: This is a direct method of instruction.
The instructor organizes the material and gives it to a
group of trainees in the form of a talk. To be effective,
the lecture most motivate and create interest among
the trainees.
 Conference or Discussion: the method involves
group of people who pose ideas, examine and share
facts and draw conclusions. All of this improves job
performance. It is better than lecture method as it
facilitates two-way communication. Trainees feel free
to talk.
 Off-the-job training
methods
 Programmed Instruction: this is a method where
training is offered without the intervention of a trainer.
Information is provided to the trainee in blocks form or
through a teaching machine. After reading each block,
the learner answers the questions about it. Feedback in
the form of correct answers is provided after each
response. It involves: -
1. Presenting questions, facts or problems to the learner
2. Allowing the person to respond
3. Providing feedback on the accuracy of answers
4. If the answers are correct, the learner proceeds to the
next block. If not, he or she repeats the same.
Training Process
Identification of Training Needs

Organisation Analysis
Task Analysis
Human Resource Analysis

Setting Training Objectives

 Training Process

Organisation of Training Programme

Trainee and Instructor
Period of Training
Training Methods and Materials

Evaluation of Training Results

 Assessment of Training Needs

1. Organisational Analysis: it includes analysis

of objectives, resources available, Environment
Scanning, SWOT Analysis

2. Job / Task Analysis: Includes study of jobs /

roles, design of jobs due to changes, job
enlargement / job enrichment, expected quantity and
quality of output, level of wastage or scrap

3. Manpower Analysis: individual strengths and

weaknesses in the area of job knowledge, skill etc.
 Setting Training Objectives

After assessing training needs, the next step is to fix the training
objectives. This is a very crucial step and success of
training largely depends upon how efficiently goals or
objectives to be achieved are decided.

Objectives specifies the skills, knowledge, talents and

competency to be acquired, attitudes, values and beliefs to
be changed and behavior to be modified.

It is important that objectives are based on intended / expected

results so that appraisal / evaluation of training becomes
unbiased. Further, it also helps in selecting training
methods and training material.
 Organization of Training
1. Appointment of Trainer: should have in-depth
knowledge, adaptable to learning styles, sincere,
good sense of humor to make learning a fun.

2. Selection of Trainees: trainees should be selected

based on the relevance and suitability of training
subject with their area.

3. Period of Training: it should be very long or very

short.

4. Training Material / Reference Material: reference

material to be provided to enable the trainees to
recall by reading and keeping the same for future
reference.
 Evaluation of Training

Evaluation of Training programmes can be

done with the following: -
1. Reaction: Trainee’s reaction to the overall
usefulness of training including the coverage
of topics, method of presentation, level of
clarification can help in evaluating the training
programme.
2. Learning: Training programmes, trainer’s
ability and trainee’s ability can be evaluated on
the basis of quality of learning and the time
taken and learner’s ability to apply the
knowledge gained in the process
 Evaluation of Training
3. Job Behaviour: It includes the manner and extent
to which the trainee has applied his learning to the
job.
4. Organisation: This evaluation takes place in the
form of increase in productivity, quality, morale,
sales turnover etc. in organisation after training
programme.
5. Ultimate Value: it evaluates the impact of training
programme on the company goals like survival,
growth, profitability etc. and to the development of
individual goals like personality development.
 Evaluation of Training

If after evaluating the training programmes it is observed that

there are discrepancies in the training programme, then
various steps should be taken like: -
 Questionnaires to obtain opinion, reaction and view of
trainees
 Test should be conducted to find out what the trainee has
learnt
 Interviews can be conducted to find out the usefulness
and shortcoming in training
 Employees opinions can be asked about their satisfaction
from the training
 Evaluation of Training

All these things help the management to know the

probable cause for gaps in performance. These
causes can then be communicated to the
instructor, trainees for control, correction and
improvement of trainee’s activities. The training
evaluator should follow it up sincerely so as to
ensure effective implementation of training
programmes in future.