Unit 3: Training and

Development
 Training and Development
• Training and development refers to the imparting of
specific skills, abilities and knowledge to an employee
• Training and development need = Standard
performance - actual performance
• On the other hand education refers to theoretical
learning in classrooms
• It has a broad perspective and focuses on general
concepts
•
• Training refers to the process of imparting
specific skills
• Development refers to the learning
opportunities designed to help employees
grow
 Importance of HRD
• It equips employees with all knowledge and skills required for
effective performance on their current work and future
assignments
• It helps employees with the organizational development
• It provides career development opportunities by equipping
employees with knowledge and skills
• It implements performance management practices i.e.
performance based pay, customizing training and development
programmes
• It improves quality of work life
• It improves attitude and enhances employee commitment
 Inputs in Training and Development
• Skills: it consists of basic skills, motor skills and interpersonal skills
• Education
• Development
• Ethics
• Attitudinal changes
• Decision making and problem solving skills
• Creativity through brainstorming, grid analysis and lateral thinking
• Literacy
• Crisis
• Teams
 Benefits of Training

• Improved profitability and positive attitude towards profitability

• Improved job knowledge and skills at all levels
• Improved morale of the employees
• Help employee identify with the organizational goals
• Creates a better image of organization
• Fosters authenticity, openness and trust
• Improves relationship between boss and subordinates
• Aids in organizational development
• Helps in handling conflict, thereby helping to prevent stress and tension
• Helps the employees solve operational problems
• Reduces learning time
 Needs Assessment
• Needs assessment diagnoses present
problems and future challenges to be met
through training and development
• Employees present job requirement –
employees present capabilities = Employees
training needs
Methods of Training Needs Assessment
1. Management/Organization audit: This method conducts
a comprehensive and periodic evaluation of the
organization by examining two factors i.e. environmental
factors and strategic factors
2. Performance appraisal
3. Task analysis: In this method first all the task related
information is collected and performance criteria for each
task is established and lastly on the basis of this training
needs are determined for effective task performance
4. Supervisory recommendations
5. Training needs survey: This involves conducting
individual survey/interview, group survey/interview
and competency survey/interview
• The methods that can be used to conduct such
surveys are:
• Delphi technique
• Nominal group technique
• Interactive group technique
• Trigger group technique
 Benefits of Needs Assessment
• Trainers can be informed about the broader needs of the
trainees
• Trainers are able to pitch their course inputs closer to the
specific needs of the trainees
• Assessment makes training department more accountable
and more clearly linked to other HR activities such as
making the training programme easier to sell to line
managers
• Needs assessment compels managers to set aside time
from production hours to build skills and improve
competency
 Absence of Needs Assessement
• Loss of business
• Constraints on business development
• High employee turnover
• Poor quality applicants
• Increased overtime working
• Higher rates of pay, overtime premiums and supplements
• Needs of job redesign
• Undermining career paths
• Higher training costs
• Additional retention costs in the form of flexible working time,
job sharing, shift working etc
 Designing Training and Development
Programme
• While designing training the following issues
need to taken care such as:
• Who are the trainees?
• Who are the trainers?
• What are the methods and techniques?
• What should be the level of training?
• What principles of learning?
• Where to conduct the programme?
Method and Techniques of Training
• On the job training: This is one of the most common types of training that
includes orientation, job instruction, internship, apprenticeship, coaching
and job rotation
• Advantages on on-the-job training are:
 Teaching knowledge and skills in short period
 Appropriate for training limited trainees
 First hand experience
 Less costly
 Effective for unskilled and semi-skilled jobs
 Transferable to actual work
 Inexpensive and does not require elaborate preparations like selection of
place, arranging facilities and drawing trainees
 Quick feedback available to the trainees
• Disadvantages on OJT are:
 Productivity of trainees is generally low
 Scrap and reject rates are high, as trainees
make errors while learning on the job
 Trainees are under stress, as the bosses are
present
 1. Job Instruction Training (JIT)
• This is one of the most important training methods. It is also known as
training through systematic, step-by-step learning.
• This process involves:
• Preparing of trainee for instruction: This involves breaking down the job,
preparing the instruction plan and putting the trainees at ease
• Presenting the instruction: This involves telling, showing, demonstrating and
explaining
• Having the trainees tried out: This involves the trainees talk through the job,
instruct the supervisor on how the job is done, letting the trainees try to do
the job, provide feedback (positive and negative) and letting the trainees
practice.
• Following-up: This involves checking the process frequently at first, telling the
trainees whom to go for help and gradually taper off (reduce) the frequency
of progress checks
 2. Apprenticeship Training
• In this method new employees mostly on the
company’s payroll are trained under skilled seniors.
• In this method the employees entering the skilled
jobs are given complete instructions and experience
related to the theoretical and practical aspects of
their work.
• This method is applicable mostly to technical jobs
like computer hardware and software, accountancy,
jobs in electronics etc
 Advantages of Apprenticeship
• It promotes workmanship
• It ensures immediate return from training
• It is economized
• It offers a better growth opportunity
 3. Internship Training
• This method involves combining both
classroom theoretical knowledge with
practical or work experiences
• The trainee is interned in the organization for
a specified period of time as an employee
• It is not necessary that the trainees later o
become the organization employee
 4. Job Rotation Training
• This method provides training by movement
of the employees from one job to another.
• The trainee receives job knowledge and gain
experience from the supervisor or trainer in
each job assignment
• This method gives the employees an
opportunity to understand the problems and
aspects of each job and its job holder
 Off-the-Job Training
• This type of training is not the part of
everyday job activity of employees.
• This takes place outside the job situation.
• As this is mostly classroom based it is also
known as classroom training method
• One of the main reason to use this method is
to relieve the employees out of stress and
providing refreshment in their jobs
Merits and Demerits of Off-the-Job Training

• Merits are:
• It can train large number of employees
simultaneously at a low cost
• It can cover a large area of information on a
wide range of topics
• It may control the costly errors, scraps and
injuries inherent on-the-job training
• It can motivate creative thinking
• Demerits of Off-the-job training are:
• Trainees are deprived of first hand job
information
• Trainees involvement in the training process
may be very less
• The transfer of training directly to jobs is low
 Types/Methods of Off the Job Training
1. Lectures
2. Conference, seminar or workshop
3. Simulation exercises
 Computer-based simulation
 Vestibule simulation/Modelling
4. Experimental exercises and role playing
5. Programmed instructions
6. Group discussion and case studies
7. T-group method
 Merits/Demerits of Conference, Seminars
and Workshops
• Merits are:
• It covers a sizeable group of people
• It is suitable for analyzing and examining issues
from different viewpoints
• It is suitable for developing conceptual knowledge
and modifying attitudes, as the participants
exercise to develop solutions and reach
conclusions
• It covers many issues within a limited time-frame
• Demerits are:
• Progress is usually slow
• It is ineffective when participants have no
relevant knowledge regarding the issue in
advance
• It can cover fewer participants than the
lecture method
Merits and Demerits of Simulation Exercises

• Merits are:
• It avoids costly errors and injuries that may
occur during training
• It reduces disturbances usually created by
training to production and operations
• It places trainees at ease as it is conducted
away from the watchful eyes of the superiors
• Demerits are:
• Extra investment on equipment (vestibule
equipment) is needed
• Extra employees needed as trainees
• Trainees cannot contribute to the production
during their training period
• It is not effective if the actual work conditions
cannot be properly created