CHAPTER SIX

TRAINING AND
DEVELOPMENT

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 Meaning of Training and
Development

Training - method used to give new or present

employees the skills they need to perform their jobs.
the process of increasing the aptitudes, knowledge,
skill and abilities of the employees.
 teaching employees the basic skills they need to
perform their jobs.
related to operational or technical employees.

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 Cont’d…

Development - related to enhancing the conceptual

skills of the employee, which helps individual towards
achieving maturity and self actualization.
an attempt to improve managerial effectiveness
through a planned and deliberate learning process.
 provided for managers and professionals.

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Training Vs. Development

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 Objectives of Training and
Development
To provide the knowledge skills and attitudes for
individuals.
 To help employees become capable of assuming
other responsibilities.
To help employees to adapt to changing
circumstances facing organizations.
To reduce wastage and increase efficiency
To minimize input and maximize output
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 Cont’d…
To relieve supervisors from close supervision and get
time for other duties.
To lower turnover and absenteeism and increase
employees’ job satisfaction.
To lower the number and cost of accidents.

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 Process of training and
development

1.Determining training needs

2.Determining training and development objectives
3. Deciding which training technique to use and develop
the training program content.
4. Establishing learning principle
5. Conducting training and development programs
before, during and after implementation.

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 Cont’d…

1. Determine Training and Development needs

 identify who needs how much of what type of

training and development.
training needs exists when there is a gap between
the future requirements of the job and the current
capabilities of the incumbent, whether this is measured
in terms of skills, attitudes or knowledge.
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 Cont’d…
Determine the required training:
New employees
 Current employees
Task analysis and performance analysis are the two
main ways to identify training needs.
 Task analysis - a detailed study of a job to identify
the specific skills required.

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 Cont’d…

2. Determining training and development

objective
objectives must be established for meeting those
training needs.

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 Cont’d…

3. Choose the appropriate training techniques and

principles
 appropriateness of training techniques depend on:
cost effectiveness
 desired program content (teaching specific skills,
providing knowledge or influencing attitude)
 appropriateness of the principles
 trainee’s preference and capabilities
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 Cont’d…
Training techniques are categorized mainly into two
types:
I. On-the job techniques
II. Off-the job techniques
I. On-the job techniques - learning or training is
given on the location or workplace.
 learning is very fast in such techniques.

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 Cont’d…

II. Off the job techniques: are learning given in a

place away from workplace of the person.
i. Coaching: the trainee is placed under a close
guidance and supervision of the trainer and he/she is
given an opportunity to perform an increasing range of
tasks.

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 Cont’d…

ii. Job Rotation: transferring of executives from job to

job and from department to department in a systematic
manner.
 it develops required diversified skills and a broader
outlook important at the senior management lends.
iii. Understudy: a person who is in training to assume
at a future time the full responsibility of the position
currently held by his/her superior.
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 Cont’d…

iv. Internship: a joint program of training where

schools and different organizations cooperate to train
students by assigning them to different jobs.
v. Case study: a method of classroom training in
which the learner analyses real or hypothetical
situations and suggests what to do and how to do it.
the trainees are given cases for discussing and
deciding upon the case.
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 Cont’d…
 improves the trainees' decision making skills.

vi. Role playing: asking the participants to assume the

role of particular person in the situation stimulates a
problem situation.
 gives to participants' various experiences.

vii. Lectures, Seminars, Conferences and

workshops.

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 Cont’d…
Lectures: the lecturer organizes the material and
gives it to a group of trainees in the form of talk.
 the best technique to present and explain series of
facts, concepts and principles.
Conferences: brings together individuals with
common interests to discuss and attempt to solve the
problem.

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 Cont’d…
 contribution from members can be expected as each
one builds upon ideas of other participants.
Seminar: is a group of persons gathered together for
the purpose of studying a subject under the leadership
of an expert.
 Workshops: a group of persons with common
interest or problems after performing professional or
vocational work meet for an extended number of times
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to improve their individual proficiency.
 Cont’d…

viii. Apprenticeship: involves learning from more

experienced employees.
ix. Business game: trainees are divided into groups or
different teams.
each team has to discuss and arrive to decisions
concerning such subjects as production, pricing,
research, expenditure, etc. assuming itself to be the
management of a simulated firm.
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 Cont’d…

x. Distance and internet-based training: firms

today use various forms of distance learning method for
training.
xi. Vestibule training: setting up a training area very
similar to the work area in equipment, procedures, and
environment, so trainees can learn without affecting the
production schedule.

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 Cont’d…

xii. Simulation: the situation is duplicated in such a

way that it carries a closer resemblance to the actual
job situation.
 the trainee experiences a feeling that he is actually
encountering all those conditions.
 the trainee is asked to assume a particular role in
the circumstances and solve the problems by making a
decision.
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 Cont’d…

4. Establishing learning principle: are guidelines to

the way in which people learn most effectively.
 the more the guidelines are included in training, the
more effective training is likely to be.
5. Evaluating training program success: evaluating
the success of training.
 Justifying expenses
 Making decisions about future programs
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 Cont’d…
 Making decisions about individual trainees
 Reducing professional liability

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 Career Development

Career development: described in terms of fit

between organizational and individual goals.
 an ongoing, formalized effort by an organization that
focuses on developing and enriching the organization’s
human resource in light of both the employee’s and the
organization’s needs.
Organizational effectiveness depends on the
performance of people working in organizations.
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 Cont’d…

Why career development?

 can reduce costs due to employee turnover.
 improve moral, boost productivity, and help the
organization become more efficient.
 have a positive effect on the way employees view
their job and their employers.

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 Cont’d…

Objectives of career development

 To meet the immediate and future human resource
needs of the organization.
 To better inform the organization and individual
about potential career paths.
 To utilize the existing human resource programs to
the fullest by integrating the activities that select,
assign, develop, and manage individual careers.
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Career path

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