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CH 5

The document discusses training and development in organizations. It defines training as providing employees with the skills and knowledge needed for their current jobs, while development prepares employees for future roles. It outlines different training methods, including on-the-job and off-the-job training. The goals of training are to improve employee performance, reduce costs, and increase motivation. Effective training requires identifying needs, setting objectives, using appropriate methods, and evaluating outcomes.

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Friti Friti
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69 views26 pages

CH 5

The document discusses training and development in organizations. It defines training as providing employees with the skills and knowledge needed for their current jobs, while development prepares employees for future roles. It outlines different training methods, including on-the-job and off-the-job training. The goals of training are to improve employee performance, reduce costs, and increase motivation. Effective training requires identifying needs, setting objectives, using appropriate methods, and evaluating outcomes.

Uploaded by

Friti Friti
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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CHAPTER 5

TRAINING AND
DEVELOPMENT
Catering & Tourism Training
Institute
Introduction
• Having recruited, selected and placed in their appropriate
areas of work, the next stage will be training, retraining and
career development through various approaches.
• To this end, training and development will have to show
concern for both capacity (i.e., the work) and capability (i.e.,
the worker).
• Training involves giving present or new employees the basic
knowledge and skills they need to perform their tasks.
• Changes in the organizational policy, changes in the
organizational environment (economic, political, legal or
competitors approaches) may require training of personnel.
TRAINING
• According to H. John Bernardin “training is any
attempt to improve employee performance on a
currently held job or one related to it”.
• Training is an educational process. It provide
information to the people and increases
knowledge and skills and can help them improve
their effectiveness at work.
• Training can be given to individuals and groups.
• Technically training involves change in attitude,
skills or knowledge of a person with the resultant
improvement in the behavior.
• For training to be effective it has to be a planned
activity conducted after a thorough need analysis
and target at certain competencies, most
important it is to be conducted in a learning
atmosphere
Training
vs
Development
• Development is the opportunities created to help
employees for their growth.
• Training focuses on the current job, but
development provides competences for future job,
so employees can work in more than one
department and level.
• The major difference between training and
development is, training focuses on the current
employee needs but development focuses on
preparing people for future job and
responsibilities.
Training involves
• Identification of training needs and setting
training objectives
• Identification and selection of right training
and development methods
• Evaluation of training and development
program is necessary for its continuity
Objectives of Training & Development
• To provide new employees the basic knowledge and
skill they need for performing their work .
• To ensure that each employee has capabilities to
perform their duties .
• To assist employees to function more effectively in their
present positions by providing them updated
information and techniques and developing the skills that
they will need to do their job.
• To help the employee develop as an individual so that the
organization can utilize the maximum potential of its
employees.
• To prepare employees for high level
responsibility.
• To reduce supervision wastage and accidents.
• To develop inter-personal relation.
• To reduce employee turnover and absenteeism.
• To increase motivation and morale of
employees
Types or Content of Training
• Communication Training
• Computer Skill Training:
• Customer Service Training:
• Human Relation and Diversity Training
• Ethics Training:
• Safety Training
• Need Based Training
Principles of Training
• Training should be based on needs and objectives of the
organization as well as employees.
• Training and development should be based on an
assessment of the performance and requirement of
individuals and organization.
• Training should be conducted in the actual job
environment to the maximum possible extent.
• The performance of individuals during their training
and development should be monitored, reviewed at
intervals, recorded and any necessary action taken.
• Training should be focus on job related skills,
knowledge and information. This helps in achieving
objectives of training.
• Training should not provide so many details to
employees that it overload and confuse employee
which result in loss of learning.
• Employee must be given opportunity to practice what
they have learnt in training program so that we can
know what they have already learned.
Importance & Advantages of Training &
Development
• Better Performance
• Elimination of Wastage
• Less Supervision:
• Less Accidents
• Team spirit
• Quality
• Healthy work environment
• Profitability
Factors influencing training
• Management Support
• Effective and Experienced Trainer
• Learning Objectives
• Learner Readiness
Methods of Training & Development
A. On-the job training method
• Job Rotation
• Coaching
• Understudy Position
• Management Participation
Advantages of On-the job training
• Low cost
• training tends to be focused on performing real job tasks
• Well suited for small groups
• Learning can be controlled

Disadvantages of On-the job training


• Inconsistent
• Sometimes Incomplete because of lack of formal guide
• Risk to machines, equipments
Off-the job training method
• Lectures
• Group Discussion method
• Case Study
• Simulated Training
• Role Plays
• Conference method
Advantages of Off-the job training
• Employees feel less under pressure to perform
• Trainee’s specific difficulties are easier to explore.
• Improve morale and motivation for self development.
Disadvantages of Off-the job training
• Costly and more time consuming
• Resistance of trainees being away from home
• no guarantee that sufficient skills of knowledge will be transfers
• It often involves travelling and inconvenience
Factors to decide method of training
and development
• Purpose for training. For example lectures and discussion for
improving knowledge
• The subject matter and duration of time for training course
• The method should suit the audience and the business
environment
• The cost factor
• Learning styles of trainees
• Number of trainees
Identification of Training and Development
Needs
• Training need identification or analysis is done to find out
• The kinds of training that are needed,
• Who needs them,
• Where they are needed, and
• Which method will best deliver the needed skill, knowledge and attitudes to
the worker.
• The need for staff training can be identified in a number of ways,
such as
• during interviews,
• through feedback from colleagues,
• by competence or knowledge tests,
• by observing work taking place, or
• from appraisal documents or CV
• Organizational analysis
• strategic planning,
• organizations goals and needs
• Operational / Job analysis
• the job is clearly understood by an employee or not.
• Individual an
• whether an employee is performing at pre-determined standards or
notalysis
Objectives of identification of Training
& Development needs
• To determine whether training is needed.
• To determine cause of poor performance.
• To determine content and scope of training and development
program.
• To determine desired training and development outcomes.
• To provide basis of measurement.
• To gain management support for training program.
• To determine what training and development program is
related to employee’s job.
Process of Identification of Training
and Development needs
• Problem Identification:
• Current situation
• Desired or necessary situation:
• Designing the need analysis:
• Data collection
• Conducting personal interviews
• Questionnaire and surveys
• Performance appraisal
• Observing employees at work
• Data analysis:
• Providing feedback
• Developing action plan
Designing & Conducting Training and
Development Program
• Objective of the training program
• Design the training program
• Contents of the training program
• Duration of the training
• Evaluations
• Selection of Training and Development Method:
• Communicating Training and Development Program
• Implementation:
Evaluation of Training and
Development Program
• Observation
• Interviews
• Questionnaires
• Focus Groups
Thank
You!

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