TRAINING

Chapter 6
 MEANING OF TRAINING
• According to Edwin B. Flippo, “Training denotes a systematic
procedure for transferring technical know-how to the
employees so as to increase their knowledge and skills for
doing particular jobs.”
• The purpose of training is to bring about positive changes in
• Knowledge
• Skills and
• Attitude of employees
 MEANING OF DEVELOPMENT

• Development is concerned with the growth of employees in all

respects.
• It the process by which managers or executives acquire skills and
competency in their present jobs and also capabilities for future tasks.
• Development is the continuous process of building competencies of
employees and thus facilitating their overall development.
• The term is generally used in relation to managers or executives and is
described as ‘management development’ or ‘executive development’
 DIFFERENCE BETWEEN TRAINING AND
DEVELOPMENT
Basis Training Development
Nature Training is concerned with increasing Development is concerned with the
the skills for doing a particular job growth of an employee in all respects
Level of It is used in relation to operative It is used in relation to executives,
personal employees managers and professionals
Orientation It is job-oriented It is career- oriented
Duration It is short-term in nature It is long-term in nature
Initiative It is imparted to operative workers at The executives take initiative for their own
the initiative of management development
Scope of The scope of learning is limited to the The scope of learning is very wide. It
learning job only pertains to overall development of the
employee
Depth of The knowledge gained pertains to job The knowledge gained is all round and
knowledge only long-lasting
 MEANING OF EDUCATION

• Education is the process of increasing the knowledge and

understanding of employees.
• It is the understanding and interpretation of knowledge.
• It does not provide definite answers, but rather develops a logical and
rational mind that can determine relationships among pertinent
variables and thereby understand a phenomena.
• Education is broader in scope than training which is related to the
goals of organization more than to the goals of the individual.
 DIFFERENCE BETWEEN TRAINING AND
EDUCATION
Basis Training Education

Nature It is applied and practical It is generally theoretical

Scope It is job-related and its scope is It is broad and general is nature

narrow

Duration Its duration is short Its duration is long. In fact, education

is a life long process

Depth of learning Learning is related to job only Learning is all round

Result It results is learning of new skills It results in broad learning of a

and increased efficiency particular subject and change of
individual’s perspective
 OBJECTIVES OF TRAINING

To enhance knowledge of employees

To improve job related skills

To develop proper job related attitudes

To prepare for higher responsibilities

To facilitate organizational changes

 IMPORTANCE OF TRAINING

• Under the umbrella of training, several useful functions of management can be performed.
Training reduces the need for constant and close supervision; thus it helps in
management by exception.
• A manager can delegate authority and responsibility to his subordinates, who will not be
reluctant to accept new assignments if they have been given proper training.
• Management can also increase the morale of the employees and motivate them to work
for the achievement of organizational goals by installing a suitable system of training.
• Training also offers the management an assessment of those employees who might be
well suited for new jobs and responsibilities.
BENEFITS OF TRAINING TO ORGANISATION
Systematic Learning

Better Performance

Recruitment Through Promotion

Better utilization of machines and materials

Economical Supervision

Uniform Procedures

Reduction in Accidents

High Morale

Better Climate
 BENEFITS OF TRAINING TO EMPLOYEES

Increased skills and knowledge.

Higher Productivity

Opportunity for Promotion

Increased Mobility

High Morale

Less Accidents
 IDENTIFICATION OF TRAINING AND
DEVELOPMENT
• ORGANISATION ANALYSIS: It involves understanding the short-term and long term
objectives of the enterprise. The management has to examine the specific training inputs
that would help towards achieving the objectives.
• TASK ANALYSIS: Here the focus is on job or task. Job Analysis can indicate the skills and
training required to perform the job according to predetermined standards. Under task
analysis, all possible information about the nature of task, its components and its standards
should be set.
• HUMAN RESOURCE ANALYSIS: The total HR environment of the organisation should be
analysed. The internal environment of organization, the environment of the sector of
economic activity (private sector, public sector) and environment of the economy,
influences the training needs of the manpower in the organization.
 DESIGNING A TRAINING PROGRAM

Identification Organisation of
of training training
needs Setting program Evaluation of
• Organisation Training • Trainee & Training
Analysis Objectives Instructor Effectiveness
• Task analysis • Period of training
• HR analysis • Training methods
& material
 SETTING TRAINING OBJECTIVES

Specific objectives
• Increased Productivity
• Better Human resource planning
• Higher morale
• Better health and safety
Overall objective of Training is Increased organisational Effectiveness
 TYPES OF TRAINING

Role Specific Training

Competency Based Training

 ROLE SPECIFIC TRAINING

• Training of the executives to impart skills to enable them to play

various roles is known as role-specific or skill based training.
• Roles specific skills are given below:
Decision making skills
Planning skills
Organisation skills
Leading skills
Controlling skills
 COMPETENCY BASED TRAINING
• Managers require different types of competencies.
• Job competencies are observable and measureable behaviours comprising part of
the job of a manager.
• Competencies means the attributes and behavior expected of a person to do his job
effectively.
• Competency based training for HR professionals covers four areas, namely,
• Personal Attributes
• Leadership and Management competencies
• HR role-specific competencies
• HR Core competencies
 KINDS OF TRAINING PROGRAMS
Induction or Orientation training

Apprenticeship or Craft Training

Internship Training

Training for Promotion

Refresher Training or Retraining

Job Rotation or Versatility Training

 METHODS OF TRAINING

On the Job Vestibule Off the Job

Training • (adapted to the Training
• Coaching environment at • Special lecture-
• Understudy the place of work) cum-discussion
• Job Rotation • Conference
• Seminar
• Role Playing
EVALUATION OF TRAINING EFFECTIVENESS
• Training effectiveness is the degree to which trainees are able to learn and apply the
knowledge and skills acquired in the training program.
• It depends on attitudes, interests, values of the trainees and the training environment.
• Contents of a training program and the ability and motivation of trainers also
determine training effectiveness.
• It is necessary to evaluate the extent to which training programs have achieved the
aims for which they are designed.
• The evaluation of training results or consequences also provide useful data on the
basis of which relevance of training and its integration with other functions of human
resources management can be judged.
 EVALUATION CRITERIA

Training effectiveness can be measured in the terms of the following

criteria
• Reaction of Participants
• Learning of participants
• Behaviour of participants
• Results achieved
Ideally all the four levels of training evaluation should be built into the
training design and implementation.
LEVELS OF EVALUATION CRITERIA

Level 4 Results
Level 3 Behaviour
Level 2 Learning
Level 1 Reaction