Training & Development:- Training and development refers

to educational activities within a company created to

enhance the knowledge and skills of employees while
providing information and instruction on how to better
perform specific tasks. Training and Development is the
continuous process of improving skills, gaining knowledge,
clarifying concepts and changing attitude through structured
and planned education by which the productivity and
performance of the employees can be enhanced.
Definition Training is the Management
process of development
teaching refers to teaching
employees the managers and
basic skills they professionals to
need to perform increase
their jobs. knowledge, skills,
attitude needed
for future jobs.
Participant Training programs Development
are arranged for programs are
employees. arranged for
executives.
Orientation Job oriented Career oriented
Objective To improve the To prepare
work employees for
performances of future challenges.
the employees.
Aim Specific job related Conceptual and
general knowledge
Change Skill level is The behavior level
 changed through is changed
Training. through
Development.
Period Training courses Development
are typically involves a broader
designed for a education for
short-term period. long-term
purposes.
Present/Future Training is Development is
present-day future day
oriented. oriented.

Importance of Training and Development:-

Objectives of Training:-
1) To provide job related knowledge to the workers.
2) To impart skills among the workers systematically so
that they may learn quickly.
3) To bring about change in the attitudes of the workers
towards fellow workers, supervisor and the
organization.
4) To improve the productivity of the workers and the
organization.
5) To reduce the number of accidents by providing safety
training to the workers.
6) To make the workers handle materials, machines and
equipment efficiently and thus to check wastage of time
and resources.
7) To prepare workers for promotion to higher jobs by
imparting them advanced skills.
Challenges faced by manager:-
1) Dealing With Change:- Organizational change is
challenging and more common than ever. Dealing with
changes due to mergers, acquisitions, technology,
budgets, and staffing is the top challenge cited by
Learning and Development (L&D) professionals.
2) Developing Leaders:- Many work environments are
faced with leadership development challenges. It is
crucial for organizations to develop leaders in every
level—from the front lines to the CEO—to support its
success.
3) Engaging Learners:- L&D professionals must
communicate the value of learning and development.
Too often, other urgent tasks or priorities seem to win
out. It’s a challenge to get learners to attend, actively
participate, and follow-through.
4) Delivering Consistent Training:- When a company is
global or geographically dispersed, it increases the
difficulty of providing consistent training. The most
common challenges of training and development
include geographic limitations, increased costs, language
barriers, translation issues, and virtual training needs.
5) Tracking Skills Application:- Discovering the “stickiness,”
or sustainability of a training program is challenging at
best. L&D professionals must find and implement an
effective way to ensure skills are learned and applied in
the real work environment.
 6) Instilling Conflict Management Skills:- Training learners
about handling conflict can be difficult. Conflict
management is a critical skill and can deeply affect an
organization’s success when it is lacking. Conflict can
increase turnover, decrease employee morale, and
impact the longevity and well-being of a business.
7) Quantifying Training Effectiveness:- It is important for
many L&D professionals to provide a quantitative
assessment of how training programs are impacting
their organization. It is challenging to figure out which
metrics to use, how to incorporate them into post-
training assessments, how and when to follow up, and
how to adjust future training based on the results.
8) Improving Learning Effectiveness:- Training learners
effectively is important. There are so many topics to
cover and many require unique delivery methods in
order for solid skill development to occur. It is important
to ask the right questions and identify the desired
outcomes when planning each training session.
Training needs assessment:- A training needs assessment
(TNA) is an assessment process that companies and other
organizations use to determine performance requirements
and the knowledge, abilities and skills that their employees
need to achieve the requirements. There are three key areas
that are considered accurate assessors of those needs:
Skill proficiency of employees
Employees’ frequency of skill usage
Level of employees’ skills crucial to job performance
The important objectives of training need analysis are :

To ensure that the product/service requirement of customer

have been met with the help of skilled employees.
To help the organization to set appropriate goals and achieve
them.
To create a appropriate performance benchmark which can
be used to judge the employee productivity.
To enable employees to evaluate their current skill sets and
continuously upgrade their knowledge to improve their
performance levels.
To highlight the work quality issues in the organization and
identify focus area which need improvement.
Components of Training Needs Analysis:-
1. Organizational Level
2. Operational Level
 3. Individual Level
Organizational Level:- Providing training to employee which
are not aligned with the business goals is considered as
wastage of resources. It is very vital that training programs
conducted in the organization would help the employees to
achieve the strategic business goals of the organization. The
organizational level training need analysis used data sources
such as business goals, skill inventory, employee inventory,
organizational culture and customer satisfaction data to
identify the training needs of the employees. The
organizational level of training need analysis provide answers
to the questions such as-
Which department needs training the most?
Which training program will act as a solution to resolve the
business issues?
At organizational level analysis a clear and measurable
outcomes of training is identified to improve the success of
training program.
Operational Level:- It is a job level analysis which is used to
determine what kind of training is needed by the employee
in order to achieve desired level of work proficiency. It
identifies the knowledge and skill required to execute a
specific job in the organization. The operational level training
need analysis used data sources such as work performance
standards, job description, job specifications and analysis of
operational problems to determine the training needs of the
employee. The operational level of training need analysis
provide answers to the questions such as:
What is the standard performance expected for the job?
How employee should execute the task to need the set
performance standards?
What training program is appropriate to improve skills,
abilities and knowledge of the employee to complete the job
successfully?
Individual Level:- At individual level the training need
analysis verify the way employee performs their job. The
difference between the expected and actual performance of
the employee is analyzed to arrive at the training need of the
employee. The individual level training need analysis used
data sources such as performance appraisals, assessment of
employee skills, interviews and questionnaires, customer
surveys and work samples to determine the training needs of
the employee. The individual level of training need analysis
provide answers to the questions such as-
Whether the employees have the essential skills and
knowledge?
What are the barriers to proficient performance?
What is the appropriate training program to help the
employee to meet desired performance standards?
Advantages and disadvantages of training needs analysis
It determines the population which needs the training most
in order to perform well in the organization.
It determines what kind of training is required in terms of
skills, knowledge, abilities, competency and behavior of the
employee.
It helps the management to direct resources to regions of
greatest priority of training.
It helps employee and organization to improve work
productivity
It helps the company to improve their quality of services and
thus helps in customer retention.
Disadvantages of Training Needs Analysis
1) Training need analysis can be a time consuming process
as it includes a lot of assessments and surveys.
2) Training need analysis can be a costly affair for the
company as often tired party is hired to conduct the
training need analysis
3) The low response rate of the employees to the internal
surveys can have negative impact on effectiveness of
the training need analysis
4) Many times when the long process of training needs
analysis is completed the management is no longer
looking to fulfill the same business goals.
5) Employees often hesitate to provide the honest
response on self assessment which can affect the result
of training needs analysis.
 Process of Designing a Training Program

Step 1: Perform a Training Needs Assessment:- The

assessment of a training program has four-step to be
followed:
1) Identifying the business goal that can be supported by a
training program.
2) Determining the tasks that workers should perform to
make the company reach its goals.
3) Conducting the training activities that will help in
enhancing the learning of the workers to perform the
tasks more effectively.
4) Determining the learning characteristics of the workers
that will make the training effective.
Step 2: Develop Learning Objectives:- A learning objective
address things that your employees can get to know like:
1) What is the product flow?
2) How to maintain the product flow cycle?
3) Importance of good product lifecycle.
Step 3: Design Training Materials:- While designing your
materials, keep the following points in mind:
1) Focus on the learning needs of your employees.
2) Create training assessments that can directly relate to
the learning objectives.
3) Remember the adult learning philosophies.
4) Include more hands-on practice or simulation as
possible.
5) Put the employees in control of the learning process.
6) Do possible thing to let the employees talk and interact
with the trainer and with each other while attending the
training.
7) Break your training materials into small pieces that are
easier to understand.
8) Appeal to your workers’ senses during the training.
Step 4: Implement the Training:- Implementation can take
different forms by moving forward to the training. It can be
classroom instructions, the completion of e-learning
modules, or more.
Step 5: Evaluate the Training:- This method involves
evaluating the training at four levels. Those four levels of
evaluation are:
1) Employees’ reaction to training.
2) Employees’ learning through the training.
3) Employee’s job behaviour post-training.
4) Beneficial business results.
learning :- Learning is a systematic process to enhance an
employee’s skills, knowledge, and competency. learning is
concerned with the acquisition of knowledge, skills, and
attitudes. The goal of learning is to develop or change the
behavior of individuals or groups for the better, sharing
knowledge and insights that enable them to do their work
better, or cultivate attitudes that help them perform better.
Principles of Learning:-
cognitive Learning:-