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Training & Development - Notes

The document outlines the significance of training and development in organizations, emphasizing its role in enhancing employee skills, knowledge, and overall performance. It details the training process, including needs assessment, program design, implementation, and evaluation, highlighting the benefits such as improved profitability and employee engagement. The document also stresses that training is an investment that contributes to organizational success and adaptability.

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27 views19 pages

Training & Development - Notes

The document outlines the significance of training and development in organizations, emphasizing its role in enhancing employee skills, knowledge, and overall performance. It details the training process, including needs assessment, program design, implementation, and evaluation, highlighting the benefits such as improved profitability and employee engagement. The document also stresses that training is an investment that contributes to organizational success and adaptability.

Uploaded by

man789311
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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NIXON D’MELLO

2021
Why
Train ?

Why
Develop?
LESSON OBJECTIVES

▪ What is training & development


▪ Importance / benefits of Training
▪ Goal of a training program
▪ Process of training
WHY TRAINING & DEVELOPMENT
Definition - Training consists of planned programmes undertaken to improve employee
knowledge, skills, attitude and social behaviour so that the performance of the organization
improves considerably.

▪ Human Resource is employed in organisations to accomplish different goals.


▪ Hence the Human Resources within an organisation needs to be fully developed through various
developmental initiatives like training, management development, organisational development,
mentoring, expatriate assignments, career planning, succession planning and motivating
▪ This will enable positive contribution towards the success and stability of an organisation.
▪ HRD is an organized learning experience, designed by an organization aimed at providing overall
learning opportunities to help its employees grow.
▪ It prepares employees for the future
▪ It is intended at matching the organisational needs, with individual need for career growth and
development.
TRAINING AS AN IMPORTANT DEVELOPMENTAL TOOL

▪ Training is an important element of HRD.


▪ It is aimed at developing skills and capacity of the employees to work at higher levels and
positions.
▪ It is concerned with imparting of specifics skills to do the current job well.
▪ Training is a planned effort by a company to facilitate employees’ learning of job-related
competencies, including knowledge, skills or behaviours that are critical for successful job
performance.
▪ It is a gap bridging exercise.
TRAINING AS AN IMPORTANT DEVELOPMENTAL TOOL

▪ It is time bound.
▪ It has a specific content and objective.
▪ It relates to knowledge, information, technical skills, social skills, admin skills, conceptual skills and
finally a positive attitude.
▪ Expenditure on training and development (T & D) or learning and Development (L & D) is an
investment and gives rich dividend to employees and organisations in the long run.
▪ It makes an organization capable to face new challenges from time to time.
IMPORTANCE / BENEFITS OF TRAINING

▪ Leads to improved profitability and / or more positive attitudes towards profit


orientation.
▪ Improves the job knowledge and skill levels of employees within organization.
▪ Helps employee to identify with organizational goals.
▪ Helps to create a better corporate image
▪ Aids in understanding and carrying organisational policies.
▪ Facilitates employees to get promotions and achieve their career goals within
their workplace.
▪ Develops a sense of responsibility towards the organisation among the workforce
for being competent and knowledgeable.
CONTD…. IMPORTANCE / BENEFITS OF TRAINING

▪ Enables the company to reduce external consulting costs by utilising competent


internal consultation.
▪ Creates an appropriate climate for growth, communication and overall
development.
▪ Organisation will hone its decision-making and problem-solving skills through
effective training programmes.
▪ It helps employees to adjust to changes within the company.
▪ It helps in handling conflicts thereby helping to prevent stress and tension.
GOAL OF A TRAINING PROGRAM

a) To ensure that a trainee acquires the


required knowledge, skills and
competences.
b) Once the employees complete their
training and start working again, they
should be able to apply the same at
their workplace.
c) To ensure that knowledge and skills
acquired lead to improved job
performance
TRAINEE

ANCILLARY STAKEHOLDERS
SUPPORT OR OF TRAINING TRAINER
INFRASTRUCTURE PROGRAM

TRAINING
COORDINATOR
PROCESS OF TRAINING

STEP 1 -- Analyse the training need


▪ It identifies present problems and future challenges which are set to be met
through training.
▪ Normally organizations spend a huge amount of money on training programmes
but if done without assessing, it will be if no use.
▪ So needs assessment is a Process used to answer following two important
questions -
✓Whether training is required ?
✓What type of training is required?
PROCESS OF TRAINING
STEP 1 - contd….
Need assessment involves analysis at the following THREE levels :
1. Organizational level - examining a firm’s mission, resources, and goals.
2. Person level - determining who needs training and their readiness for training.
3. Task level - identification of the different tasks, knowledge, skill, and behaviour that should be
included in a training program.

Need assessment is conducted with the help of the


following Methods —
• Interviews • Observation
• Surveys • Discussion with management
• Reviews of record • Taking expert opinion
PROCESS OF TRAINING
STEP 2 - Designing the training program, develop and plan for infrastructure

▪ This involves critical issues like what will be the purpose or objective of training,
planning the content based on the objectives, whether it will be in the job or off
the job training, planning the various games and exercises which will have to be
included in the training module.
▪ Besides this, who will be the trainees and trainer, based on the content, what
shall be the training methods, on the job or off the job.
▪ On the job training is training related to the job which is conducted on the shop
floor itself. Off the job training is conducted at any place away from work area.
▪ It will further involve decision of timings, schedule, training aids, and venue.
PROCESS OF TRAINING
STEP 2 contd…
▪ Success of training program depends on the trainer.
▪ The process of designing a training program can be done by company trainers or outside
consultants.
▪ Line manager can also be good trainers and can do professional training This is especially
true if technical skills are involved. Using managers as trainers will overcome frequent
criticisms like ‘training won’t match the work on the shop floor’.
▪ A trainer should not be a person who is only technologically competent but also who has an
understanding of learning, training, delivery, and motivation and training techniques.
▪ Another import factor is that the trainees should also be properly selected with appropriate
techniques.
PROCESS OF TRAINING

▪ STEP 3- Implementation and deliver

▪ At this step what all has been planned in step 2 has to be actually implemented.
This step involves the various methods used for training. It involves selection of
methods and the actual training.
▪ Implementation of the training program involves the following 4 steps :
1. Book the venue of training
2. Organise all the infrastructure
3. Schedule the program
4. Conduct the program
PROCESS OF TRAINING

STEP 4 – Criteria for evaluation

▪ Evaluation is the final phase of the training and development program. Cost-
benefit analysis is more feasible for train and development than for many other
HRM functions.
▪ Costs are relatively easy to compute : direct costs +indirect costs.
▪ The evaluation is make by comparing the results (the benefits) with the objectives
that were set.
▪ The criteria used to evaluate the program depend on the objectives and who sets
the criteria : management, trainers, or trainees.
Q&A

Thank You

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