Training and Development

Training and Development is a structured program with different methods designed

by professionals in particular job. It has become the most common and continuous
task in any organisation for updating skills and knowledge of employees in
accordance with the changing environment. Optimisation of cost with available
resources has become a pressing need for every organisation which will be possible
only by way of improving efficiency and productivity of employees, possible only
by way of providing proper employee training and development conditioned to that
it should be provided by professionals.

What is the difference between training and development?

Training is the process of improving and polishing the required Skills to an

employee in order to make him/her skilled and perfectionist in the job which he /
she does. Training is purely job focused but development is psychology and soft
skills oriented.

Previously many authors have defined the difference between training and
development, but still there is little confusion in understanding the difference. In
fact many organisations are using term "training and development" as one and the
same. Mostly we hear the term "training" for the purpose of inducing skills and
knowledge among employees. Both training and development are continuous and
core tasks of organisation, but employee training will be for the particular job to
develop skills in concern particular job for a particular period and will be given
periodically whenever updating of skills needed for performing a particular job and
moreover training is meant for the purpose of development of technicality among
employees. Training is mainly provided for making employee aware on how to
handle particular job, technology or equipment for doing particular task or function
in the organisation. ultimately training of employees will be by way of teaching by
the professional in particular job which involves technicality to develop skill.

In many and large organisations even in governmental organisations financial

budgeting provides a separate budget for the purpose of employee training as a key
overhead which has been not ignored ever. Because employee training is very
expensive, especially if we take information technology companies spends large
amounts for providing training to their employees and frequency of training is high
because change of technology is not constant and updated continuously. Therefore
to make aware of new technology and update their skills in accordance with new
technology, training of employees is more frequent as that of other industries.

Coming to employee development we don't hear or see as that of employee training

program in the organisation. Employee development is psychological oriented
mainly provided for people who deals with managerial tasks.

“Off the Job Training” Methods

Off-the-job training is conducted in a location specifically designated for training.

It may be near the workplace or away from work, at a special training center or a
resort Conducting the training away from the workplace minimize distractions and
allows trainees to devote their full attention to the material being taught- However,
off-the-job training programs may not provide as much transfer of training to the
actual job as do on-the-job programs. Many people equate off-the-job training with
the lecture method, but in fact a very wide variety of methods can be used.
Definitions:

Employee training at a site away from the actual work environment. It often
utilizes lectures, case studies, role playing, simulation, etc. See also on the job
training.www.businessdictionary.com

“Off the Job Training” Methods

1. Classroom Lectures:

under the off the job methods of training, classroom method or lecture method is
well-known to train white collar or managerial level employees in the organisation.
under this method employees are called to the room like that of classroom to give
training by trainer in the form of lectures. This method is effectively used for the
purpose of teaching administrative aspects or on management subject to make
aware of procedures and to give instructions on particular topic.

Advantage – It can be used for large groups. Cost per trainee is low.

Disadvantages – Low interest of employees. It is not learning by practice. It is

One-way communication. No authentic feedback mechanism. Likely to lead to
boredom for employees.

2. Audio-Visual:

Providing training by way of using Films, Televisions, Video, and Presentations

etc. This method of training has been using successfully in education institutions to
train their students in subjects to understand and assimilate easily and help them to
remember forever. New companies have come up for providing audio visual
material for students in their concern subjects. In the corporate sector, mainly in
customer care centers employers are giving training to their employees by using
audio visuals material to teach how to receive, talk and behaviour with the
customer.

3. Simulation:

The simulation Method of training is most famous and core among all of the job
training methods. in the simulation training method, trainee will be trained on the
especially designed equipment or machine seems to be really used in the field or
job. But, those equipment or machines are specifically designed for training a
trainees were making them ready to handle them in the real field or job. This
method of planning is mostly used where very expensive machinery or equipment
used for performing Job or to handle that job.
Example:- The simulation method has been using widely for the purpose of
training aeroplane pilots on aeroplane simulator to make them ready to handle an
fly aeroplane. Especially in Air force fighter pilots are getting trained on the jet
fighters simulator. because the cost of aeroplane or jet fighter will be very
expensive, hence employer may not allow directly to get trained on real equipment
to avoid damage to equipment or machine or in sometimes may cause loss of
trainee life. To avoid all such risks by the employer giving training on simulator is
safe. (normally simulators for the purpose of training would be provided by the
manufacturer of original equipment)

4. Vestibule Training: -

Mostly this method of training will be used to train technical staff, office staff and
employees who deal with tools and machines. Employees learn their jobs on the
equipment they will be using, but the training is conducted away from the actual
work floor by bringing equipments or tools to certain place where training is
provided, but not work. Vestibule training allows employees to get a full feel for
doing tasks without real world pressures. Additionally, it minimizes the problem of
transferring learning to the job.

Vestibule training is provided to employees when new or advanced equipment or

tools are introduced into the organisation to do a particular job by using them. For
this purpose such equipment is brought to a separate place to give demonstrations
and train how to use and handle it by employees safely.

5. Case Studies:

It is a written description of an actual situation in the past in the same organisation

or somewhere else and trainees are supposed to analyze and give their conclusions
in writing. This is another excellent method to ensure full and whole hearted
participation of employees and generates good interest among them. Case is later
discussed by the instructor with all the pros and cons of each option. It is an ideal
method to promote decision-making abilities within the constraints of limited data.

6. Role Playing:

During a role play, the trainees assume roles and act out situations connected to the
learning concepts. It is good for customer service and training. This method is also
called ‘role-reversal’, ‘socio-drama’ or ‘psycho-drama’. Here trainees act out a
given role as they would in a stage play. Two or more trainees are assigned roles in
a given situation, which is explained to the group. There are no written lines to be
said and, naturally, no rehearsals. The role players have to quickly respond to the
situation that is ever changing and to react to it as they would in the real one. It is a
method of human interaction which involves realistic behaviour in an imaginary or
hypothetical situation. Role playing primarily involves employee-employer
relationships, hiring, firing, discussing a grievance problem, conducting a post
appraisal interview, disciplining a subordinate, or a salesman making a presentation
to a customer.

7. Programmed Instructions:

This involves two essential elements: (a) a step-by-step series of bits of knowledge,
each building upon what has gone before, and (b) a mechanism for presenting the
series and checking on the trainee’s knowledge. Questions are asked in proper
sequence and indication given promptly whether the answers are correct.

This programme may be carried out with a book, a manual or a teaching machine.
It is primarily used for teaching factual knowledge such as Mathematics, Physics,
etc.

Advantages of Off-the-Job Training Trainers are usually experienced enough

to train

■​ It is systematically organized
■​ Efficiently created programs may add lot of value
■​ Disadvantages of Off-the-Job Training: It is not directly in the context
of job
■​ It is often formal
■​ It may not be based on experience.
■​ It is expensive.
■​ Trainees may not be much motivated
■​ It is artificial in nature.