TRAINING AND DEVELOPMENT

Do Organizations Need Training

The answer is YES
However, we must know the purpose and functions of
training before we can use it.

Training and Development

(T&D)
Define training and development (T&D).
Explain factors influencing T&D
The T&D process and how training needs are determined
and objectives established.
Identify the various T&D methods
Identify special training needs.
Identify the means by which T&D programs are implemented
and evaluated.
Distinguish between career and job security.
Explain career planning and development

What is Training?
Training is a systematic process through which an
organizations human resources gain knowledge and
develop skills by instruction and practical activities that
result in improved corporate performance.

A method of enhancing human performance.

Silberman

Training and Development (T&D)

Human Resource Development Major HRM
function consisting not only of T&D, but also
individual career planning and development activities
and performance appraisal.
Training and Development Heart of a continuous
effort designed to improve employee competency
and organizational performance

Factors Influencing T&D

Top management support
Commitment from specialists
Technological advances
Organizational complexity
Learning style

The Training and Development (T&D)

Process
Determine T & D Needs

Establish Specific Objectives

Select T & D methods

Implement T & D Programs

Evaluate T & D Programs

Determining Training and Development

Needs
In order to compete effectively, firms must keep
employees well trained

Establishing Training and Development

Objectives
Desired end results
Clear and concise objectives must be formulated

Benefits of Training
Most training is targeted to ensure trainees learn
something they apply to their job.

Two Approaches of T & D

Traditional Approach
Modern Approach

Traditional Approach
Most of the organizations before never used to
believe in training.
They were holding the traditional view that
managers are born and not made.
There were also some views that training is a very
costly affair and not worth.
Organizations used to believe more in executive
pinching.

Modern approach
Organizations have realized the importance of corporate
training.
Training is now considered as more retention tool than a
cost.
The training system has been changed to create a smarter
workforce and yeild the best result.

- In future, the success of enterprises will depend upon the

revolutionary training and development system in human

resource management.
- As we live and work in the world of knowledge and skill,
every human activity need up-to-date knowledge and
required skills to perform it.

T&D Methods
COGNITIVE METHODS
BEHAVIORAL METHODS

COGNITIVE METHODS
COGNITIVE METHODS
Cognitive methods are more of giving theoretical
training to the trainees.
- The various methods under Cognitive approach
provide the rules for how to do something, written or
verbal information, demonstrate relationships
among concepts, etc.

Methods that come under Cognitive

approach
Lectures
Demonstrations
Discussions
Computer based
training (CBT)

LECTURES
This method is used to create understanding of a
topic
or to influence behavior, attitudes through
lecture.
A lecture can be in printed or oral form.
Lecture is given to enhance the knowledge of
listener or to give him the theoretical aspect of a
topic.
Timesaving, covers maximum number of people in
a short period of time.

 It is difficult to imagine training without lecture

format.
There are some variations in Lecture method.
The variation here means that some forms of
lectures are interactive while some are not.

Demonstration
This method is a visual display of how something
works or how to do something.
Example, trainer shows the trainees how to perform
or how to do the tasks of the job.
Help to focus their attention on critical aspects of
the task

Discussion method
This method uses a lecturer to provide the learners with
context that is supported, elaborated, explains, or expanded
on through interactions both among the trainees and
between the trainer and the trainees.

Discussion method is a two-way flow of communication

knowledge in the form of lecture is communicated to trainees
Then understanding is conveyed back by trainees to trainer.

Cbt training
Providing training to employees through Internet.
CBT does not require face-to-face interaction with a
human trainer.

Benefits of CBT
Reduce the cost
of training

Allow learning at
an individual pace

Benefits of CBT

Reduce trainee
learning time

Allow the trainee to

master the learning
Increase access
to training

BEHAVIORAL METHODS
Behavioral methods are more of giving practical training to
the trainees.
The various methods allow the trainee behavior in a real
fashion.
These methods are best used for skill development.

Methods that come under Behavioural

approach
Games and Simulations

Business Games

Role Plays

In-Basket
Techique

Equipment
Simulatiors

Case
Studies

GAMES AND SIMULTATIONS

Game is defined as spirited activity or exercise in which
trainees compete with each other according to the defined
set of rules.
Simulation is creating computer versions of real-life games.
It is about imitating or making judgment or opining how
events might occur in a real situation.

 Simulations are effective teaching tools. For example, in

How to Assess Performance, Learning, & Perceptions in
Organizations.
Peter Senge, author of "The Fifth Discipline", believes that
human beings learn best from experience, particularly when
feedback from actions is rapid and unambiguous.

Business games
These are based on the set of rules, procedures, plans,
principles derived from the research.
In business games, trainees are given some information
that describes a particular situation and are then asked to
make decisions that will best suit in the favour of the
company.

Role plays
Role play is a simulation in which each participant is given a
role to play.
Information is given to Trainees related to:

Description of the role

Concerns
Objectives
Responsibilities
Emotions, etc.

Contd
Then, a general description of the situation, and the problem
that each one of them faces, is given an example:
Situation could be strike in factory.
Managing conflict between two parties.
Scheduling vacation days, etc.

In-Basket Techniques
In this technique, trainee is given some information about the
role to be played such as, description, responsibilities,general
context about the role.
The trainee is then given the log of materials that make up the
in-basket and asked to respond to materials within a particular
time period.
After all the trainees complete in-basket, a discussion with the
trainer takes place.

In-basket exercise
Assessing a staff member for a management position.
Basically in the scenario, the boss is gone and his in-basket
is full.
The candidate needs to go through these items and take
care of them.
Action forms and standardized criteria is used in rating how
the items are handled.
Some of the items will include emails, requests from
management or staff, handwritten notes, forms that need to
be completed, and minutes from meetings that need to be
read.

CASE STUDY

The trainee is given with some written material, and the some
complex situations of a real or imaginary organization.

Two parts of development

ON THE JOB TRAINING

OFF THE JOB TRAINING

ON JOB TRAINING
Training that takes place while employees are actually working.

The skills can be gained while trainees are carrying out their jobs.
This benefits both employees and the business.
Employees learn in the real work environment and gain experience dealing with
the tasks and challenges that they will meet during a normal working day.
The three techniques are frequently used for on-the job training are:
Coaching
Mentoring
Job Rotation

The Differences Between Coaching & Mentoring

Coaching is task oriented. The focus is on concrete issues,
such as:
Managing more effectively
Speaking more articulately, and learning how to think
strategically.
This requires a content expert (coach) who is capable of
teaching the coachee how to develop these skills.
Coaching does not require design phase.
Coaching can be conducted almost immediately on any
given topic.

 Mentoring is relationship oriented.

It seeks to provide a safe environment where the mentoree shares
whatever issues affect his or her professional and personal success.
Mentoring is an ongoing relationship that is developed between a senior
and junior employee.
Mentoring requires a design phase.

Job Rotation
Job rotation where members of staff rotate roles or tasks
so that they gain experience of a full range of jobs.
Employees will do various jobs over time.

The employee will rotate around to different jobs within the

organization, performing various different tasks unrelated to
his original job.

 The advantages of this method are:

Reduces employee boredom
Increases skills
Opens new opportunities to employees

The disadvantages of this method are:

Employee may not be satisfied with the new rotation
Employee morale may decrease if employee is moved for a long period
of time
Can disrupt the workflow as employee learns new task or job

OFF THE JOB TRAINING

Lecture
Audio Visual Techniques
Simulations
Case Studies
Role Play
Business games

THE END