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Training & Development

Training involves imparting new skills, sharpening existing skills, and increasing knowledge to enhance employee performance. It is a process of developing skills for a particular job through activities like lectures, demonstrations, simulations, and apprenticeships. Development aims to make employees not just better performers but better individuals by providing broader conceptual knowledge through long-term processes. An effective training program identifies needs, establishes goals and objectives, designs the content and activities, executes the program, and evaluates the results for improvement.

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SHIVAM AGRAHARI
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176 views31 pages

Training & Development

Training involves imparting new skills, sharpening existing skills, and increasing knowledge to enhance employee performance. It is a process of developing skills for a particular job through activities like lectures, demonstrations, simulations, and apprenticeships. Development aims to make employees not just better performers but better individuals by providing broader conceptual knowledge through long-term processes. An effective training program identifies needs, establishes goals and objectives, designs the content and activities, executes the program, and evaluates the results for improvement.

Uploaded by

SHIVAM AGRAHARI
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Training & Development

WHAT IS TRAINING?

“Training is the act of increasing the


knowledge and skills of an employee for
doing a particular job.” (Filippo)

“Training is a process that develops and


improves skills related performance. Effective
training programs can result in increased
production, reduced labour turnover and
WHAT IS TRAINING?

• In short, definitions of training mean that


it is the process of: -

 imparting new skills;


 sharpening of skills;
 increasing domain specific knowledge;
and
 changing of attitudes and behaviors
 intended to enhance the performance of
employees.
WHAT IS TRAINING?

• Includes all activities aimed at providing


skills/knowledge/aptitudes necessary for
employment in a particular occupation.

• A process by which a worker learns some


skill.

• Leads to improved performance of


existing workers and prepares them to
perform higher specialized and more
PURPOSE OF TRAINING? 

Increasing productivity.

Improving quality of work.

Creating skill inventory by which a


company fulfils its future personnel needs.

Prevention of accidents
WHAT IS DEVELOPMENT?

“The process of enhancing skills, abilities,

knowledge and capacities of employees which


includes not only improvement in job
performance but also individual growth in the
organization.”
WHAT IS DEVELOPMENT?

 A broader, more encompassing function


than training.

 Aims at making workers not only good


performers but also better human being.

 An educational process utilizing a


systematic and organized procedure by
which managerial personnel learn
conceptual and theoretical knowledge for
PURPOSE OF DEVELOPMENT?
 Improving supervision, command, direction and
control at each level.

 Creating an understanding of the methods and


problems of management.

 Helping develop managers to perform better on


their present assignments and prepare them for
higher assignments.

 Creating conditions which contribute to the


growth process.
Do Training & Development Differ? How?

Criteria Training Development


Aim Improve job performance Insure overall growth

Participant Designed for managers as Exclusively designed for


well as employees managers
 
Content Technical/specific Broader theoretical and
skills/knowledge conceptual knowledge
 
Tenure short-term process long term/ ongoing
  process
Training Process
Step 1. Identify Training Needs

• The training process starts with identification of need


for training.

• Management of an organization needs to explore


certain questions, such as, at this stage:
Whether their employees actually need any training?
How training will be helpful in growth of the
organization?
To what extent training will be beneficial for the
worker?
Whether the training is for skilled, semi-skilled or for
unskilled workers?
Step 2. Establishing Training Goals

• The 2nd step involves deciding the training


goals or objectives.

• To fix the objectives/ goals, following


questions need to be addressed: -

 What would be the expected outcome of


training?
 What skills/abilities the employees will be
Step 3. Designing Training Programme

• This step involves decisions on questions such


as: -

Who are going to be trained?


Who all will provide training?
Where the training will be executed?
What will be the methods adopted for
training?
What will be the sequence used for training?
What will be the content of training?
Step 4. Executing Training Programme

• This step involves monitoring and


ensuring that whatever have been
planned should be executed.

• It helps in getting maximum output or


better results.
Step 5. Evaluating Training
Programme

• Last but an important step.

• Involves evaluating the entire training


process by its results.

• Can be done by various methods like


reaction of trainees, by questionnaire
method, by interviews and others.

• It helps in designing effective training


Methods of Training
Job Instruction Training

• In this method supervisors train operational


workers.

• Consists of steps not only to explain what is to


be done but also how and why it is to be done.

• Involves four steps


 physically and psychologically preparing
trainees for instruction
 presentation or demonstration of the particular
task to the trainees
 checking the understanding of trainees, and
DEMONSTRATION

• In this method, the instructor displays


the series of steps related to the job
and also explains why and what
supervisor or trainer is doing.

• The learners are supposed to observe


carefully and keenly and follow the
instructor.
SIMULATION

• This method is used for sophisticated tasks


where errors, if not minimized, lead to
heavy losses.

• It is basically artificial/virtual
setup/environment of the workplace.

• In the virtual environment, workers are able


to feel and touch the simulated equipment
and practice using them without any
APPRENTICESHIP

• Period of service spent as a learner of a


trade/handicraft is called apprenticeship.

• An apprentice is: -
 usually at the beginning of his work life;

 is bound by a legal agreement to serve


an employer for a fixed number of years
during which the employer agrees to
HOW APPRENTICESHIP AND INTERNSHIP DIFFER
LECTURE

• Telling someone about something.

• Intended to: -
create understanding of a topic or to
influence behavior.

enhance the knowledge of listener or to give


him the theoretical aspect of a topic.

• Training is basically incomplete without


lectures.
OTHER METHODS

• Seminars/ Conferences

• Workshops

• Role Play Exercises

• Group Discussions

• Case Study

• Sensitization Programmes
Designing Effective Training Programmes
Define purpose of training and target
audience
 
• Make it clear what your training
programme needs to accomplish.

• Sort and prioritize a spectrum of training


needs before determining training focus.

• Once you have a clear sense of training’s


purpose and audience, write it down and
use their description to promote your
Determine Participant’s Needs
 
There are several ways to find about the
needs of the participants such as: -

• A brief written survey could be conducted;

• Survey of a random sample of registrants


by phone;

• Reviewing evaluation and feedback forms


from past training programme.
Define Training Goals and Objectives
 
• Clarify expected outcomes
• Outline training content
• Planning specified training activities
• Selecting/developing training material
• Designing evaluation procedures
• Ensuring that the training programme is
realistic and appropriate for the purpose
intended
Outline Training Content
 
• Establish a positive learning environment
• Start with simple concepts and proceed to
more complex
• Move from less sensitive to controversial
topics
• Schedule activities which require the greatest
concentration when people will be focused
and energetic
• Provide time for reflection, discussion and
question & answer sessions
Develop Instructional Activities
 
• An effective training programme
incorporates a variety of training
strategies taking into account: -
 
 Participants learning style
 Group size
 Prior experience and/or education level of
participants
 Type of skill or information to be
provided
Prepare the Written Training Design
 
• Create written document promoting
detailed plan of training session including
goals and objectives

• Use your written training design to stay in


track during the training events, make
mid-course corrections and document
training details
Prepare Participant Evaluation Form
Following issues need to be kept in mind while
preparing evaluation form
 
• Did the participants acquire the knowledge and
skills that the trainer was supposed to provide?
• Were the trainees knowledgeable about training
content?
• Were the activities interesting and effective?
• Was the training format appropriate?
 
Follow up activities

Training programmes should be followed up using

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