Presented by –
Vandana Singh (Roll No. 19)
Gaurav Save (Roll No. 14)
Yusuf Dawawala (Roll No. 4)
Abhilash Ruhela (Roll No. 12)
Prema Rajput (Roll No. 13)
Presented to Mrs. Sonia Sharma
Employee development is a joint, on-going
effort on the part of an employee and the organization
for which he or she works to upgrade the employee's
knowledge, skills, and abilities.
Successful employee development requires a
balance between an individual's career needs and
goals and the organization's need to get work done.
Training is a process of learning a sequence of
programmed behaviour.
It is application of knowledge.
It gives people an awareness of rules and procedures
to guide their behaviour.
It attempts to improve their performance on the
current job or prepare them for an intended job.
Training is short-term process utilizing a systematic
and organized procedure by which non-managerial
personnel learned technical knowledge and skills for a
definite purpose.
Training refers only to instruction in technical and
mechanical operations.
To match the Employee Specifications with the Job
Requirements and Organizational Needs.
Organizational Viability and the Transformation
Process.
Technological Advances
Organizational Complexity
Human Relations
Change in the Job Assignment
Performance
Deficiency
Lack of Skill or
Other Causes
Knowledge
Non-Training
Training
Measures
It is effective and productive
It is actively and intimately connected with all the
personnel or managerial activities
It enables employees to develop and rise within the
organization, and increase their market value ,
earning power and job security
It helps in reducing Dissatisfaction, complains,
grievances and absenteeism, reduces the rate of
turnover
There are two methods of Training :
1. On-the-job Methods
2. Off-the-job Methods
Under on the job training, the individual is placed
on the regular job & taught the skills necessary to
perform that job.
The trainee learns under the supervision &
guidance of a qualified instructor.
E.g. Used in the technical fields like Electrician,
Mechanical or Automobile
METHODS OF
ON THE JOB
TRAINING
It involves the movement of the trainee from one job
to another.
The trainee receives job knowledge & gains
experience from his supervisor on different job
assignments.
This methods gives an opportunity to the trainee to
understand the problems of employees on other jobs.
The trainee is placed under a particular supervisor
who functions as a coach in training the individual.
The supervisor provides feedback to the trainee on his
performance and offers him some suggestions for
improvement.
Under this method, the trainer explains to the trainee
the way of doing the jobs, job knowledge and skills
and allows him to do the job.
The trainer appraises the performance of the trainee,
provides feedback information and corrects the
trainee.
Under this method , a group of trainees are given and
asked to solve an actual organizational problem.
The trainees solve the problem jointly.
It develops team work.
Under this method of training, the trainee is
separated from the job situation and his attention is
focused upon learning the material related to his
future job performance.
There is an opportunity for freedom of expression for
the trainees.
E.g. For the jobs like IT field, Accountancy ,
Management.
METHODS OF
OFF THE JOB
TRAINING
In this method, actual work conditions are simulated
in a classroom.
Material, files and equipment those are used in actual
job performance are also used in training.
It is defined as a method of human interaction that
involves realistic behaviour in imaginary situations.
This method of training involves action, doing and
practice.
The participants play the role of certain characters,
such as the production manager, mechanical engineer,
superintendents, maintenance engineers etc.
It is mostly used for developing interpersonal
interactions and relations.
The lecture is a traditional and direct method of
instruction.
The instructor organizes the material and gives it to a
group of trainees in the form of a talk.
An advantage of lecture method is that it is direct and
can be used for a large group of trainees. Thus, costs
and time involved are reduced.
It is a method in training the clerical, professional and
supervisory personnel.
This method involves a group of people who pose
ideas, examine and share facts, ideas and data, test
assumptions and draw conclusions.
The subject matter to be learned is presented in a
series of carefully planned sequential units.
These units are arranged from simple to more
complex levels of instruction.
The trainee goes through these units by answering
questions or filling the blanks.
1. Who are the Trainee ?
2. Who are the Trainers ?
3. Where to conduct the program ?
4. What methods and techniques ?
5. What should be the level of training ?
6. What principles of training ?
1. Access the participants
2. Set general learning goals.
3. Specify objectives.
4. Design Training activities.
5. Sequence Training activities.
6. Start detailed planning.
7. Revise Design details.
8. Evaluate the total result.
1. Moderate level of content.
2. Variety of learning concepts / Approaches.
3. Opportunities for group participation.
4. Utilization of participants expertise.
5. Recycling of earlier learned concepts and skills.
6. Real life problem solving.
7. Allowance for reentry planning.
The process of training evaluation has been defined as
“any attempt to obtain information on the effects of
training performance, and to assess the value of training in
the light of that information.
Hamblin suggested five levels at which evaluation of
training can take place. viz, reactions, learning, job
behaviour, organization and ultimate value.
1. Test
2. Observations
3. Reports
4. Interview
5. Questionnaire
FIVE LEVELS
OF
EVALUATION:
Training programme is evaluated on the basis of
trainee’s reactions to the usefulness of coverage of the
matter, depth of the course content, method of
presentation, teaching methods etc.
Training programme, trainer’s ability and trainee
ability are evaluated on the basis of quantity of
content learned and time in which it is learned and
learner’s ability to use or apply, the content he
learned.
This evaluation includes the manner and extent
to which the trainee has applied his learning to his
job.
This evaluation measures the use of training,
learning and change in the job behaviour of the
department/organization in the form of increased
productivity, quality, morale, sales turnover and the
like.
It is the measurement of ultimate result of the
contributions of the training programme to the
Company goals like survival, growth, profitability etc.
and to the individual goals like development of
personality and social goals like maximizing social
benefits.
I, Abhilash Ruhela, as a Group Leader would like
to thank our teacher – Mrs. Sonia Sharma for teaching
us our topic and supporting us whenever we needed
her. She had always been a supportive mentor.
I would also like to thank Vandana Singh, Prema
Rajput, Yusuf Dawawala and Gaurav Save for being
the best colleague to work with. Everyone has worked
a lot for making this presentation successful.
I would also like to thank my classmates of BCA
Sem-3 who kept faith in us that we will do our best.
Thanks a lot to everyone.
Our Teacher – Mrs. Sonia Sharma’s Notes
Distance Education book by BV University
HRM Book by K Aswathappa
www.resourcehelp.com
THANK
YOU !!!
