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Training and Development

Training aims to improve current job performance, while development helps employees grow personally and professionally to prepare for future roles. Training is short-term and job-specific, while development is long-term and enhances general knowledge. An effective training program includes identifying needs, preparing trainees, presenting skills and knowledge, practicing, and following up through evaluation. Development focuses on improving managerial skills like leadership through objectives setting, needs analysis, customized programs, and evaluation.

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Amit Singla
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62 views12 pages

Training and Development

Training aims to improve current job performance, while development helps employees grow personally and professionally to prepare for future roles. Training is short-term and job-specific, while development is long-term and enhances general knowledge. An effective training program includes identifying needs, preparing trainees, presenting skills and knowledge, practicing, and following up through evaluation. Development focuses on improving managerial skills like leadership through objectives setting, needs analysis, customized programs, and evaluation.

Uploaded by

Amit Singla
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Training and development

Training & Development


• Training is a process of learning a sequence of
programmed behaviour. It improves the employee's
performance on the current job and prepares them
for an intended job.
• Development not only improves job performance
but also brings about the growth of the personality.
Individuals not only mature regarding their potential
capacities but also become better individuals.
Difference between Training & Development

• Training:
• It's a short term process.
• Refers to instruction in technical and mechanical problems
• Targeted in most cases for non-managerial personnel
• Specific job related purpose
• Development:
• It is a long term educational process.
• Refers to philosophical and theoretical educational concepts
• Managerial personnel
• General knowledge purpose
Purpose of Training:
• To improve Productivity: Training leads to increased
operational productivity and increased company profit.
• To improve Quality: Better trained workers are less likely
to make operational mistakes.
• To improve Organizational Climate: Training leads to
improved production and product quality which enhances
financial incentives. This in turn increases the overall
morale of the organization.
• To increase Health and Safety: Proper training prevents
industrial accidents.
• Personal Growth: Training gives employees a wider
awareness, an enlarged skill base and that leads to
enhanced personal growth.
Steps in Training Process:
• Discovering or Identifying Training needs: A training
program is designed to assist in providing solutions for
specific operational problems or to improve performance of
a trainee.
– Organizational determination and Analysis: Allocation of
resources that relate to organizational goal.
– Operational Analysis: Determination of a specific employee
behaviour required for a particular task.
– Man Analysis: Knowledge, attitude and skill one must possess for
attainment of organizational objectives
• Getting ready for the job: The trainer has to be prepared for
the job. And also who needs to be trained - the newcomer
or the existing employee or the supervisory staff.
Steps in Training Process:
• Preparation of the learner:
– Putting the learner at ease
– Stating the importance and ingredients of the job
– Creating interest
– Placing the learner as close to his normal working position
– Familiarizing him with the equipment, materials and trade terms
• Presentation of Operation and Knowledge: The trainer should clearly
tell, show, illustrate and question in order to convey the new
knowledge and operations. The trainee should be encouraged to ask
questions in order to indicate that he really knows and understands
the job.
• Performance Try out: The trainee is asked to go through the job
several times. This gradually builds up his skill, speed and confidence.
• Follow-up: This evaluates the effectiveness of the entire training effort
The Sequence of Training Program can be put in a
Flowchart as below:

• Discovering or Identifying Training Needs ->


Getting Ready for the job ->
• Preparation of Learner (Creating desire) ->
Presentation of Operation & Knowledge ->
Performance Try out ->
• Follow up and Evaluation
An effective training fulfills the following criteria:

• Adaptation of the technique/method to the


learner and the job
• Provides motivation to the trainee to improve
job performance
• Creates trainee's active participation in the
learning process
• Provide knowledge of results about attempts
to improve
Development
• Management development attempts to improve
managerial performance by imparting
• Knowledge
• Changing attitudes
• Increasing skills
The major objective of development is managerial
effectiveness through a planned and a deliberate
process of learning. This provides for a planned growth
of managers to meet the future organizational needs.
Development Process:
• Setting Development Objectives: It develops a
framework from which executive need can be
determined.
• Ascertaining Development Needs: It aims at
organizational planning & forecast the present and
future growth.
• Determining Development Needs: This consists of
– Appraisal of present management talent
– Management Manpower Inventory
The above two processes will determine the skill deficiencies
that are relative to the future needs of the organization.
• Conducting Development Programs: It is carried out on the
basis of needs of different individuals, differences in their
attitudes and behaviour, also their physical, intellectual and
emotional qualities. Thus a comprehensive and well
conceived program is prepared depending on the
organizational needs and the time & cost involved.
• Program Evaluation: It is an attempt to assess the value of
training in order to achieve organizational objectives.
The Development process can be pictorially represented in a Flowchart as below:

• Setting Development Objectives ->


Ascertaining Development Needs ->
Determining Development Needs ->
Conducting Development Program ->
Program Evaluation

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