Training and Development-Basics
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tanayapatilTraining and Development-Basics
Uploaded by
tanayapatilTraining and
Development
CHALLENGES AND OPPORTUNITIES
DR.TANAYA PATIL
Training and Education
Education provides students with
theoretical knowledge, while training
provides practical skills.
Training is typically job-specific and
practical, while education can be more
general and provides a theoretical
foundation.
Difference between Training and
Education.
Training refers to an act of inculcating specific skills in a person.
Education is all about gaining theoretical knowledge in the classroom or any institution.
Training is a way to develop specific skills, whereas education is a typical system of learning.
Employee training and development refers to the continued efforts of a company to boost the
performance of its employees.
Companies aim to train and develop employees by using an array of educational methods and
programs.
In the past few years, training and development have emerged as a crucial element of strategy.
T&D and its role in MNCs
The role of Training & Development (T&D) in human resources is to ensure that
employees have the necessary skills and knowledge to do their jobs effectively.
T&D professionals design and deliver training programs that help employees
develop the skills they need to be successful in their roles.
How do you create a Training Calendar?
Macro Research: ...
Training Need Identification: ...
Assess your Department / Organisation: ...
Create a Rough Training Calendar: ...
Stake holder discussions: ...
Laying out the final calendar – Sequencing.
Types of Trainings
Induction.
on-the-job.
off-the-job.
Technical Training
Quality Training
Skills Training
Soft Skills Training
Professional Training
Legal Training
Team Training
Managerial Training
Benefits of Training Employees in the Workplace
Reduce Employee Turnover
Reduce Layoffs
Improve Employee Engagement
Gain a Recruitment Tool
Increase Productivity
Improve Team Functionality
Build a Competitive Advantage
Prevent and Address Skill Gaps
Build a Talent Pipeline
Enhance Management
Reduce Reliance on Contractors
Increase Employees’ Sense of Security
Challenges and Issues in Training.
Determining training needs.
Allocating resources.
Identifying the best training method.
Keeping employees engaged.
Measuring the impact of training.
Encouraging employee feedback.
Sustaining employee development.
Managing resistance to change.
Opportunities in Training .
Any activity that lets you expand your professional knowledge base, whether hard
or soft skills, is a development opportunity.
You don't have to be constrained by a formal training program.
It usually covers acquiring knowledge that goes beyond the requirements of their
current job to prepare the employees for their future job role or career
advancement opportunities.
Development activities include job shadowing, mentoring, attending conferences,
or pursuing further education.
Process of Designing a Training Program
Step 1: Perform a Training Needs Assessment
Identifying the business goal that can be supported by a training program.
Determining the tasks that workers should perform to make the company reach its goals.
Conducting the training activities that will help in enhancing the learning of the workers to
perform the tasks more effectively.
Determining the learning characteristics of the workers that will make the training effective.
Step 2: Develop Learning Objectives
A learning objective address things that your employees can get to know like:
What is the product flow?
How to maintain the product flow cycle?
Importance of good product lifecycle.
Step 3: Design Training Materials
Focus on the learning needs of your employees.
Create training assessments that can directly relate to the learning objectives.
Remember the adult learning philosophies.
Include more hands-on practice or simulation as possible.
Put the employees in control of the learning process.
Do possible thing to let the employees talk and interact with the trainer and with each
other while attending the training.
Make sure there is plenty of opportunity for opinions.
Break your training materials into small pieces that are easier to understand.
Use “blended learning” approach that includes training in various types.
Appeal to your workers’ senses during the training.
Step 4: Implement the Training
Implementation can take different forms by moving forward to the training. It can
be classroom instructions, the completion of e-learning modules, or more.
Step 5: Evaluate the Training
This method involves evaluating the training at four levels. Those four levels of
evaluation are:
Employees’ reaction to training.
Employees’ learning through the training.
Employee’s job behaviour post-training.
Beneficial business results.
How to design a Training Program?
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