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Unit 3 Traininganddevelopment

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23 views32 pages

Unit 3 Traininganddevelopment

Uploaded by

elmsaw6
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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TRAINING AND

DEVELOPMENT
MEANING
• Training : It is an organized activity aimed at providing
instructions to improve the recipients performance or to
help him attain a required level of skill.
• it is any attempt to improve current or future employee performance
by increasing an employee's ability to perform through learning
• It is a process to increase skill and knowledge.
• Training is about knowing where you are in the present and after some
time where will you reach
• DEVELOPMENT : It means to improve
the overall effectiveness of the employee at
their current posts and to prepare them for
handling more responsibilities in the future.
• It involves growth of an individual in all aspects
like personality, maturity etc.
Purpose of training and development in organizations
Lowers Attrition- (Turn over)
Employees who are looked after will never want to look elsewhere
Prepares for upcoming challenges-
pre-emptive step to train employees for expected/unexpected
changes in the industry.
Fosters Leadership-
There is no better way to create future leaders than to train the
best bunch
Growth of the company
The employees are a major part of a company's assets and taking
care of them will mean taking care of the organisation.
Benefits of training and development
•Employee training and development increases job
satisfaction and morale among employees.
•Reduces employee turnover.
•Increases employee motivation.
•Increases efficiencies in processes, resulting in financial
gain.
•Increases capacity to adopt new technologies and
methods.
•Increases innovation in strategies and products.

•.
Examples of training and development
•tax laws change often as a result, an accountant must
receive yearly professional training on new tax codes
Lawyers need professional training as laws change

•A personal fitness trainer will undergo yearly


certifications to stay up to date in new fitness and
nutrition information.
•In a restaurant, the server needs to be trained on how
to use the system to process orders.
DIFFERENCE

Basis Training Development

To develop a special To develop a better


PURPOSE skill related to the job. personality of a person.

It is a job oriented It is a career oriented


J O B OR CAREER process. process.
ORINETED
Basis Training Development

The scope of training is The scope of


SCOPE OF limited. development is broad.
LEARNING
It is related to work. It is related to person.
NAT U R E

D U R AT I O N It is usually a short It is an on going


term process. Its process and includes
duration is fixed. training.
TRAINING PROCESS
• Need Analysis
• Instructional Design
• Validation
• Implementation
• Evaluation and Follow up
N E E D ANALYSIS

• Identify specific job performance skills needed to be


improved.
• Analyze the audience to ensure that the program will be
suited to their specific levels of education, experience
and skills.
• Use research to develop specific measurable knowledge
and performance objectives.
INSTRUCTIONAL D ESIG N

• Gather all instructional objectives, methods, media,


description of sequence of content. Organize them into a
curriculum that supports adult learning theory and
provides a blueprint for program development.
• Make sure all materials compliment each other and are
written clearly.
• Carefully and professionally handle all program
elements to guarantee quality and effectiveness.
VALIDATION

• Introduce and validate the


training before a representative
audience. Base final revisions on
pilot results to ensure program
effectiveness.
IMPLEMENTATION

• When applicable boost success with a “train-


the-trainer” workshop that focusses on
presentation knowledge and skills in addition
to training content.
EVALUATION AND FOLL O W UP

Asses program success according to:


• Reaction
• Learning
• Behavior
• Results
M E T H O D S O F TRAINING
• As training is essential at all levels of
organization. Different methods are used for
training the employees of different levels.
There are two methods of training:
1. On the job method
2. Off the job method
DIFFERENCE

O N THE J O B METHOD O F F THE J O B METHOD


Training is provided by superiors Training is provided by experts
to subordinates. from within or outside the
organization.
It is less costly. It is more costly.

It is less time consuming. It is more time consuming.

It is used where jobs are simple. It is used where jobs are complex.
ON THE J O B M E T H OD S
• It means “Learning while doing”.
• It is less costly and less time consuming method.
• It includes:
I. Apprenticeship Training
II. Induction Training
III. Internship Training
IV. Job Rotation
APPRENTICESHIP TRAINING
• The trainer is appointed to guide the worker.
• The trainer performs the job and the learner observes.
• When the learner learns all the skills then he slowly
starts taking up the job step by step and the trainer
now becomes the observer.
• This method is suitable for people seeking to enter skill
traits for example plumbers and electrician.
INDUCTION TRAINING
• It is the process of receiving and welcoming an employ
when he first joins the company and giving him the
basic information so that he settles down quickly.
The objectives are to:
• To build up confidence and prevent any nervousness.
• To bring a sense of loyalty.
• To develop cordial relationship between superior and
subordinate.
INTERNSHIP TRAINING

• Under this method technical institutions and business


organizations jointly impact training to their members.
• The objective of the training is to strike a balance
between theoretical and practical knowledge.
• Educational institutions impart only theoretical
knowledge to their students and for the practical
knowledge they are sent to business organizations.
J O B ROTATION

• This method involves shifting the trainee from one


department or job to another.
• Suppose a person is appointed in production
department when he comes to know everything of that
department, he is shifted to another department.
• The motive is that during any circumstances the person
is capable of taking charge of various departments.
OFF THE J O B METHODS

• It means “Learning before doing”.


• These methods are used away from work place.
• It includes:
I. Vestibule Training
II. Films
III. Case Study
IV. Class room lectures
VESTIBULE TRAINING

• In this method the employee learns their job on the


equipment, which is placed far away from the
work place.
• It is usually done when employees are required to
handle sophistication machinery and
equipments
eequipments.
FIL M S
• They can provide information and the demonstrate the
skills required for performing the jobs.

CASE STUDY
• Trainees study the cases to determine the problem,
analyze the cause, develop alternate solutions, select
the best solution and implement.
C L A S S R OOM L E C T U R E S

• EDP’s, DIC-District Industry Centre


BENEFITS O F TRAINING
• Help in addressing employee weaknesses: Training assists
in eliminating weaknesses.
• Improvement in workers performance : A properly trained
employee is more informed about various tasks.
• Consistency in duty performance: A well organized training
program gives the workers constant knowledge and experience.

• Team spirit : Helps in inculcating the sense


of team work and inter team collaborations.
• Reduction in supervision : Employees become more confident
and self reliant and require less guidance.

• Development of skills: Increases job knowledge and skills.

• Ensuring worker satisfaction : Makes the employee feel


satisfied with their role.

• Reduced Cost : Training results in optimum utilization of resources.

• Increased productivity : The employee acquires all the knowledge


and skills needed for better production.

• Improved quality of services and products : Employees


gain standard methods and maintain uniformity in their tasks.
•.
P RO B L E M S IN TRAINING

• Resistance to the changes by staff


• Costly process
• Time consuming
• Problems with the trainer
CONCLUSION
• Training is an important part of staffing and
cannot be skipped if the organization wants to
bring out maximum from it’s employees.
• Also, training should be provided accurately
otherwise it leads to wastage of resources.
THANK

YOU

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