Concept of Training

1. Meaning of Training and Importance

2. Training types
3. Methods of Training
4. Training Process
5. Training Needs Assessment
6. Components of Management/Leadership
development

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 Meaning of Training and Development

Development denotes up
warding and growing
In Employee development it
denotes the effort to
increase and enhance the
skill, ability to perform best
from better.
Training is a part and parcel
of employee development in
organization

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 Meaning of Training
 Training is the form of developing employee
practical knowledge of work
 It is the action by which people learn and acquire

necessary skill to perform the job best.

 It is the process by which employee skills,

aptitude, abilities to perform the job is enhanced

Edwin B Flippo: Training is the act of increasing the
knowledge and skill of an employee to perform
particular job.
You can also visit some other definition

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 Importance of Training

 Acquire basic knowledge

 Increase motivation
 Enhance practical job skill and ability
 Employee engagement
 Skill variety and diversity
 Retain best employee
 Achieving competitive advantage
 Giving the confidence of doing best
 Quick promotion and self development
 Bigger role
 Efficiency increase
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Types of training

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Methods of Training

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 Methods of Training
On the job Off the job
Apprenticeship program:  Lecture: class room lecture
work under any mentor. e.g  Discussion method: In group
Internship  Seminar/conference:
Job instruction training: Any  Television Vedio Instruction:
instruction given in job Youtube, TVC
. Job rotation: One job to  Business simulation: imaginary
other, one dept. to other situation.
Creating assistant to  Case Presentation: Presenting
position: Make an assistant to case or creating case
senior position  Experimental exercise: practical
Temporary promotion: for
exercise. Pilots.
short period  Role playing:
Coaching: continuous
 Vestibule training: Imaginary
supervision, guidance at work.  Computer based training
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 Training Process

1) Assess Training needs

2) Set organizational training
objective
3) Create Training Action Plan
4) Implement Training Initiative
5) Evaluate & revise Training

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 Training Process
Step-1: Assess Training needs: Evaluate, analyze
the needs of training
Step-2: Set training objective: what is the
goal/expected outcome of training.
Step-3: Create Training Action Plan: list of actions/
checklist of jobs to do.
Step-4: Implement Training plan: Implement and
execute as per plan
Step-5: Evaluate & revise Training: Assessment the
training from step-1 to step-4 and than made any
modification. Adding or deleting anything.

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 Training Needs analysis
Identifying the gap between the existing capacity
and required capacities of the employees. It
searched the answer of following questions
Who needs training?

What training they need?

Which competency need to develop?

What behavior are necessary for each job to

complete his assigned tasks

What are the deficiencies persist in employee

level

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 Methods of Determining Training Needs
 Observation and analysis of job performance: First Quiz:
observe the job and see how the employee is
currently performing.
 Management recommendation: Recommendation
from top level CEO, MD or Heads. 1] Which one
 Staff conference and recommendation: Once the
method you will
need raised from the meeting of staffs or boards. use in your org?
 Analysis of job requirement: Identifying the
demand of specific job nature. 2] Do you
 Consideration of current and projected change: Any believe in Mix
change in hand of in future. methods?
 Survey, report: Common and routine survey on
skills.
 Interviews: One-One interview with employees and
ask for their shortfalls.

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 Post Training Evaluation
It measure the degree of changing the ability, skill
before and after training. The difference of
performance before and after. Following
question are in pertinent

1. Has the change occurred after training

2. Is the change due to training
3. Is the change positive or negative
4. Will the change continue with every program

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 Evaluations methods

 Reactions
 Learning
 Behavior
 Result

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 Components of Management
/Leadership Development
 Formal education and Training
 Action Learning
 Career planning
 Learning from experience
 Organizational development
 Open and Distance Learning
 Self Development
 Management consulting
Sources: Joseph C Propanko

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 1. Training and Education

 Education is the form of giving literature and

conceptual knowledge. Where training is an
practical
 It talks about the history, culture and evolution.
Training talk about skill, ability, competency.
 Education is an academic set up where training is a
performance based set up
 Education aimed to provide a certificate/degree
where training provide the job skill enhancement
and growth.
 Education is macro set up which consist of so many
matters, issues where training make the specialize
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Components of Management
/Leadership Development

2. Action Learning
 Learning by action in real worlds
problems. It help the Managers to face
the real life challenges which not
always pre defined and narrates.
 The un structured problems, issues are
raised in the learning

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Components of Management
/Leadership Development

3. Career planning
It is the learning when the firms gives a
better hope for future. In a form of
creating successor to the position,
attach to the position and help to train.
In other words it is called succession
planning

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 Components of Management

/Leadership Development
 4. Learning from experience: From practical works
with peers, bosses, mistakes. No mistake no learning.
 5. Organizational development: Set the vision of
where we are now, where we want to go, which will
prevent us, what do we have to change
 6. Open and Distance Learning: place vs no place.
 7. Self Development: By the person himself. SWOT
Analysis. Make checklist. A continuous focus.
 8. Management consulting: Giving and taking advise
how to solve a particular problem.

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Life Case

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