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Training and Development

The document outlines the personal details, academic performance, and skills of an individual named Komal, along with an overview of training and development concepts. It discusses the importance, features, objectives, and processes of training and development, including various methods such as on-the-job and off-the-job training. Additionally, it emphasizes the need for training in improving employee performance, productivity, and satisfaction while preparing them for future responsibilities.

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Gurpreet
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9 views19 pages

Training and Development

The document outlines the personal details, academic performance, and skills of an individual named Komal, along with an overview of training and development concepts. It discusses the importance, features, objectives, and processes of training and development, including various methods such as on-the-job and off-the-job training. Additionally, it emphasizes the need for training in improving employee performance, productivity, and satisfaction while preparing them for future responsibilities.

Uploaded by

Gurpreet
Copyright
© © All Rights Reserved
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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Personal Details

 Name: Komal
 Father’s Name: Sunil Kumar
 Mother’s Name: Pooja
 Academic Performance:
 B.Com (from IGU): 66.19%
 MBA (2nd Year, 4th Semester) from CDLU:
 1st Semester: 67.57%
 2nd Semester: 70%
 3rd Semester: 66.80%
 Skills:
 Proficient in MS Word, MS Excel, and MS PowerPoint
 Good communication skills
Training and Development
 Features
 Objectives
 Methods
 Need
 Process
References
 Book Name – Human Resource Management
Author – Dr. Pravin Durai
Publisher – Pearson Education India
 Book Name – Human Resource Management
Author – Dr. Biswajeet Pattanayak
Publisher – PHI Learning Pvt. Ltd.
 Book Name – Human Resource Management
Author – Dr. John Storey
Publisher – Routledge
Training
 Training is basically a systematic
procedure for transferring
technical know-how to the
employees so as to increase their
knowledge and skills for doing
particular jobs.
 Training usually involves
technical or operational
employees learning how to do
their jobs more effectively and/or
efficiently.
Development
 Development is a process of
preparing employees for future
positions and improving their
personal skills to handle critical
situations in an organization.
 Development is generally
aimed at helping managers
better understand and solve
problems, make decisions, and
capitalize on opportunities.
Features of Training and
Development
 Skill Enhancement: Skill enhancement refers to the process of
improving, upgrading, or refining an individual’s abilities, knowledge, and
expertise to perform tasks more efficiently. It involves continuous learning
and practice to develop both technical skills (job-specific abilities) and
soft skills (communication, leadership, problem-solving, etc.).
 Job-Specific Focus: Refers to training, skills, or knowledge that are
directly related to a particular job role or profession. It ensures that
employees develop the precise abilities and expertise needed to perform
their duties effectively.
 Short-Term Process: A short-term process refers to an activity or task
that is completed within a limited time frame, usually ranging from a
few days to a few months. It focuses on immediate goals and quick
results rather than long-term development.
 Practical Learning: Refers to a hands-on approach to education where
individuals gain knowledge and skills through real-life experiences,
experiments, and direct application rather than just theoretical study. It
emphasizes learning by doing, allowing individuals to understand
concepts more effectively.
 Continuous Process: A continuous process refers to an ongoing, never-
ending activity that evolves over time to ensure improvement,
adaptation, and growth.
Objectives Training and Development

 Improve employee efficiency and effectiveness.


 Reduce errors and increase accuracy in tasks.
 Boost the confidence and morale of employees.
 Ensure employees understand and follow company policies and procedures.
 Prepare employees for higher responsibilities and promotions.
 Keep employees updated with new technology and industry trends.
 Reduce the number of accidents by providing safety training to workers.
On-the-Job Training
 Job Rotation – Job rotation is a human resource strategy where employees are
moved between different roles, departments, or tasks within an organization
over a set period.
 Mentoring – Mentoring is a professional relationship in which an experienced
person (mentor) provides guidance, support, and advice to a less experienced
person (mentee).
 Apprenticeship – An apprenticeship is a training program where a person
learns a job or skill by working with an experienced professional. It combines
practical work experience with classroom learning and is often paid.
 Job Instruction Training – The trainer explains to the trainee the way of doing
the job, imparts knowledge and skills, and allows the trainee to perform the job.
Off-the-Job Training
 Vestibule Training – Vestibule training is a type of job training where
employees learn in a separate training area that resembles the actual
workplace.
 Role-Playing – It is a method of human interaction that involves realistic
behavior in an imaginary situation.
 Lecture Method – The lecture method is a way of teaching where the
teacher talks, explains, or gives information to students, and they mostly
listen.
 Conference Discussion Approach – The conference discussion approach is a
way of learning where a group of people talk about a topic, share ideas, and
discuss different viewpoints.
Needs / Importance of Training
and Development
 Improves Employee Performance: Training enhances employees’ skills,
knowledge, and abilities, leading to better job performance.
 Increases Productivity: Development programs help employees work smarter
and faster, improving overall organizational productivity. Skilled workers
complete tasks more effectively, reducing errors and delays.
 Enhances Employee Satisfaction and Morale: Providing training
opportunities shows employees that the company values their growth.
 Reduces Employee Turnover: Employees are more likely to stay with a
company that invests in their development.
 Prepares Employees for Higher Responsibilities: Development
programs help employees acquire leadership and management skills,
preparing them for promotions and career advancement.
 Keeps Employees Updated with Industry Trends: Regular training
ensures employees stay informed about new technologies, regulations, and
market trends, keeping the company competitive.
 Improves Workplace Safety: Safety training reduces workplace accidents
and ensures compliance with legal and regulatory standards, creating a
secure work environment.
 Enhances Company Reputation: A well-trained workforce improves
customer satisfaction and business performance, enhancing the company’s
brand and reputation in the market.
Process of Training
 Training Needs Assessment
 Develop Training Objectives
 Design Training Programme
 Implementation of Training
Programme
 Evaluate Training
 Monitor Performance
1.Training Needs Assessment: The training process begins with
assessing the need for training employees. The need for training can be identified
through a diagnosis of present and future position challenges and by analyzing the
gap between employees' actual performance and standard performance.

2. Develop Training Objectives:


 Training objectives are of three types and can be set as:
 Knowledge – Impart cognitive information and details to trainees.
 Skill – Develop behavioral changes in how job and task requirements are
performed.
 Attitude – Create interest in and awareness of the importance of training.
3.Design Training Programme: The training programme is designed
in line with the set objectives. Every training programme encompasses certain
issues such as: Who are the trainees? What methods will be used for training?

4. Implementation of Training Programme:


 Implementing training means putting a planned training program into action
to help employees develop skills and knowledge for their jobs.
 It starts with planning the training content, selecting trainers, and organizing
materials.
 Training is delivered through workshops, online courses, or hands-on
practice.
5. Evaluate Training: Evaluating the training programme
is essential because companies invest significant amounts
in these sessions and must determine their effectiveness in
terms of cost and outcomes.

6. Monitor Performance: The last phase of training and


development is monitoring employee performance. Based
on training assessment results, management can determine
whether the training was adequate or if advanced sessions
are required.
THANK YOU

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