Professional Documents
Culture Documents
Training and Development
Training and Development
&
DEVELOPMENT
Training Development
It is meant for operatives It is meant for Executives
It aims to develop some special skills in It aims to develop the total personality
an individual of executives
Training is one-shot affair It is a continuous process
The initiative for training comes from The initiative is from the individual
the mgt. himself/ herself
It is mostly the result of some outside It is the result of internal motivation
motivation
It is a preparation to meet the present It is a preparation to meet the future
needs of an employee needs of the executive
It is a reactive process It is a pro-active process
Approaches of Training (current
trends)
Earlier approach of Training Current approach of training
Only training at the entry level Training throughout the career
Training in knowledge and skills Training in attitude and behavior
General training in Marketing mgt. Training in company specifics
Training through case study methods Training through real problems, action
learning
Stress on individual Stress on team, company wide
Training in training centers Training anywhere
Training considered as a cost Training considered as a planned
investment playing rich dividends
Simple training, evaluation at the end Training evaluation on the job by the
of the program line manager after training.
Benefits of Internal / External
Training
External factors of Internal purpose of
Training Training
Technological
Advances Improved productivity
Organizational Complexity T
R Prevention of
A obsolescence
Job Requirements I
N
Top management I Preparation for
support N Higher level jobs
G
Learning principles
Improved moral
Personnel functions
Importance of Training
Increase in productivity
Better and economical use of Materials and
equipments
Reduced supervision and direction
High morale
Fill manpower needs
Increasing organizational stability and flexibility
Standardization
Reduced learning time
Better industrial relations
Reduced accidents
Better management
Versatility and adaptability
Factors to be kept in mind before
conducting training
Number of employees experiencing skill
deficiency: Number of employees supposed to be
trained.
Severity of skill deficiency: What are the cons or
advantages that are being faced by the
organization due to absence of that skill?
Importance of skill: How important is skill to be
possessed by workforce.
Extent to which skill can be improved with
Training: Would there be real difference in skill
level in case the training program is conducted.
Trainees and Trainers
Who are the trainees?
Should be selected on the basis of self
nomination
Recommendations of supervisors
Recommendation by HR department
Who are the trainers?
Immediate supervisors
Co-workers
Members of the HR staff
Specialists in other parts of the company
Outside consultants
Industry associations
Faculty members at universities
Training Process
Step1 – Organizational objectives and strategies
Step2 – Assessment of training needs
Step3 – Establishment of training goals
Step4 – Devising training program
Step5 – Implementation of training program
Step6 – Evaluation of results
Step 1- Organizational objectives and
strategies
Step 2: Assessment of training needs
Individual level
Group level
Need assessment methods
Determining training needs
Benefits of training needs assessment
Need assessment methods:
Planning
Identification of manpower
Training