Employee

Training
&
Development

Presented by :

Ashish Sehrawat
Puneet
Nanda
Training
Definition : Training is a planned program designed to
improve performance and bring about measurable changes in
knowledge, skills, attitude and social behavior of employees.

Need for Training

 Job Requirements
 Technological Changes
 Organizational Viability
 Internal Mobility

Importance of Training
 Better Quality of Work
 Higher Productivity
 Shorter Learning Period
 Cost Reduction
 Personal Growth
 Reduced Supervision
 Low Accident Rate
The Benefits of Training to employees
 Self-confidence
 Higher earnings and Promotion
 New skills
 Adaptability
 Safety
Types of Training
 Orientation Training
 Job Training
 Safety Training
 Promotional Training
 Refresher Training
 Remedial Training

Identifying Training Needs

 Organizational Analysis
 Analysis of Objectives
 Resource Utilisation Analysis
 Organization Climate Analysis
 Environmental Scanning
 Task or Role Analysis
 Manpower Analysis
Objectives of Training
 To impart basic knowledge and skills to new entrants
required for definite tasks.
 To assist employees to function effectively by exposing
them to the latest concepts, information and techniques
and hence developing their respective skills.
 To build up a second line of competent officers and
prepare them to occupy more responsible positions.
 To broaden the minds of senior managers through
interchange of experience within and outside so as to
correct the narrow outlook caused due to over
specialization.

Designing a Training Programme

 Responsibility for Training
 Selecting and Motivating the Target Group
 Preparing the Trainers
 Developing Training Package
 Presentation
 Performance Tryout
 Follow-up
 Methods and Techniques of Training
 On-the-job Training : This method involves training a
person to learn a job while working on it.

 Methods used
 Coaching
 Job Instruction Training etc.

 Merits
 Trainee gets the feel of the actual job
 Economical because no additional space,
equipment, personnel are required. The trainee
produces while he learns.
 The trainee learns the rules, regulations and
procedures by observing their day-to-day
applications

 Demerits
 Difficult to concentrate due to noise at the
actual workplace.
 It is unorganized. The superior may not be a
good trainer.
 The trainee may cause damage to costly
equipments.
 Off-the-Job Training : The trainee learns outside the job
and devotes whole time on learning.

 Vestibule Training : a training centre called

vestibule is set up and actual job conditions are
duplicated. Expert trainers are employed to provide
training.

 Merits
 Trainee can concentrate on learning
without disturbance of workplace noise.
 Real job conditions keep trainee interested
and motivated.
 Used in cases where on-job training is not
feasible. Eg.-aeronautical industry
 Trained instructors give training.
 Efficient to train a large number of
employees of the same kind of work at the
same time.

 Demerits
 Expensive as additional investment
required.
 Trainee does not get a feel of the real job.
.
 Apprenticeship Training : theoretical instructions
and practical learning are provided to trainees in
training institutes. Eg ITIs (art and mechanical work)
 Merits
 Combines theory with practical
 Provide skilled workforce to industry
 Demerits
 Time consuming
 Expensive
 Higher dropout percentage due to longer
training periods.

 Classroom Training : training is provided in

company classrooms or in educational institutes.

 Internship Training : It is a joint programme of

training in which educational institutes and business
firms cooperate. It provides a good balance between
theory and practice. Eg MBBS, MBA, Engineering, CA
etc
 E-learning : use of electronic and computer
technology for training.