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Name: Mohammad Aslam Musalman SAP ID: 1000016853

Course: Training & Development Assignment: 01

Unit-1

Question 1

What is Training and Development?

Answer: Training and Development is the continuous process of improving skills, gaining
knowledge, clarifying concepts and changing attitude through structured and planned education
by which the productivity and performance of the employees can be enhanced.

Training and Development emphasize on the improvement of the performance of individuals as

well as groups through a proper system within the organization which focuses on the skills,
methodology and content required to achieve the objective. Good & efficient training of employees
helps in their skills & knowledge development, which eventually helps a company improve its
productivity leading to overall growth.

Question 2
What are the Objectives of Training and Development?

Answer:
Objectives of Training and Development

Increased Productivity
For any company, keeping the productivity at its peak is as important as getting in new
customers for business. Since even a slightest of the disturbance can take the business to the
brink of huge losses.

Quality Improvement
Improving the quality of the product is obviously one of the main objectives of training and
development since it’s not like those times when customers weren’t such quality conscious.
Today’s customer knows what’s better for him and what’s not.
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Learning time Reduction

Keeping an eye on the learning capabilities of employees, and providing them the help which
they need, can be highly beneficial in longer runs. This capability of theirs’ is what that
determines how quickly an employee grabs the newly discovered fact and so, shape the future
products on this discovery.

Safety First

Safety of anyone, either he is a worker, an officer or even a customer, is not something that can
be taken lightly, especially in cases, where one knows that even a minute mistake can even lead
to life threats.

Safety of anyone, either he is a worker, an officer or even a customer, is not something that can
be taken lightly, especially in cases, where one knows that even a minute mistake can even lead
to life threats. Therefore, providing the knowledge,

Labor turnover Reduction

No business can flourish well while it is regularly turning over its workforce since it is obvious
that every new workforce will require some time to understand the type of work, its principle and
safety precautions, which lead to decreased productivity.

Keeping one self-updated with Technology

Computers and mobile phones are the miracles of the past but the world of today is far more
advanced than that. It’s time for latest technologies capable of connecting the world in just a
blink of an eye.

Effective Management
One of the primary objectives of training and development process is to give rise to a new and
improved management which is capable of handling the planning and control without any
serious problem.

Unit-2 Question 1 What is Training Needs Assessment?

Answer: Training needs assessment is one of the best ways to deal with competency gaps. It can
be conducted at any time like hiring, making career development plans, performance reviews,
succession planning and dealing with changes related to the job position. Training needs
assessment survey and training needs assessment reports should be conducted regularly through
training needs assessment form and training needs assessment questions to determine whether
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there is a need for training and whether the existing programs are proving effective in the
organization.

Question 2: What are the approaches for TNA?

Answer: Survey:

 Survey the potential trainees to identify specific topics about which they want to learn
more.
 It suggests that trainees are more likely to be receptive to the resulting programs when they
are viewed as relevant.
 The group’s expertise may be tapped through a group discussion, a questionnaire, the
Delphi procedure, or a nominal group meeting.

Group recommendation:

The group’s expertise may be tapped through a group discussion, a questionnaire, the Delphi
procedure, or a nominal group meeting.

 Resembles face-to-face interview technique, e.g., structured or unstructured, formal or

informal, or somewhere in between.
 Can be focused on job (role) analysis, group problem analysis, group goal setting, or any
number of group tasks or themes (e.g., “leadership training needs of the board”).

Task identification:

Evaluating the job description to identify the salient tasks the job requires. Once trainers have an
understanding of those tasks, specific plans are developed to provide the necessary training.

HR weaknesses:

HR may find the weaknesses among HR activities, includes inappropriate placement, orientation,
selection, or recruiting may lead to workers with deficiencies.
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 Errors in these activities may stem from weaknesses in HR planning, job design, or the HR
information system.
 Training and development may be needed to increase the workers’ performance and it may
modify other activities to ensure a better fit between people and performance.

Other sources of information:

 Reviewing other sources of information

 Includes different reports, e.g. production records, quality control reports, grievances,
safety reports, absenteeism and turnover statistics, and exit interviews of departing
employees
 May reveal problems that should be addressed through training and development efforts.

Supervisors:

 Observe employees on daily basis.

 Supervisors may recommend an employee for training and development as reward good
employees.
 Self-nominations:
 Employees are asked to nominate themselves for training and development programs where
they want the differences in between their expected skills, knowledge and abilities and actual.

References:

https://www.mbaknol.com/human-resource-management/different-approaches-to-
training-needs-assessment/

https://www.mbaskool.com/business-concepts/human-resources-hr-terms/8685-
training-and-development.html#:~:text=Training%20and%20Development