Unit - 4

Training & Development

Contents
Definition Need / Importance Objectives Training Methods Evaluation of Training Program Concept of MDPs Methods of MDPs Evaluation of MDPs

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Definitions of Training
Edwin Flippo, the purpose of training is to achieve a change in the behaviour of those trained and to enable them to do their jobs better
Knowledge Skills Attitude

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Importance of Training
The reasons why training is important are
Results in an increase in output / productivity Leads to Job Satisfaction / Improved Morale Trained workers need less supervision Make the organisation competitive Better cooperation and team-spirit Lesser wastage of material and time Reduces attrition

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Objectives of Training
Benefits to Organisation
Higher Productivity Better Organisational Climate Lesser Supervision Prevents Manpower Obsolescence Economical Use of Material Prevents Accidents Improves Quality Greater Loyalty to Organisation Fulfill Future Personnel Needs

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Objectives of Training
Benefits to Employees
Personal Growth Development of New Skills Higher Earning Capacity Helps Cope with Changing Technology Increases Safety

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Training Methods
Broadly, the training and development methods can be classified into the following two categories:
On-the-job Methods Off-the-job Methods

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On-the-Job Methods
Coaching: Training by immediate supervisor Job-Rotation: Move from job to job Special Assignments: Live projects

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Merits of OJT
Real Cheaper & Less Time Consuming Increases Performance of Employee

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Demerits of OJT
Disorganised Training Trainee is subjected to many distractions Low productivity

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Off-The-Job Training
Lecture Method Conference Method Seminar Case Study Role-Playing Management Games

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Merits of Off The Job Training

Focus in only on Training Use of specialised Trainers Curriculum is well structured & tested Standardisation

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Demerits of Off The Job Training

Lack seriousness Too theoretical at times Lack of accountability

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Steps in Training Program

Identifying training needs Preparing the Content Training the Trainer Testing the Training Module Implementing the Program Feedback & Modification

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Evaluation of Training Program

Immediate Evaluation
Reactions of Participants on Completion of Training Done with the help of a Feedback Form Disclosure of names not mandatory Analysis done with all the forms

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Evaluation of Training Program

Training Utility
Has the training brought about the desired change in behaviour? Has the training had a demonstrable effect on performance of the task? Is there another method to achieve superior results? Is the cost of training commensurate with the achievement in the performance of the job?

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Training Evaluation: Hamblins View

Training should be measured at the following levels:
Level 1: Immediate Reaction Post Training Level 2: Overall Learning Level 3: Change in Behaviour of Trainees Level 4: Results Level 5: Overall Values such as Growth, Profits, Welfare

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