Concepts of trianing and development

Done by :
Prarthana Nehru
WHAT IS TRAINING AND
DEVELOPMENT
training and development refers to the imparting of
specific skills, abilities and knowledge to an employee.
 A formal definition of training & development is… it
is any attempt to improve current or future employee
performance by increasing an employee’s ability to
perform through learning, usually by changing the
employee’s attitude or increasing his or her skills and
knowledge.
In short training refers to refers to the process of
imparting specific skills. Development refers to the
learning opportunities designed to help employees
grow. Education is theoretical learning in classroom.
Development refers to those learning opportunities
designed to help employees grow. Development is not
primarily skill-oriented. Instead, it provides general
knowledge and attitudes which will be helpful to
employees in higher positions.
OBJECTIVES OF TRAINING AND
DEVELOPMENT
The particular objectives of training are to:
 Develop the competences of employees and improve
their performance
 Help people to grow within the organization in order
that, as far as possible
 Needs for human resource can be met from within
 Reduce the learning time for employees starting in
new jobs on appointment, transfers or promotion, and
ensure that they become fully competent as quickly
and economically as possible.
INPUTS IN TRAINIG AND
DEVELOPMENT
THE TRAINING AND DEVELOPMENT INPUTS
ARE AS FOLLOWS:
SKILLS
EDUCATION
DEVELOPMENT
ETHICS
ATTITUDINAL CHANGES
Decisions Making and Problem Solving Skills
 
SKILLS
Are of two types :
Basic and motor skills
Basic skills:
skills needed to operate on machines or any other
equipment such that it gives minimal scrap .
Motor skills:
Refer to the skills needed to perform a physical activity.
motor skills include walking, riding a bicycle, tying a
shoelace, throwing a ball and driving a car.
Education
The purpose of education is to teach theoretical concepts
and develop a sense of reasoning and judgment.
 Development
emphasis is given on knowledge rather than skills.
Knowledge about business environment, management
principles and techniques, human relations, specific
industry which is useful for better management of the
company.
Ethics
Unethical practices abound in marketing, finance and
production function in an organization. It is the
responsibility of the HR manager to enlighten all the
employees in the organization about the need of ethical
behaviour.
Attitudinal Changes
Attitudes represent feeling and beliefs of individuals
towards others. Attitude affects motivation, satisfaction
and job commitment.
Negative attitudes need to be converted into positive
attitudes. Changing negative attitudes is difficult
because –
 Employees refuse to changes
 They have prior commitment
 And information needed to change attitudes may not
be sufficient
Decisions Making and Problem Solving Skills  
focus on method and techniques for making
organizational decisions and solving work-related
problems.
decision- making and problem-solving skills seeks to
improve trainees’ abilities to define structure problems,
collect and analysis information, generate alternative
solution and make an optimal decision among
alternatives.
Training process
THE FOUR BASIC STEPS IN THE TRAINING
PROCESS
STEP 1: ESTABLISHING A NEEDS ANALYSIS
STEP 2: DEVELOPING TRAINING PROGRAMS
AND MANUALS
STEP 3: DELIVER THE TRAINING PROGRAM.
STEP 4: EVALUATE THE TRAINING PROGRAM
STEP 1: ESTABLISHING A NEEDS ANALYSIS
This step identifies activities to justify the need for
training. The objective in establishing a needs analysis
is to find out the answers to the following questions:
- “Why” is training needed?
- “What” type of training is needed?
- “When” is the training needed?
- “Where” is the training needed?
- “Who” needs the training? and "Who" will conduct
the training?
- “How” will the training be performed?
STEP 2: DEVELOPING TRAINING PROGRAMS
AND MANUALS.
This step establishes the development of current job
descriptions and standards and procedures.
Job descriptions should be clear and concise and may
serve as a major training tool for the identification of
guidelines. Once the job description is completed, a
complete list of standards and procedures should be
established from each responsibility outlined in the job
description.
STEP 3: DELIVER THE TRAINING PROGRAM.
This step is responsible for the instruction and delivery
of the training program. Once you have designated
your trainers, the training technique must be decided.
One-on-one training, on-the-job training, group
training, seminars, and workshops are the most
popular methods
STEP 4: EVALUATE THE TRAINING PROGRAM
This step will determine how effective and profitable your
training program has been. It is this step that will indicate the
effectiveness of both the training as well as the trainer.
benefits for evaluating a training program
 evaluations will provide feedback on the trainer’s
performance, allowing them to improve themselves for future
programs.
 evaluations will indicate its cost-effectiveness.
 are an efficient way to determine the overall effectiveness of
the training program for the employees as well as the
organization.
THANK-YOU