TRAINING AND

DEVELOPMENT
PRESENTED BY

SUSMITHA MILKA
SRUTHI PAVITHRA

LOKESH KRITHIKA
MANOHAR MANJUNATH
 DEFINITION

Training “The organisational procedure by which

people learn knowledge and/or skill for a
definite purpose”
-Dale S Beach

It refers to the teaching and learning activities

carried out for the primary purpose of helping
members of an organisation to acquire and
apply the knowledge, skill, abilities and attitudes
needed by a particular job and organisation.
HRD “Those learning experiences which are
organised for a specific time and designed to
bring about the possibility of behavioral change”
It is mainly concerned with developing the skills,
knowledge and competencies of people
HRD has three main aspects:
• Employees of an organisation are

helped/motivated
• Acquire, develop and mould various aspects of

human resource
• Contribute to the organisational, group individual

and social goals

Importance of Training
 Organisational requirement change from time
to time
 Trained employees would be a valuable asset

to the organisation
 Help achieve Organisational objective
 Training Objectives
1.To prepare the employee, both new & old to
meet the present as well as the changing
requirements of the job & the organization.
2.To prevent obsolescence.
3.To impact the new entrants the basic
knowledge & skills they need for an intelligent
performance of a definite job.
4.To prepare employees for higher level tasks.
5.To assist employee to function more
effectively in their present position by
exposing
them to the latest concepts ,information &
techniques & developing the skills they will
need in their particular fields.
6.To build up a second line of competent
officers & prepare them to occupy more
responsibility positions
7.To broaden the minds of senior manager by
providing them with opportunities for
an interchange of experiences within &
outside with a view to correcting the
narrowness of outlook that may arise from
over-specialisation.
8.To develop the potentialities of people for the
next level job.
9.To ensure smooth & efficients working of a
department.
10.To ensure economical output of required
 Benefits Of Training
1. Benefits to the organisation:
•Leads to improved profitability & more positive attitudes
towards profits orientation.
•Improves the job knowledge & skills at all levels of the
organisation.
•Improves the morale of the workforce.
•Helps people identify with organisational goals.
•Helps prepare guidelines for work.

2. Benefits to the individual:

•Helps the individuals in making better decisions &
effective problem solving.
•Through training & development, motivational variables
of recognition, achievements, growth, responsibility &
advancement are internalised & operationalised.
•Helps a person handle stress, tension,
frustration & conflicts.
•Increase job satisfaction & recognition.
•Provides information for improving
leadership knowledge, communication skills
& attitudes.
3.Benefits in personnel & human relations:
•Improves communication between groups &
individuals
•Makes the organisation a better place to
work & live.
•Improves morale.
 NEEDS
1.To match the employee specification
with the job requirements &
organisational needs.
2.Organisational viability & the
transformation process.
3.Technological advantages
4.Organisational complexity.
5.Human relations.
 ASSESSMENT OF
TRAINING NEEDS
Training needs are Identified on the basis of
organisational analysis, job analysis and manpower
analysis. Training programme, training methods and
course content are to be planned on the basis of
training needs. Training needs are those aspect
necessary to perform the job in an organisation in
which employee is lacking attitude/aptitude,
knowledge and skill.
Training needs = Job and organisational
requirement – employees specifications.
 ASSESSMENT METHODS
 The following methods are used to assess
training needs.
 1. Organisational requirements/ weakness.
 2. Departmental requirements/ weaknesses.
 3. Job specifications and employee

specifications.
 4. Identifying specific problems.
 5. Anticipating future problems.
 6. Managements requests.
 7. Observation.
 8. Interviews.
 9. Group conferences.
 10. Questionnaire surveys.
 11. Test or examinations.
 12. Check lists.
 13. Performance appraisal.
 Areas Of Training
The Organization Provides training to the employees in the
following areas

1) Company Policies and Procedures

2) Specific skills

3) Human Relations

4) Problem Solving

5) Managerial and supervisory skills

Company Policies and Procedures

The company rules, practices, procedures. Traditions, Management

, Organization structure, Environment. Product and services offered
by the company

Training in Specific Skills

This process is carried out in order to make the employee more

effective on the job and the employee is trained about the specific
skills.

Human Relations Training

This Training is given in order to maintain good Human

relation ships with the employee and the customers.
Problem Solving training

In this process the employee id trained solving the problems of

different Managers which may have the same root cause. This is
also done in order to exchange of ideas and information that could
be utilized

Managerial and supervisory training

This training is given in order to perform the activities such as

planning , decision making , organizing, maintaining interpersonal
relations, directing and controlling.
 TRAINING METHODS

 ON -THE -JOB METHOD  OFF -THE JOB METHOD

A. JOB ROTATION A. VESTIBULE TRAINING

B. COACHING B. ROLE PLAYING
C. JOB INSTRUCTION C. LECTURE METHODS
D. TRAINING THROUGH D. CONFERENCE OR
STEP BY STEP DISCUSSION
E. COMMITTEE E. PROGRAMMED
ASASIGNMENTS INSTRUCTION
 ADVANTAGES OF TRAINING
 INCREASED PRODUCTIVITY

 HEIGHTENED MORALE

 REDUCED SUPERVISION

 REDUCED ACCIDENTS

 INCREASED ORGANISATIONAL STABILITY

THE TRAINING
PROCEDURE
Steps In Training Procedure
 Preparing the Instructor
 Preparing the Trainee
 Getting Ready to Teach
 Presenting the Operation
 Try out the Trainee’s Performance
 Follow-up
 STEPS IN TRAINING PROCEDURE

Job & organ Evaluate Identify the Design the Prepare cost Design
Training
-isational The Training Training And foresee Content,
analysis Trainee(s) needs needs benefit Teaching method

Prepare Prepare Implement Present Gain the ac

Get ready
The The The The ceptance
To teach
Instructor Trainee Programme Operations programme

Try out the

Trainee’s Evaluate the Update the
performance result programme
 Evaluation Of Training
Programme
The process training evaluation has been defined as
“any attempts to obtain information
on the effects of training performance & to assess the
value of training in the light of
that information.” Evaluation leads to controlling &
correcting the training programme.

HAMBLIN suggests 5 levels at which evaluation of

training can take place:
i. Reactions
ii. Learning
iii. Job behaviour
iv. Organisation
v. Ultimate value.