TRG AND DEVELOPMENT

BY
RAVI KANT
 T AND D
• LEARNING:
• 1. Change in behavior, not necessary an
improvement over earlier.
• 2. Change has to be relatively permanent.
• 3. Change must be based on some form of
practice or experience.
• 4. Practice or experience must be reinforced
in order for learning to reoccur.
 TRG AND DEVP : OVERVIEW

• LEARN AS IF YOU COULD NEVER HAVE

ENOUGH OF LEARNING, AS IF YOU MIGHT
MISS SOMETHING – CONFUCIUS

• THE MORE HARDER YOU TRAIN IN PEACE THE

LESS YOU BLEED IN WAR - MONTGOMERY
 T AND D
• GENERAL CONCEPT- INTRODUCTION
• DEFINITION:
• TRAINING:
• Trg is the process of acquiring the skills necessary
to do the job.
• Trg is a part of HRD . I t is an organized learning
experience, conducted in a definite time period,
to increase the possibility of improving job
performance and growth.
 T and D
• HISTORY OF TRG:
• 5 th century B.C : Lao Tse “ If you tell me I will
listen, if you show me I will see, if you let me
experience I will learn”.
• Plato – 428- 348 B.C - Dialogues. Founded
First University in 385 BC.
• Aristotle – all round development.
• 10th Century- Schools – Pedagogy
 T and D

• Management Trg in the 50s and 80s

• Management Development Programmes

Trg, Education, Development

TRG : SKILLS, KNOWLEDGE,ATTITUDES, BEHAVIOR.
EDUCATION : ACQUIRING KNOWLEDGE
DEVELOPMENT: TRG + KNOWLEDGE, PROACTIVE
Better Products, Faster Services, Competitive org
 Tand D
• DIFFERENCE BETWEEN TRG AND DEVP
• DEVP FOCUS ON BROAD RANGE OF SKILLS
• DEVP IS LONG RUN
• DEVP IS DIFFICULT TO EVALUATE
• DEVP FOCUSES ON PERSONAL GROWTH
• DEVP IS USUALLY SELF DEVP
• DEVP IS NOT CLASSIFIED
• DEVP IS FOR FUTURE JOBS
 T and D
• DISTINCTION BETWEEN TRG AND EDU
• EFFECT OT TRG IS SPECIFIC, EDU IS GENERAL
• OUTCOME OF TRG IS PREDICTABLE
• TRG IS FOR SPECIFIC TASKS, EDU IS TO
STIMULATE ANALYTICAL AND CRITICAL
ABILITIES
• EFFECTS OF TRG IS MORE OBSERVABLE
• TRG IS MORE JOB ORIENTED
 T AND D
• PURPOSE OF TRG AND DEVP
• PERFORMANCE APPRAISAL INDICATE
• OVERALL DEVP PLAN
• PART OF SUCCESSION PLG
• TEST NEW PERFORMANCE MGMT SYSTEM
• TO TRAIN ABOUT A SPECIFIC TOPIC
• BENCHMARK IN PERFORMANCE
IMPROVEMENT EFFORT
 T AND D
• MORE REASONS:
• UPDATE EMPLOYEES SKILLS
• AVOID MGMT OBSOLESCENCE
• ORIENT NEW EMPLOYEES
• SATISFY PERSONAL GROWTH NEEDS
• REDUCE GAP BETWEEN PLG AND
IMPLEMENTATION OF THE PROJECTS
• MEET GLOBAL COMPETITIVENESS
 T AND D
• BENEFITS:
• INCREASE JOB SATISFACTION
• INCREASE EMPLOYEE MOTIVATION
• INCREASE EFFICIENCT IN PROCESSES
• INCREASE CAPACITY TO ADOPT NEW TECH
• REDUCE TURN OVER
• ENHANCE COMPANY IMAGE
• INCREASE INNOVATION IN PRODUCTS
 T AND D
• OBSTACLES TO TRG
• SOCIAL AND CULTURAL FACTORS- Lack of edu,
poverty, racism, lack of aspiration
• POLITICAL FACTORS- Lack of provision, funding
• FINANCIAL - High cost, unavailability of Grants
• ORGANISATIONAL – Inflexible appch, unclear
obj, poor environment, lack of resources
• PERSONAL – Lack of confidence, aptitude.
 T AND D

• MANAGING TRAINING
• PLG,ORG,STAFFING, COORD,CONTROL
• MANAGEMENT THEORIES
• FREDRICK TAYLOR – SCIENTIFIC MANAGEMENT
• HRM – HAWTHORNE WORK EXPERIMENTS
• MAX WEBER- BUREAUCRACY
• HENRI FAYOL- ADMINISTRATION
• CONTIGENCY AND SYSTEMS THEORY
 T AND D
• FUNCTIONS OF MGMT AND TRG:
• PLG, ORG,STAFFING,DIRECTING,COORD,CONT

• ROLE OF MGMT AND TRG:

• INTERPERSONAL ROLE : Figurehead, Liaison, Leader
• INFORMATIONAL ROLE: Monitor, Disseminator
• DECISIONAL ROLE: Entrepreneur, resource
allocator, negotiator
 T AND D
• LEARNING:
• 1. Change in behavior, not necessary an
improvement over earlier.
• 2. Change has to be relatively permanent.
• 3. Change must be based on some form of
practice or experience.
• 4. Practice or experience must be reinforced
in order for learning to reoccur.
 T AND D
• KEY ATTRIBUTES OF LEARNING PROCESS:
• Learning is an evolutionary process.
• Product of collaboration between participants.
• Is unique to an individual
• Takes place at subconscious level
• Has intellectual and emotional elements
• Does not progress at a uniform pace
 T AND D
• CONDITIONS FOR TRG:

• Trainee must be willing to learn

• Must have the capacity to learn
• Trainee should understand the relationship
between what is being taught and how it
would help them in achieving their goals in
the future