Training & Development

Presented By:
Dr.Sunita Pachar
IBM, GLA University
 Syllabus/Module-I

Introduction to Training and Development and techniques: Introduction:

Concepts of Training & Development, Definition, Meaning, Need for training,
Importance of training, Objectives of training, Overview of training
functions, Types of training, Training and learning, Principles of learning,
Training needs assessment – organizational analysis, operational analysis,
person analysis; Designing the training programme, attributes and factors
influencing training design Behavioral skills and profile of trainer.

Techniques & HRD: Types of training, Techniques of on the job training, off
the job training. Technology in Training: CBT, Multimedia training, e-
learning/online learning.
 Syllabus/Module-II

HRD: Training environment, Areas of training, Training aids,

how to improve effectiveness of training programmes by
applying learning principles, Human Resource Development
concept- HRD at micro and macro levels, Management
development programmes.

Training Evaluation: Reasons for evaluating training, Overview

of the evaluation process, Outcomes used in the evaluation of
training programs, Models of training
evaluation ,Considerations in choosing an evaluation design,
Measurement of effectiveness of training.
Concepts of Training & Development
Training and development refers to the imparting of
specific skills, abilities and knowledge to an
employee. 

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.
 Module-I What is Training?
• “Training is learning that
provided is
performanceinon order to job.
the present improve
”
- Dr. Leonard Nadler
• “The purpose of any training
program is to deliver results. People
must be more effective after the
training than they were before. ”
- Mr. Bob Pike
 Training - Definition
• Training is a systematic
process through which an
organization’s human
resources gain knowledge
and develop skills by
instruction and practical
activities that result in
improved corporate
performance.
 Need for Training
• It helps new recruits to perform
assigned tasks effectively.

• It helps existing employees to

prepare for higher level jobs.

• It enables existing employees to keep

in touch with latest developments.
 Nature of Training
Training is a must in every organization. The alternative
to systematic training is training through ‘trial and error’,
which is more costly, time-consuming and nerve-raking.
Expenditure on training is not an expense but an
investment in human resource development. It yields
attractive returns in the form of higher productivity and
employee satisfaction.
Training has become more important these days because
of rapid changes in technologies, environment, working
ways, and employees’ aspirations from their jobs, and
management styles. Further, effective training can result in
increased competitiveness of the organization, and greater
employee satisfaction and career development.
 Scope of Training
Prof. Yoder listed the following five groups of employees who
need continuous training:
Rank And File: i.e., employees who have no administrative or
supervising work.
Supervisory Employees: i.e., the first line foreman, supervisor
and their immediate supervisors.
Staff: i.e. specialised personnel such as technical and
professional persons attached to the line organization as advisors.
Middle Management: i.e., all the managerial personnel holding
positions between line supervisors and the top management.
Top Executives: i.e., all executives who hold major responsibility
for the overall planning and control.
 Importance of training
• Maintains qualified products /
services.
• Achieves high service standards.
• Provides information for new comers.
• Refreshes memory of old employees.
• Achieves learning about new things;
technology, products / service delivery.
• Reduces mistakes - minimizing costs.
• Opportunity for staff to feedback
/ suggest improvements.
• Improves communication &
relationships - better teamwork.
 Objectives of training
• Individual Objectives help – in
employees achieving and their
personal goals, which in turn,
enhances the individual contribution
to an organization.
• Organizational Objectives – assist the
organization with its primary
objective by bringing individual
effectiveness.
• Functional Objectives – maintain the
department’s contribution at a level
suitable to the organization’s needs.
• Societal Objectives – ensure that an
organization is ethically and socially
responsible to the needs and
challenges of the society.