T R A IN IN

A ND
DEV E LGO PME N
T
 “Training is the act of increasing the
knowledge & skills of an employee for
doing a particular job.”

Edwin B. Flippo
 Training and Development is a subsystem of an organization
which emphasize on the improvement of the performance of
individuals and groups. Training is an educational process w
hich
involves the sharpening of skills, concepts, changing of attitu
de
and gaining more knowledge to enhance the performance of
the
employees.
 Organizational Development is a strives to build the
capacity to achieve and sustain a new desired state that
benefits the organization or community and the world
around them.
 objective of
trai ni ng
To increase the knowledge of workers in To impart new skills among the workers
1 doing specific jobs and to improve overall 2 systematically so that they learn quickly.
performance of the organization

To bring about change in the attitudes of the

To build second line of competent officers
workers towards fellow workers ,supervisor
3 & the organization.
4 and prepare them to occupy more responsible
positions

To reduce the number of accidents by providing safety training to

5 workers.
 Standardization of Procedure
training In formal training the methods are
Needs & standardized which help in improving the
quality of product and services.

im p o r t a n c e Less Supervision
Well trained Employees are self reliant and
motivated.
Higher Productivity
It improves the level of Economical Operation
performance by using the Trained Employees make more usage of
method of work material and machinery, Reduced wastage and
Spoilage
training Organizational Climate
It helps in improving the organizational
Needs & climate as industrial relation and
disciplines are improved , resistance to

im p o r t a n c e change are reduced, decentralization of

authority and participative management
can be introduced.
Higher Morale
Proper training develop Less Supervision
positive attitude, job It enlarges the knowledge and skills of the
satisfaction and creates job employees which helps them in grow in
security by removing their career.
employee grievances.
syste m a t i c
training process
Induction or Orientation Training
types
It is concerned with introducing or
orienting a new employee to the of
organisation & its procedure, rules &
regulation. training
Internship Training/ Job Training
Soft skill training It relates to specific job which the
Under this method, the educational worker has to handle, it gives
institute enters into arrangement with an information about machines, process of
industrial enterprise for providing productions, instructions to be
practical knowledge to its employees. followed, methods to be used & so on.
 types
Refresher Training
It meant for the old employees of the of
enterprise. The basic purpose of refresher
training is to acquaint the existing training
workforce with the latest methods of
performing their jobs & improve their Training for promotion
efficiency further. In the words of Dale The talented employees may be
Yoder, “Retraining programmes are given adequate training to make
designed to avoid personnel them eligible for promotion to
obsolescence.” higher job in the organisation.
 on t h e j o b Coaching
training
Refinement
This training also known as job Mentoring
instruction training is the most On Job
commonly used method. It has the
Training
advantage of giving first hand Job Instructional
knowledge & experience under the Technuque Communication
actual working condition while the
trainee learns how to perform a job, he
is also a regular worker rendering the Live Project
services for which he is paid. Work
 on t h e j o b Coaching/Understudy approach

training The trainee works directly with a

senior manager or with the person he or
methods she is to replace.
Job Instruction
Job rotation This method is also known as training through step
Moving a trainee from by step. Under this method, trainer explains, the
department to department to trainee the way of doing the job, job knowledge &
broaden his or her skills & allow him to do the job. The trainer
experience and identify appraises the performance of the trainee, provides
strong and weak points. feedback information & corrects.
off t h e j o b Simulation

training Lectures Vestibule

Training
Off Job
Training
Management Case Studies
Games

Role Playing
 off t h e j o b Role Playing
training This is a development technique
requiring the trainee to assume a role
methods in a given situation and act out
behavior assosiated with that role.

Vestibule Training Lecture method

It occurs off the job on Here the instructor organises the study
equipment or methods that are material on a specific topic and offer it to a
highly similar to those used on group of trainees in a form of a talk.
the job.
 off t h e j o b methods
training
Programmed instruction
This approach that puts material to be learned into highly organised logical
sequences that require the trainees to respond.

Conference or discussion method

In this method the trainer delivers a lecture and involves the trainees in a
discussion so that the doubts about the job to be undertaken get clarified.
 s i g
de of an programme
training
1 Identifiction of Training needs 3 Organization of Training
Programme
• Organisational Analysis • Trainee and Instructor
• Task Analysis • Period of Training
• Human Resource Analysis • Training Method & Material
2 Setting Training Objectives 4 Evaluation of Training result
ide nt i fi c a t i on training
of n e e ds
1
Organizational Analysis
It is a systematic study of the organisation in term of its objectives, resource
allocation and utilisation, growth potential and its environment. Its purpose is
to determine where training emphasis should be placed in the organisation for
increasing organisational effectiveness. Organisational analysis involves the
following element:
(a) Analysis of Objectives
(b) Resource Utilisation Analysis
ide nt i fi c a t i on training
of n e e ds
1
Task Analysis
It is a systematic analysis of jobs to identify job contents, knowledge, skills and
aptitudes require to perform the job.

Manpower Analysis
The quality of manpower required by the org. has to be carefully analysed. It
has to be done in the light of both internal and external environment of the
organisation.
 se t t i ng training obj e c t i ve
2 Once the training needs are identified, the next step is set to training
objectives in concrete terms.
Specific Objectives of Training
Overall Purpose of
• Increased Productivity Training
• Improved Quality
• Better H.R. Planning Increased organizational
• Higher Morale effectiveness
• Better Health & safety
• Prevention of Obsolescence
• Enhanced Personal Growth
 se t t i ng training obj e c t i ve
2 The Formula for Writing the Objective
• The outcome specifies the type of behaviour, the conditions state where, when,
and what tools will be used, and standards describe the criteria for judging the
adequacy of the behaviour. Remember that a learning objective should state
clearly what the result of the training will be.
• Here are the steps to follow:
⚬ Write out the "desired behaviour"
⚬ Verb needs to describe clearly what will be done
⚬ A "doing" verb is used to indicate some action.
⚬ Do not use the word understand. Always make sure that the verb describes an
action.
 se t t i ng training obj e c t i ve
2 The Formula for Writing the Objective
⚬ Examples of "doing" verbs such a Knowledge: Analyse, cite, compare,
define, describe, distinguish, explain, identify, list, provide, name, quote,
reproduce
￭ Skills: Assemble, compute, construct, count, design, demonstrate,
eliminate, install, list, measure, operate, place, recite, replace, solve, sort
￭ Attitudes Align, belong, choose, commit, criticize, decide, praise
⚬ Now add the conditions under which the behaviour must be performed.
⚬ This description encompasses the use or non-use of aids.
 se t t i ng training obj e c t i ve
2 The Formula for Writing the Objective
⚬ Example : So "using an ohmmeter," "using reference material provided,"
"using a standard climbing harness and spikes," "while at the top of a telephone
pole," "without the use of a manual, "without the use of a calculator".
⚬ Finally, it needs to be clear what standards for success will be used How will
the trainee know that he successfully completed the training?
⚬ What level of accuracy is required? Is quality or speed an important part of
success? "According to code," "following all safety procedures," "within five
minutes." "According to the manual" "within 15 minutes, "with no more than
three errors," and "obtaining a score of 80 percent" are all possible standards.
org a n i z a t i o n of m e
3 training pro gra m
Selection of Training Preparation of the Instructor
Programme
• The instructor of trainer is a key figure in an
A trainee should be trained for the
effective training programme.
kind of job he likes & is fitted to
• Qualified instructor may be obtained from
perform. Careful screening of
inside or outside the organisation.
candidates for training will raise the
• Trainee must be tolerant & patient.
effectiveness of the training
• Trainee must be able to appreciate the value of
programme.
training job in relation to the enterprise
org a n i z a t i o n
3 training
Determination of training
Period
The length of training period depends
upon skill to be acquired, the
trainee’s learning capacity and the
training methodology used.
of m e
pro gra m
Training Methods & Material
There are several on-the-job & off-the-job
methods of training. The choice of any
method would depend upon the specific
objective of the training programme.
4
e va l ua t i on of training
The following criteria may be used to
It is essential to determine its
measure the effectiveness of training :
effectiveness in terms of
achievement of specific training Reaction
objectives. Individual like to know Trainees’ reaction to be objective, contents
how much they learnt or how well and methods of training are good
they are doing. The sooner indicators of effectiveness. In case the
employees receive positive trainees considered the programme
feedback from the trainer, the less worthwhile and liked it, the training can be
time they will waste. considered effective.
4
eva l ua t i on of training
The following criteria may be used to measure the effectiveness of training :

Learning
The extent to which the trainees
have gained the desired knowledge
and skills during the training period
is a useful basis of evaluating
training effectiveness.
Behavior
Improvement in the job behavior of
the trainees reflects the manner and
extend to which the learning has been
put to practice
a • Topic
training •
•
Summary of Key Points
Training Objectives
lesson • Duration of Each Activity in Each
Session
plan • Training Contents
• Training Methods / Activities
• Break(s)
• Exercise to Warm Up
• Questions to test Understanding
• Conclusion
training vs de ve l o p m e n t
It's not what you want in life, it's knowing
how to reach it
it's not the goal you set, it's what you need to
achieve it
it's not where you want to go, it's knowing
how to get there
thank
y o u