TRAINING & DEVELOPMENT

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IJAZ NISAR
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 TRAINING DEFINED
TRAININGis a learning process that involves
the acquisition of knowledge, sharpening of
skills, concepts, rules, or changing of attitudes
and behaviours to enhance the performance of
employees.
 DEVELOPMENT DEFINED
DEVELOPMENT, on the other hand, helps
the individual handle future responsibilities,
with less emphasis on present job duties.
Need and basic purposes of training
To Increase Productivity
To Improve Quality
To Help a Company Fulfil Its Future Personnel
Needs
To Improve Organizational Climate
To Improve Health and Safety
Obsolescence Prevention
Personal Growth
 The Benefits of Training
How Training Benefits the Organisation
v Leads to improved profitability and/or more positive
attitudes towards profit orientation.
v Improves the job knowledge and skills at all levels of
the organization.
v Improves the morale of the work force.
v Helps people identify with organisational goals.
v Helps create a better corporate image.
 The Benefits of Training
v Aids in organisational development.
v Helps prepare guidelines for work.
v Aids in understanding and carrying out
organisational policies.
v Provides information for future needs in all
areas of the organisation.
v Organization gets more effective decision
making and problem solving.
Aids in developing leadership skills, motivation,
loyalty, better attitudes, and other aspects that
successful workers and managers usually display.
 The Benefits of Training
v Aids in increasing productivity and/or quality
of work.
v Helps keep costs down in many areas, e.g.,
production, personnel, administration, etc.
v Develops a sense of responsibility to the
organisation for being competent and
knowledgeable.
Improves labour-management relations and
creates an appropriate climate for growth,
communication.
 The Benefits of Training
v Reduces outside consulting costs by utilising
competent internal consulting.
v Stimulates preventive management as opposed
to putting out fires.
v Eliminates sub-optimal behaviour.
v Helps employees adjust to change.
Aids in handling conflict, thereby helping to
prevent stress and tension.
 Benefits to the Individual
v Helps the individual in making better decisions
and effective problem solving
v Through training and development, motivational
variables of recognition, achievement, growth,
responsibility and advancement are internalised
and operationalised.
Aids in encouraging and achieving self-
development and self-confidence.
 Benefits to the Individual
v Helps a person handle stress, tension,
frustration and conflict.
v Provides information for improving
leadership knowledge, communication skills, and
attitudes.
v Increases job satisfaction and recognition.
v Moves a person towards personal goals while
improving interaction skills.
v Satisfies personal needs of the trainee.
 Benefits to the Individual

v Provides trainee an avenue for growth

and a say in his/her own future.
v Develops a sense of growth in learning.
v Helps a person develop speaking and
listening skills; also writing skills when
exercises are required.
v Helps eliminate fear in attempting new
tasks.
 Benefits in Intra and Inter-group
Relations
Improves communication between groups and
individuals.
Ø Improves interpersonal skills.
ØMakes organisation policies, rules and
regulations viable.
Ø Improves morale.
Ø Builds cohesiveness in groups.
Ø Provides a good climate for learning, growth,
and coordination.
Makes the organisation a better place to work.
 Training Concepts
Ability: The physical and mental capacity
to perform a task.
Action learning: Training method that
involves giving teams or work groups a
problem, having them work on solving it
and committing to an action plan, and
then holding them accountable for
carrying out the plan.
Action plan: A written document
detailing steps that a trainee and his
manager will take to ensure that training
 Training Concepts
Action planning: An employee’s process
of determining how he will achieve his
short-and long-term career goals.
Assessment: The collecting of
information and providing of feedback to
employees about their behavior
communication style, or skills.
Assessment center: A process in which
multiple rates or evaluators (also known
as assessors) evaluate employees,
performances on a number of exercises.
 Training Concepts
Attitude: Combination of beliefs and feelings that
predispose a person to behave in a certain way.
Attitude awareness and change program:
Program focusing on increasing employees’
awareness of their attitudes toward differences in
cultural and ethic backgrounds, physical
characteristics (e.g., disabilities), and personal
characteristics that influence behavior towards
others.
Basic skills: Skills necessary for employees to
perform their jobs and learn the content of
training programs.
 Training Concepts
Behavior based conflict: Conflict occurring
when an employee’s behavior in work roles is not
appropriate in non-work roles.
Behavior based program: Program focusing on
changing the organization policies and individual
behaviors that inhibit employees’ personal growth
and productivity.
Behavior modeling: A training method in
which trainees are presented with a model
who demonstrates key behaviors to
replicate and provides them with the
opportunity to practice those key behaviors
 Training Concepts
Benchmarking: The use of information
about other companies’ training practices
to help determine the appropriate type,
level, and frequency gains from a training
program.
Benchmarks: A research instrument
designed to measure important factors in
being a successful manager.
Benefits: What of value the company
gains from a training program.
 Training Concepts
Blended learning: Learning involving a
combination of online learning, face-to-
face instruction, and other methods.
Career: The pattern of work related
experiences that span the course of a
person’s life.
Career development: The process by
which employees’ progress through a
series of stages, each characterized by a
different set of developmental tasks,
 Training Concepts
Career insight: The degree to which
employees know about their
interests as well as their skills
strengths and weaknesses, the
awareness of how these perceptions
relate to their career goals.
 Training Concepts
Career management: The process through
which employees
Become aware of their interests, values,
strengths, and weaknesses
Get information about job opportunities within a
company
Identify career goals
Establish action plans to achieve career goals
Career path: A sequence of job positions
involving similar types of work and skills that
employees move through in company.
 Training Concepts
Case study: A description of how
employees or an organization dealt with a
situation.
Change: The adoption of a new idea or
behavior by a company
Change management: The process of
ensuring that new interventions such as
training practices are accepted and used
by employees and managers.
 Training Concepts
Coach: A peer or manager who works
with an employee to motivate him,
develop skills, and provide reinforcement
and feedback.
Cognitive ability: Outcomes used to
measure what knowledge trainees learned
in a training program.
Competency: An area of personal
capability that enables an employee to
perform his job.
 Training Concepts
Competency model: A model identifying
the competencies necessary for each job
as well as the knowledge, skills, behavior,
and personal characteristics underlying
each competency.
Competitive advantage: An upper hand
over other firms in an industry.
Competitiveness: A company’s ability to
maintain and gain market share in an
industry.
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