Training and Development

-Ritu Arora
 Meaning
Imparting of specific skills ,abilities
and knowledge to an employee.
An attempt to improve current or
future employee performance by
increasing an employee’s ability to
perform through learning.
Training aims to change employee’s
attitude, skills and knowledge.
Training and Development Need
Need for training and development is
determined by the employee’s
performance deficiency.

Performance deficiency=
standard performance - actual
performance
Inputs in Training and Development
Skills
Education
Development
Ethics
Attitudinal Changes
Decision making and problem solving
skills
Distinction between Training and Development
Learning Training Development
Dimensions

Who Non managerial Managerial

personnel personnel

What Technical and Theoretical,

mechanical conceptual
operations ideas
Why Specific job General
related purpose knowledge
When Short term Long term
Need or Basic Purpose of Training
To increase productivity
To improve quality
To help a company fulfill its future
personnel needs
To improve organizational climate
To improve health and safety
Obsolescence prevention
Personal growth
 Responsibility for Training
The top management
The personnel department
Supervisors
Employees
General Principles of Training
Trainee will be more eager to undergo
training if training promises answers to
problem or needs he has as an
employee
Individuals do things that give
pleasure and avoid things that give
pain.
In the long run ,awards tend to be
more effective for changing behavior
 Principles contd.
Rewords should quickly follow the
desired performance
The larger the reward for good
performance, greater will be the
reinforcement of the new behavior.
Negative reinforcement may have a
disruptive effect upon the learning of
the trainee
 Principles contd.
Training that requires the trainee to make
changes in his values, attitudes and social
beliefs usually achieves better results if
the trainee is encouraged to participate,
discuss and discover new, desirable
behavior norms.
Feedback is very important
Development of new behavior and skills is
facilitated through practice and learning.
 Principles contd.
Training material should be made as
meaningful as possible.
The Training Process
Organizational objectives and strategies

Assessment of training needs

Establishment of training goals

Devising training programme

Implementation of training programme

Evaluation of results
 Organizational objectives and
strategies
 What business we are in?
 What level of quality do we wish to
provide?
 Where do we want to be in the future?

Assess the strengths and weaknesses of

Human Resources.
 Needs Assessment
 Need assessment-Diagnosing present
problems and future challenges to be met
through training and development

 Huge costs are involved in training

therefore need assessment has to be
conducted.
 Needs Assessment contd
Need assessment occurs at two levels:
 Group level
 Individual level
 Needs Assessment contd.

Performance deficiency

Lack of skill or knowledge Other

causes

Training Non training

measures
 Needs Assessment contd.
Training is also needed because of the
following:
 Anticipated technological changes
 Job transfers
 High scrap or accidental rates
 Low morale and motivation
 Methods used in training needs
assessment
 Individual Analysis
 Performance Appraisal
 Work Sampling
 Interviews
 Questionnaires
 Attitude survey
 Training Progress
 Rating Scales
 Group or Organizational Analysis
 Organizational goals and objectives
 Personnel/Skills inventory
 Organizational Climate indices
 Efficiency indices
 Exit interviews
 MBO
 Quality Circles
 Customer survey/satisfaction data
 Consideration of current and projected data
Training and development objectives

Goals provide standards against which the

effectiveness of the training program can
be evaluated.

Goals-tangible, verifiable and measurable

Designing Training and Development
program

What methods and

Who are the trainees Who are the trainers
techniques

What should be What should be

the level of training Principles of learning
the level of learning
 Selection of Trainees
 Self nomination
 Recommendation by supervisors
 HR Department
 Who are the Trainers?
 Immediate supervisors
 Co-workers
 Members of the personnel staff
 Specialists in other parts of the company
 Outside consultants
 Industry associations
 Faculty members at universities
Methods and Techniques of Training

Two types of Training methods:

 On-the-job methods
 Off-the-job methods
 Level of Learning?
Three basic levels at which inputs can be
taught:
 Lowest level-employee must acquire
fundamental knowledge, basic understanding
of a field
 Middle level-skill development, acquiring the
ability to perform in a particular skill area.
 Highest level-to increase operational
efficiency, improving skills.
 Learning Principles
 Employee motivation
 Recognition of individual differences(Ability)
 Practice opportunities
 Reinforcement
 Feedback/knowledge of results
 Goal Setting
 Schedules of learning
 Meaning of material
 Transfer of learning