Professional Documents
Culture Documents
• 1. Knowledge
• 2. Skills acquisition
• 3. Attitude formation
• 4. Ethical Values
• 5. Analytical Reasoning
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Objectives of Training
1. Increased Productivity
Training takes the current capabilities of the workers of a brand, polishes it and makes
them learn and devise new and effective methods of doing the same thing, in a repeated
manner.
2. Quality Improvement
Improving the quality of the product is obviously one of the main objectives of training
and development since it’s not like those times when customers weren’t such quality
conscious. Today’s customer knows what’s better for him and what’s not. Simply said,
those old methods of some sweet talk and business won’t work for much long
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Objectives of Training
4. Safety First
Providing the knowledge, for using the equipment in a proper way and creating the life-friendly product,
also belongs to one of the major objectives of training and development. The higher, the employees are
better at handling equipment, the better it is both for the company and for the workers.
2. Changing demographics
Major demographics shift have occurred
North America & Europe-20% working population is above 55 years
India will remain youngest country for a while
So Training should focus on building bridge between older managers & younger subordinates
Baby Boomers (Born after Second world war – 1946 -1964, aged between 52 and 70 in April 2016)
Age, gender, race, ethnicity, nationality
Opportunities and Challenges/Issues in Training
3. Knowledge Workers
Knowledge occurred through or during should benefit employees by providing equal knowledge in the area
they have obtained training
Defines these individuals as "high level employees who apply theoretical and analytical knowledge, acquired
through formal education, to develop new products or services".
4. Advances in technology
• Training executives must develop strategies for utilizing the available technology in a ways that meet their
business need
• Tools such as blogs,twitter,facebook,myspace and LinkedIn offer ways to enhance
• Some traditional training that occurs in a classroom and even earlier types of electronic training.
• Technology development is in rapid pace so adapting it and developing the right talent is challenge for
trainers.
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Opportunities and Challenges/Issues in Training
5.. Quality
Training must be seen as an integral part of the organization’s performance improvement system
Quality improvement is a key component of most continuous process
High –quality products and services are necessary to stay in business in today’s competitive
markets
T.Manoj kumar
Asst Professor, SKIMT Training and Development
LEGAL ISSUES
• EQUAL OPPORTUNITY/EQUITY
OPPORTUNITIES
AND• LIABILITY FOR INJURY OR ILLNESS
CHALLENGES/IS
• CONFIDENTIALITY
SUES IN
• COPYRIGHTED MATERIALS
TRAINING
T.Manoj kumar
Asst Professor, SKIMT Training and Development
A Training Process Model
T.Manoj kumar
Asst Professor, SKIMT Training and Development
T.Manoj kumar
Asst Professor, SKIMT Training and Development
TRAINING PROCESS MODEL
1. Analysis Phase
Often referred to as a Training Needs Analysis (TNA).Here both Training and Non-Training Needs are identified
An effective training system begins with the identification of the organisation’s training needs. These needs will create a
Performance Gap (AOP is Less than EOP)
Eg: Profit shortfalls, Sales coming down, Low customer satisfaction, Low market share, Excessive scrap, Labour turnover etc.
Another type is future oriented (Introduction of automation)
Once the Performance Gap exists, the cause must be determined.
The cause might be inadequate KSAs of employees. – This is one among the reasons.
After cause is identified ,then it should be eliminated
The other reasons are motivation issues, faulty equipments etc. (Non-training needs)
Separate KSA from Non-KSA Causes.
Performance gaps caused by KSA deficiencies are identified as Training needs
T.Manoj kumar
Asst Professor, SKIMT Training and Development
TRAINING PROCESS MODEL
2. Design Phase
Development of training objectives that provide specific direction for what will be trained and how.
These provide directions for what will be trained and how. They specify the employee and organizational
outcomes that should be achieved.
Another part of design process is how the organization constraints will be addressed.
Finally identifying factors needed for the training program t o facilitate training and its transfer back to
the job are the major outcomes of design phase.
3. Development Phase
It is the process of formulating an instructional strategy to meet the training objectives. It consists of the
order, timing, methods, materials, equipments, media, facilities etc.
Obtaining or creating all the things needed to implement training program is a part of this stage.
T.Manoj kumar
Asst Professor, SKIMT Training and Development
TRAINING PROCESS MODEL
4. Implementation Phase
All the training aspects are put together here. Dry Run and Pilot study.
Determine any modification necessary
5. Evaluation Phase
a) Process Evaluation - Did the trainer follow the exact training process suggested?
How well the a training process is achieved its objectives.
Eg: Role play means it is Role play. Were they properly used?
Collecting and analyzing the data
b) Outcome Evaluation – Is the evaluation conducted at the end of training to determine the effects of training on the trainee,
the job and organization
Combination of Process Evaluation & Outcome evaluation serve as a power tool for improving programs
T.Manoj kumar
Asst Professor, SKIMT Training and Development
SKILL
Compilation
Automaticity
Learning
Knowledge
DECLARATIVE Attitude
PROCEDURAL Motivation
STRATEGIC
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Learning
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Knowledge is a organized body of facts, principles,
procedures and information occurred over time.
After a person has learned a skill and used it often, then she has reached
automaticity stage.
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Attitude
Are employees belief and opinion.
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Development
Development
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Difference between Training & Development
Point of Differences Training Development
Meaning Training means imparting skills and knowledge Development visualizes growth of an
for doing a particular job employee in all respects
Purpose Training increases the job skills Development shapes attitude
Targeted audience It is used to impart specific skills among It is associated with the overall growth
operative workers and employees of the executives
Perspective It has a short term perspective It has a long term perspective
Nature Training is job centered in nature Development is career oriented in
nature
Role of trainer In training, the role of trainer or supervisor is Development is self driven. The
important executives have to be internally
motivated for self development
Develop Training seeks to develop skills already Development seeks to develop hidden
possessed by workers qualities and talents of person
Methods used Training use On the job Training methods such Development use Off the job Training
as Apprenticeship, Vestibule etc methods such as lecture, brain
storming, role play etc
Training Policy
Training Policy
A good training policy includes
1. This policy depicts the top management’s philosophy regarding
training of employees.
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