INTRODUCTION

TRAINING & DEVELOPMENT

An Introduction
Training and development relates to the development and growth of the employees in an
organization through systematic process. This development is future oriented and
prepares managers for a career of valuable contribution to the employees. It helps in the
development of the intellectual, managerial and people management skills of managers. It
trains managers to understand and analyze different situations, and to arrive at and
implement the correct solutions.

Management development is a key component of an organization’s efforts to prepare its

employees to successfully handle new challenges. It helps managers to understand new
cultures and customs that have become integral part of global market. It helps managers
equip themselves with the latest technologies, tools and techniques for improved quality
and performance.

Definition

“The systematic development of the knowledge, skills, and attitudes required by an

individual to perform adequately a given task or job.”
Michael Armstrong.

“The act of increasing knowledge and skill of an employee for doing a particular
job.”
Edwin B Flippo
Purpose of Training
Every organization needs to provide training to its employees at various stages of their
career. The main objectives of training are:
 Improving Employee Performance.
 Updating Employee Skills.

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 Avoiding Managerial Obsolescence.
 Preparing For Promotion and Managerial Succession.
 Retaining and Motivating Employee.
 Creating an Efficient and Effective Organization.

Employee Training Methods

A number of factors determine the choice of the type of training methods used by an
organization. These are:
 Organization culture.
 Learning principles.
 Content of the program.
 Time factor.
 Cost effectiveness.
 Appropriateness of the facilities.
 Trainers and Employee preferences and capabilities.
The importance of each of the above factors varies depending upon the industry, the
business, the job and criticality of training.

There are various methods of training, which can be divided in to two methods:
Cognitive Methods
Behavioral Methods
Trainers need to understand the pros and cons of each method, also its impact on trainees
keeping their background and skills in mind before giving training
Cognitive methods are more of giving theoretical training to the trainees. The various
methods under Cognitive approach provide the rules for how to do something, written or
verbal information, demonstrate relationships among concepts, etc. These methods are
associated with changes in knowledge and attitude by stimulating learning.
The various methods that come under Cognitive approach are:

 LECTURES

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  DEMONSTRATIONS

 DISCUSSIONS

 COMPUTER BASED TRAINING (CBT)

 INTELLEGENT TUTORIAL SYSTEM(ITS)

 PROGRAMMED INSTRUCTION (PI)

 VIRTUAL REALITY

Behavioral methods are more of giving practical training to the trainees. The various
methods under Behavioral approach allow the trainee to behavior in a real fashion. These
methods are best used for skill development

The various methods that come under Behavioral approach are:

 GAMES AND SIMULATIONS

 BEHAVIOR-MODELING

 BUSINESS GAMES

 CASE STUDIES

 EQUIPMENT STIMULATORS

 IN-BASKET TECHNIQUE

 ROLE PLAYS

Both the methods can be used effectively to change attitudes, but through different
means.
Another Method is Management Development Method - The more future oriented
method and more concerned with education of the employees. To become a better

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performer by education implies that management development activities attempt to instill
sound reasoning processes.
Management development method is further divided into two parts:
ON THE JOB TRAINING –
The development of a manager’s abilities can take place on the job. The four techniques
for on-the job development are:

 COACHING

 MENTORING

 JOB ROTATION

 JOB INSTRUCTION TECHNIQUE (JIT)

 COMMITTEE ASSIGNMENTS
 APPRENTICESHIP

OFF THE JOB TRAINING –

There are many management development techniques that an employee can take in off
the job. The few popular methods are:

 SENSITIVITY TRAINING

 TRANSACTIONAL ANALYSIS

 STRAIGHT LECTURES/ LECTURES

 SIMULATION EXERCISES

 VESTIBULE TRAINING

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Importance Of Training and Development
Optimum Utilization of Human Resources – Training and Development helps in
optimizing the utilization of human resource that further helps the employee to achieve
the organizational goals as well as their individual goals.

Development of Human Resources - Training and Development helps to provide an

opportunity and broad structure for the development of human resources’ technical and
behavioral skills in an organization. It also helps the employees in attaining personal
growth.

Development of skills of employees- Training and Development helps in increasing the

job knowledge and skills of employees at each level. It helps to expand the horizons of
human Productivity – Training and Development helps in increasing the productivity of
the employees that helps the organization further to achieve its long-term goal.

Team spirit – Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within
the employees.

Organization Culture – Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization .intellect and an overall personality of the employees

Organization Climate – Training and Development helps building the positive

perception and feeling about the organization. The employees get these feelings from
leaders, subordinates, and peers.

Quality – Training and Development helps in improving upon the quality of work and
work-life.

Healthy work-environment – Training and Development helps in creating the healthy

working environment. It helps to build good employee, relationship so that individual
goals aligns with organizational goal.

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Health and Safety – Training and Development helps in improving the health and safety
of the organization thus preventing obsolescence.

Morale – Training and Development helps in improving the morale of the work force.

Image – Training and Development helps in creating a better corporate image.

Profitability – Training and Development leads to improved profitability and more

positive attitudes towards profit orientation.

Training and Development aids in organizational development i.e. Organization gets

more effective decision making and problem solving. It helps in understanding and
carrying out organizational policies.

What is a Training Objective?

Definition - A training objective is the specific knowledge, skills, or attitudes that the
trainees are to gain as a result of the training activity. An objective is usually measurable.
By defining objectives in a measurable way, you describe a desired behavior and will
later be able to offer better feedback. You have to be aware, though, that attitudinal goals
are often not very measurable.

By defining objectives in a measurable way, you describe a desired behavior and will
later be able to offer better feedback. You have to be aware, though, that attitudinal goals
are often not very measurable.To adequately equip trainees for a certain task, they need
the knowledge required to do the task. Knowledge alone, however, is insufficient.
Trainees must also learn the appropriate skills and attitudes needed to perform the task
well.