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Training & Development (Unit 11)
Training & Development (Unit 11)
DEVELOPMENT
TRAINING
Training is an organized activity for increasing the knowledge and skills
of people for a definite purpose.
It involves systematic procedures for transferring technical know-how
to the employees so as to increase their knowledge and skills for
doing specific jobs with proficiency.
Training is a learning experience in that it seeks a relatively permanent
change in an individual that will improve his or her ability to perform
on the job.
Edwin B. Flippo defines Training as “The act of increasing the skills of
an employee for doing a particular job”.
TRAINING
Training is provided to improve KSA
Organizational
Philosophy
Organizational Policy
HRM policy
Training Policy
STEPS IN DESIGNING EFFECTIVE TRAINING PROGRAM
Monitoring
and
Implementation Evaluation
of Training
Selection Programme
of Trainers
Development
Selection of of Training
Trainees Module
Preparation
Establishing of Training
Training Budget
Determining Objectives
the Need
and
Priorities for
Training
CHALLENGES BEFORE TRAINERS
• Need - Based Training
• Individual Differences
• Scheduling
• Attitude of Trainees
• Training Techniques
• Problem of Language
• Resistance
• Cost – Effectiveness
• Constant Feedback
MANAGEMENT DEVELOPMENT
According to P. N. Singh, “Management Development is an activity
designed to improve the performance of existing managers, provide a
supply of managers to meet the need of organizations in future and
extend the understanding of the management activity by drawing from
the following three resource areas :
a) Knowledge
b) Experience and
c) Trainee himself”.
It is viewed as a systematic, long term learning process of management
training and growth by which individuals gain and apply knowledge, skills,
insights, and attitudes to manage managers, workers and organizations
effectively.
MANAGEMENT DEVELOPMENT
Development refers to those activities and programs which have
substantial influence in changing the capacity of an individual to perform
better and increase his potential.
Long term effect of training is development, training is subset of
development.
PURPOSE OF MANAGEMENT DEVELOPMENT
Purpose Methods/ Techniques
Job Knowledge • On the Job Experience
• Coaching
• Understudy
Organizational Skills • Job Rotation
• Multiple Management
Decision Making Skills • In Basket Exercise
• Business Games
• Case Study
Interpersonal Skills and Teamwork • Role Playing
• Sensitivity Training
Specific Individual Needs • Junior Boards
• Committees
• Programmed Instruction
MANAGEMENT DEVELOPMENT PROGRAM - TECHNIQUES
Coaching &
Role Playing
Mentoring
Sensitivity
Understudy
Training
Multiple Conference
Management Training
Committee Programmed
Assignment Instruction
Questions:
1.Why both GM(P) were against T- Group training?
2.Why MD is insisting on T-Group training?
REFERENCES
1. Aswathappa, K., Human Resource Management: Text and cases.
Delhi:Tata McGraw-. Hill Publishing Company Limited, 2008
2. Gary Dessler, “A Framework for Human Resource Management”,
Pearson
3. M. Nair and T. V. Rao, “Excellence through HRD”, Tata Mc Graw Hill,
classic
4. William J. Rothwell and H. C. Kazanaz – Planning & Managing
Human Resources, Jacob Publishing House, 2nd Edition.
5. Sharma, Nagpal,Training and Development, BMS,Vipul Prakashan
6. Nagpal, Human Resource Management, M. Com Part II, Sem 3,
Sheth Publishers.
Thank You