Training &

Development
“ Personally, I am always ready to learn, although I do not
always like being taught.”
--Winston Churchill
What is Training
Training is accepted as a synonymous for all of the forms of
knowledge, skill and attitudinal development which an adults
need to keep pace with accelerating life involvement and
enlarging concepts of man’s capabilities.

………………………………………Steinmetz, 1967
Why training is required ?
The bigger picture Organizational performance

Employee performance

Employee Skills, Knowledge and Attitudes

Employee education, experience and training

Knowledge
Knowledge refers to the information gained by the trainee from
the trainer through the training activity. Knowledge can be
measured by asking the trainee to define, identify, explain, or
enumerate such information.
Attitude
 Attitude refers to the feeling of the trainee developed during
the training.
 Attitude can be measured by asking the trainee to express
his/her judgment regarding a person, object, or idea discussed
in the activity.
 Individuals have already developed their own attitude which
might be difficult to change sometimes.
Skill
 Skill refers to the ability gained by the trainee from the
trainer through the training activity.

 Skill can be measured by asking the trainee to demonstrate

the correct way of doing something.
Learning
Learning is said to be a relatively permanent change in the
behavior as a result of training and development experiences.
Three characteristics of learning:

•A change in behavior.
•The change must result from practice and experience.
•The change must be enduring.
The Laws of Learning
The Law of Doing
The Law of Effect
The Law of Exercise
The Law of primacy
EDUCATION
Education is concerned is developing general knowledge,
understanding and background of our total environment & may
continue throughout one’s life . It can be define as creating
opportunities for individuals in societies to develop life
competences in order to cope with changing world.
Differences between Learning, Education and Training
Learning
From born to the death
Not limited within a subject
Problem related action
There is no organizational or
institutional rules and
regulations
A field of truth and false, light
and dark
Insights grows
Primary field of gaining
experience
Education Training
Starts from a particular time Time is Specific
after born and continues up to
the death
Subject may sometimes specific Subject is specific
directly or indirectly
Education is for the human Specific action centered for
being as they have highest human being
memory
In some cases organizational or In many cases organizational or
institutional rules and institutional rules and
regulations are followed regulations are followed
An effort to discover the truth Organization and job based
and holistic development
Insights develop Insights sharp
Field to accumulate Starts from experience to
experiences and development change positively skill and
attitudes
Development
Development refers to learning opportunities designed to help
employees grow. Development is not primarily skill-oriented.
Instead, it provides general knowledge and attitudes which will
be helpful to employees in higher positions.
Training and Development
Training & Development is a one of the significant technique to
encourage employee to take interest in his work by developing
skill & knowledge which will definitely reflects in organizational
profits.

Training & Development need =

Standard performance –Actual performance
Distinction Between Training & Development
Training
Purpose Training is the act of increasing the
knowledge, skills, and attitudes of an
employee for doing a particular job.
Contents Technical and mechanical operations.
Focus The focus of training is on the immediate
period to help fix any current deficits in
employees’ skills.
Participants Training is meant for operatives (non-
managerial personnel).
Time period Training is a one-shot affair.
Initiative The initiative for training comes from
management. To put it differently, training is
the result of external motivation.
Nature of the Training is mostly a preparation to meet an
process individual’s present needs. It can thus be seen
as a reactive process.
Development
Development refers to learning
opportunities designed to improve the
overall personality of an individual.
Conceptual and philosophical concepts.
The focus of development is on the long
term to help employees prepare for future
work demands or career goals.
Development is meant for executives
(managerial personnel).
Development is a continuous process.
The initiative for Development comes from
the individual himself. To put it differently,
development is the result of internal
motivation.
Development is mostly a preparation to
meet an individual’s future needs. It is thus
largely a proactive process.
Characteristics of Training
Training involves a series of planned goal directed activities.
Training aims at changing the knowledge, skills and attitudes
of the persons so that an individual can carry out his present
job satisfactorily or to prepare him for greater responsibility in
future.
Training outcomes are measurable.
Training involves learning process for bringing about the
desired change in the employee behavior.
Importance of Training
 Higher Productivity
 Better Quality of Work
 Less Learning Period
 Cost Reduction
 Reduced Supervision
 Low Accident Rate
 High Morale
 Personal Growth
 Improved Organizational Climate
Types of Training
Orientation Training
Job Training
Safety Training
Promotional Training
Refresher Training
Remedial Training
Adult Learning
Principles/Characteristics of Adult Learner
Autonomous and Self Directed:
Adult learners prefer to be free to direct themselves. Actively
involve them in the learning process and serve as a facilitator
for them.
Cont’d..
Life Experiences and Knowledge:
Learners need to connect learning to their knowledge and
experience base (family relationships, professional life and
previous academic experience).

Goal Oriented:
Learners usually know what goal they want to attain. Good
organization and clearly defined elements are much
appreciated.
Cont’d..
Relevancy Oriented:
Learners must see a reason for learning something new. It has to
be applicable to their work or other responsibilities to be of
value. So learners should allow to choose project that will reflect
their own interest.
Practical:
Learners may not be interested for their own sake. Let them
know explicitly how the lesson will be useful to them on the job.
Respect:
Acknowledge the wealth of knowledge and experiences that
learners bring to the classroom. Learners should be treated as
equals in experience and knowledge.
Learning - Retention