TRAINING AND
DEVELOPEMNT
FUNCTIONS OF HRM
TRAINING - NEHRU
TRAINING
TRAINING
TRAINING is a learning process that
involves the acquisition of knowledge,
sharpening of skills, concepts, rules, or
changing of attitudes and behaviours to
enhance the performance of employees.
Definition
In simple words it can be defined as
equipping employees with required
knowledge and skills for the job.
TRAINING AND
DEVELOPEMNT
WHY T AND D
Inputs of Training and
Development Skills
Ethics
Development
Knowledge
Behaviour
ASSESSMENT OF TRAINING
NEEDS
Jobs and Related tasks that
need to be learned
Organisation and its goals
Competencies and skills that
are need to perform the job
Individuals who are to be
trained
REASONS AND BENEFITS
Need for improving performance
Professional development
Adapt the change
Need and basic purposes of
Training
To Increase Productivity
To Improve Quality
To Help a Company Fulfil Its Future Personnel
Needs
To Improve Organizational Climate
To Improve Health and Safety
Obsolescence Prevention
Personal Growth
IMPORTANCE
The Benefits of Training
How Training Benefits the Organisation
Leads to improved profitability and/or more positive
attitudes towards profit orientation.
Improves the job knowledge and skills at all levels of the
organization.
Improves the morale of the work force.
Helps people identify with organisational goals.
Helps create a better corporate image.
The Benefits of Training
Aids in organisational development.
Helps prepare guidelines for work.
Aids in understanding and carrying out
organisational policies.
Provides information for future needs in all areas of
the organisation.
Organization gets more effective decision making
and problem solving.
Aids in developing leadership skills, motivation,
loyalty, better attitudes, and other aspects that
successful workers and managers usually display.
The Benefits of Training
Aids in increasing productivity and/or quality of
work.
Helps keep costs down in many areas, e.g.,
production, personnel, administration, etc.
Develops a sense of responsibility to the
organisation
for
being
competent
and
knowledgeable.
Improves labour-management relations and creates
an appropriate climate for growth, communication.
The Benefits of Training
Reduces outside consulting costs by utilising
competent internal consulting.
Stimulates preventive management as opposed to
putting out fires.
Eliminates sub-optimal behaviour.
Helps employees adjust to change.
Aids in handling conflict, thereby helping to prevent
stress and tension.
Benefits to the Individual
Helps the individual in making better decisions and
effective problem solving
Through training and development, motivational
variables of recognition, achievement, growth,
responsibility and advancement are internalised and
operationalised.
Aids in encouraging and achieving selfdevelopment and self-confidence.
Benefits to the Individual
Helps a person handle stress, tension, frustration and
conflict.
Provides information for improving leadership
knowledge, communication skills, and attitudes.
Increases job satisfaction and recognition.
Moves a person towards personal goals while
improving interaction skills.
Satisfies personal needs of the trainee.
Benefits to the Individual
Provides trainee an avenue for growth and a
say in his/her own future.
Develops a sense of growth in learning.
Helps a person develop speaking and listening
skills; also writing skills when exercises are
required.
Helps eliminate fear in attempting new tasks.
Benefits in Intra and Inter-group
Relations
Improves communication between groups and
individuals.
Improves interpersonal skills.
Makes organisation policies, rules and regulations
viable.
Improves morale.
Builds cohesiveness in groups.
Provides a good climate for learning, growth,
and coordination.
Makes the organisation a better place to work.
TYPES OF TRAINING
ON THE JOB TRAINING
OFF THE JOB TRAINING
On the job Training Methods
Coaching
Mentoring
Job Rotation
Job Instruction Technology
Apprenticeship
Understudy
COACHING
It is one to one interaction
Considered as corrective measure
for inadequate performance.
Helps in identifying weaknesses and
focuses on areas which needs
improvement.
MENTORING
Mentoring focus on attitude development.
Conducted for management-level
employees
Mentoring is done by someone inside the
company
It is one-to-one interaction
It helps in identifying weaknesses and
focus on the area that needs improvement
Job Rotation
It is the process of training employees by
rotating them through a series of related jobs.
Rotation not only makes a person well
acquainted with different jobs, but it also
alleviates boredom and allows to develop
rapport with a number of people. Rotation
must be logical.
Job Instructional Technique (JIT)
It is a Step by step (structured) on the job
training method in which a suitable trainer
(a) prepares a trainee with an overview of the
job, its purpose, and the results desired,
(b) demonstrates the task or the skill to the
trainee,
(c) allows the trainee to show the
demonstration on his or her own, and (d)
follows up to provide feedback and help.
Apprenticeship
Apprenticeship is a system of training a new
generation of practitioners of a skill. This
method of training is in vogue in those trades,
crafts and technical fields in which a long
period is required for gaining proficiency.
Understudy
In this method, a superior gives training to a
subordinate as his understudy like an assistant
to a manager or director (in a film). The
subordinate learns through experience and
observation by participating in handling day
to day problems. Basic purpose is to prepare
subordinate for assuming the full
responsibilities and duties.
Types of Off the Job methods
Vestibule Training
Management Games
Role Playing
Films
Lecture Methods
Outbound Training
Vestibule Training
Actual work conditions are simulated
Materials, files and equipments are used
Duration ranges from few days to a few
weeks
Theory can be related to practice here
Advantages
Training becomes more reality-based.
Directly applies to jobs.
Increases the chances of retention.
Prevents trainees from making costly
mistakes or damaging equipment.
Allows instructors to give more personalized
attention to the learners.
Disadvantages
Time Consuming
Expensive
Trainer has to be very skilled
There has to be elaborate setups for
the same
Types of management Games
Executive Games are general management games and cover all functional
areas {like planning, decision making, etc} of business and their interactions and dynamics.
Executive games are designed to train general executives.
Functional Games, on the other hand, focus on middle management
decisions and emphasize particular functional areas {like Marketing or HR} of the firm.
ROLE PLAYING
Is the method of human interaction
that involves realistic behavior in
imaginary situations.
Benefits of Role playing
Developing interpersonal skills and communication
skills
Conflict resolution
Group decision making
Developing insight into ones own behavior and its
impact on others
Types of Role play
Multiple role play
Single role play
Role rotation
Spontaneous role play
Films/Video Presentations
Content for the training experience comes
primarily from a videotape or computer-based
program.
Interest of the audience can be maintained by
showing them audio visuals
Easy to handle and explain
Provides a lot of content to talk about
Advantages & Disadvantages
Advantages
Easy to train and the trainer can follow up with questions and
discussions
Assured to provide same information to all the trainees
Disadvantages
Expensive to develop
Such type of training has to be outsourced which may make the
training less content specific.
Outbound Training
Outdoor and action-oriented programs through experiential
learning
Develops Leadership, teamwork and risk-taking abilities
Interesting as compared to classroom leaning
Conducted by professionals who are very cooperative
Advantages
Trainees can immediately see the consequences of wrong actions
Materialistically enhance their thinking and behavior
Disadvantages
Work time has to be allotted for it.
Interest of the participants is required.
Lecture Method
Lecture is traditional & direct method of
instruction.
It is a verbal presentation of information by an
instructor to a large audience.
The lecture must motivate & create interest among
the trainees in order to become effective
It is presumed to posses a considerable depth of
knowledge of subject at hand.
This method is used mainly in college and
universities
Advantages
Less time required for preparation
Provides lots of information quickly
Cost per trainee is very low
Disadvantages
Does not involve trainees too much.
Trainees may forget the teaching as it is
presented only orally.
Few Other Methods
In-Basket Exercise
Also known as In-tray method of training.
The trainee is presented with a pack of papers & files in a
tray containing administrative problems & is asked to take
decisions on these problems & are asked to take decisions
on these within a stipulated time.
The decisions taken by the trainees are compared with one
another. The trainees are provided feedback on their
performance.
Cont.
Experiential Exercises
Usually short, structured learning experiences where individuals
learn by doing.
For instance, rather than talking about inter-personal conflicts &
how to deal with them,
an experiential exercise could be used to create a conflict
situation where employees have to experience a conflict
personally & work out its solutions.
Cont.
Cases
Present an in depth description of a particular
problem an employee might encounter on the job.
The employee attempts to find and analyze the
problem, evaluate alternative courses of action &
decide what course of action would be most
satisfactory.
Management Games
To improve decision making and analytical skills.
To develop awareness of the need to make decisions
lacking complete information.
To develop an understanding of the interrelationships
To develop the ability to function cooperatively and
effectively in a small group situation.
Advantages of On-the job
Methods
Generally more cost effective
Less disruptive to the business - i.e. employees are not away from
work
Training with equipment they are familiar with and people they
know can help them
Gain direct experience to a standard approved by the employer
On the job training is also productive, as the employee is still
working as they are learning
Off-the-Job Training Methods
Trainee is separated from the job environment
Take place at training agency or local college,
training centres
Study materials
Fully concentrate on learning rather than
performing
Freedom of expression
