Need

Job Requirement: Inexperience , new , remedial

Attempt to Improve current or future employee
performance
By Increased employee ability to perform
Through learning
Changing attitude
Improved skill set
Changing technology
Globalization
Intermobility

Need =Standard performance actual performance

Outcome
Increased Productivity
Reduced Wastage
Retaining workers
+ve Environment

Achieve :
Organizational Objectives
Profits
Companies Views
Unnecessary
Expensive
Wastage of employee time

ToolTo deal with problem

Superior / HR Responsibility
Objectives
Culture
Prepare for job
Improve work methods
High efficiency and effectiveness
Improve Interpersonal Relationship
High Morale
Reduced supervision , wastage &
Accidents
Objectives
Succession Planning
Process of identifying & developing internal
people with potential to fill key business
leadership position in company
Benefits to organization
+ve attitude
Profit orientation
Productivity
Job Knowledge
Morale
Decision Making
Problem solving skills
Leadership, motivation ,
Loyalty & Attitude
Identify With organizational goals
Benefits to individual
Recognition , Achievement ,growth ,
Responsibility are internalized
Handle stress , tension, frustration &
conflict
Increased Job Satisfaction
Sense of growth in learning
Eliminate fear in attempting new task
Make better decision & effective problem
solving
Benefits for group / Team
Improves communication
Aids orientation for new employee.
Build cohesive groups
Provide good climate for learning, growth
& co-ordination
Provides equal opportunities.
Problems in Training
Cannot Solve problem: Loss of time ,
money, effort , Image & Credibility
Mismatch between objective and needs
Result Based Vs. activity Based
Nice to know Concept
Sake of Numbers
Trainer authenticity
Interventions should be stopped
Training Policy
Predefined
Supported by employees
Should not be seen as escape route or
relaxation activity
Should help employee to identify their
own need of training
Align the goals of training to that of the
company.
Difference between training &
Development
TRAINING
Technical & Mechanical
Restricted to specific job
,skills or behaviour set
Non Managers*
Current jobs
Short term Gains/Onetime
Job oriented process &
Vocational in nature
Organizations initiative
Motivation low
No clear relation to carrier
development
Evaluation is necessary
DEVELOPMENT
Theorotical Skills &
conceptual ideas
Enhancement of knowledge
& understanding in general
Managers & executive
Future Jobs
Continuous & Long term
Generic
Motivation is extrinsic-
Personal growth& overall
development
Voluntary
Career success
Evaluation Not possible