PES SCIENCE, ARTS & COMMERCE

COLLEGE MANDYA.
Seminar Presentation.
Subject :HUMAN RESOURCES MANAGEMENT.
Topic : TRAINING AND DEVELOPMENT.

Presented To , Presented By,

MOHAN KUMAR SIR. CHANNAKESHAVA Y H
Assistant professor. 2nd M.com
INTRODUCTION.
 INTRODUCTION (Continue)...
Training and development play
an important role in the
effectiveness of organisations
and to the experiences of people
in work. Training has implications
for productivity, health and safety
at work and personalp
development. All organisations
employing people need to train
and develop their staff.
However, investment in training
and development is generally
regarded as good management
practice to maintain appropriate
expertise now and in the future.
Training is an educational
process which involves
the sharpening of skills,
concepts, changing of
attitude and gaining more
knowledge to enhance
the performance of the
employees.
 Organizational
Development is a
process that “strives to
build the capacity to
achieve and sustain a
new desired state that
benefits the
organization or
community and the
world around them.”
 Training and
Development is
a subsystem of
an organization
which emphasize
on the
improvement of
the performance
of individuals and
groups.
 DEFINITION.
According to Kleiman
Training and
development are
planned learning
experiences that teach
workers how to
perform their current or
future jobs effectively.
 Objectives of
Training and
Development
• Increased Productivity
• Quality Improvement
• Learning time Reduction
• Safety First
• Labour Turnover Reduction
• Keeping yourself Updated with
Technology
• Effective Management
Importance of Training and Development
For organization:
• For Employees
 Limitations of Training and
Development
1. A failure to identify the specific needs of
learners and for learners to own their
own development needs
2. Objectives set by trainers, rather than
the learners
3. Little acceptance by learners of the
need to take responsibility for their own
development
4. Constraints of time for preparation and
participation in learning events
5. A failure to follow through learning
beyond an event or course
6. Failing to achieve high value via
 Conclusion.
Training and development opportunities
must meet the dual aim of satisfying and
developing the organisation's growth
and meeting the individual's needs.
Training programmes should be modified
to incorporate the needs of individual
disciplines that avail of the training
function. It can be argued that training is
provided to individuals in an
organisation to test and maintain the
individual's programming, to ensure
cultural norms and expectations of the
individual, within the organisation, are
still in place and further, that the
individual knows their place