TRAINING

&
DEVELOPMENT
SYLLABUS

• Training and development:

• Introduction and nature, Difference between training, development
and education, training need assessment, designing and administering
training programme , types of training, evaluation of T & D programme
(Kirkpatrick model)
WHAT IS TRAINING?
• Training is an organized activity for increasing the
knowledge & skills of people for a definite
purpose e.g. for doing a particular job.
 WHAT IS DEVELOPMENT?
• The process of developing or being developed.

• It included some change

• helping employees develop their personal and organizational skills,

knowledge, and abilities.
DIFFERENCE BETWEEN
TRAINING AND DEVELOPMENT
Training
 short term
 for a definite purpose.

Development
 long term educational
 for General purpose.
DIFFERENCE BETWEEN
TRAINING AND EDUCATION
• Education
– Has a wider scope
– More General in purpose
– Is theory based and person oriented
• Training
– Has a narrow scope
– Undertaken for a specific purpose
– Is practice based and company specific
 Identifying Training needs
Gap
F
Present performance Desired performance E
 Whether training is needed? E
D
 What training is needed B
A
C
Setting Training Objectives and Policy K

&

Designing Training Programme R

E
V
I
Conducting the Training E
w

Follow up and Evaluation

Approach to Training
DESIGN OF A TRAINING
PROGRAMME
1.Identification of Training needs
•Organisational Analysis
• Task Analysis
• Human Resource Analysis
4.Evaluation of 2.SettingTraining
Training Results Objectives

3.Organisation of Training Programme

*Trainee and Instructor
*Period of Training
*Training Method & Material
EXAMPLE

• https://rapidbi.com/training-needs-analysis-template-for-accounts-or-
auditing/
1.TRAINING NEED ASSESSMENT

Various Methods for identifying Training Needs

• Organizational Analysis.
• Task Analysis.
• Man Analysis.
2.SETTING TRAINING OBJECTIVE:-

Once the training needs are identified, the next step is set
to training objectives in concrete terms.

Specific Objectives of Training

1. Increased Productivity IOverall Purpose

2. Improved Quality of Training
3. Higher Morale Increased
4. Better Health & safety Organisational
5. Prevention of Obsolescence Effectiveness
6. Enhanced Personal Growth
3.ORGANISATION OF TRAINING
PROGRAMME:-
a) Selection of Training Programme:-
A trainee should be trained for the kind of job he likes & is
fitted to perform.
b) Preparation of the Instructor :-

• The instructor of trainer is a key figure in an effective

training programme.
• Qualified instructor may be obtained from inside or
outside the organization.
c) Determination of Training Period:-
• The length of training period depends upon skill to be
acquired,
• Trainee’s learning capacity plays important role
• Suitable training methodology should be used.
d) Training Methods & Material:-
• There are several On-the job & Off-the-Job methods
of training.
• The choice of any method would depend upon the
specific objectives of the training programme.
• Simple easy to understand material should be used.
4. EVALUATION OF
TRAINING
• It is essential to determine its effectiveness in terms of achievement
of specific training objectives.
• Individual like to know how much they learnt or how well they are
doing.
• Feedback act as a tool to evaluate the effectiveness of training.
 TYPES OF TRAINING
• Induction or Orientation Training:-
• It is concerned with introducing or orienting a new
employee to the organisation & its procedure, rules &
regulation.
• Job Training:-
• It relates to specific job which the worker has to handle,
it gives information about machines, process of
productions, instructions to be followed, methods to
be used & so on.
 CONTD..
• Internship Training:-
• Under this method, the educational institute enters into
arrangement with an industrial enterprise for providing
practical knowledge to its students.

• Refresher Training:-
• It meant for the old employees of the enterprise. The basic
purpose of refresher training is to acquaint the existing
workforce with the latest methods of performing their jobs
& improve their efficiency further.
 TRAINING METHODS
On-the-Job Methods Off-the-Job Methods

- Job Rotation -Vestibule Training

- Coaching - Role Playing
- Apprenticeship - Lecture Methods
- Mentoring - Conference or Discussion
- Job Instruction -Programmed Instructions
-E-learning