TRAINING N

DEVELOPMENT
• Meaning of Training:
• “Training is the act of increasing the knowledge and skills of an employee for
doing a particular job.” — Edwin B. Flippo
• Training and Development is a subsystem of an organization which emphasize
on the improvement of the performance of individuals and groups.
• 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.
•  Good & efficient training of employees helps in their skills & knowledge
development, which eventually helps a company improve.
• Objectives of Training:
(i) To provide job related knowledge to the workers.
(ii) To impart skills among the workers systematically so that they may learn
quickly.
(iii) To bring about change in the attitudes of the workers towards fellow
workers, supervisor and the organization.
(iv) To improve the productivity of the workers and the organization.
(v) To reduce the number of accidents by providing safety training to the
workers,
(vi) To make the workers handle materials, machines and equipment
efficiently and thus to check wastage of time and resources.
(vii) To prepare workers for promotion to higher jobs by imparting them
advanced skills
Why is Employees’ Training Necessary?
(i) Higher Productivity:
It is essential to increase productivity and reduce cost of production for meeting competition in the market. Effective
training can help increase productivity of workers by imparting the required skills.
(ii) Quality Improvement:
ADVERTISEMENTS:
The customers have become quality conscious and their requirement keep on changing. To satisfy the customers,
quality of products must be continuously improved through training of workers.
(iii) Reduction of Learning Time:
Systematic training through trained instructors is essential to reduce the training period. If the workers learn through
trial and error, they will take a longer time and even may not be able to learn right methods of doing work.
(iv) Industrial Safety:
Trained workers can handle the machines safely. They also know the use of various safety devices in the factory. Thus,
they are less prone to industrial accidents.
(iv) Reduction of Turnover and Absenteeism:
Training creates a feeling of confidence in the minds of the workers. It gives them a security at the workplace. As a
result, labour turnover and absenteeism rates are reduced.
(vi) Technology Update:
Technology is changing at a fast pace. The workers must learn new techniques to make use of advance technology.
Thus, training should be treated as a continuous process to update the employees in the new methods and
procedures.
(vii) Effective Management:
Training can be used as an effective tool of planning and control. It develops skills among workers and prepares them
for handling present and future jobs. It helps in reducing the costs of supervision, wastages and industrial accidents.
It also helps increase productivity and quality which are the cherished goals of any modern organization
• Distinguish between training and development
• Training is a program organized by the organization to develop knowledge and
skills in the employees as per the requirement of the job.
Conversely, Development is an organized activity in which the manpower of the
organization learn and grow; it is a self-assessment act.
• In training, the employees are imparted technical knowledge and skills related to
the particular job and stresses on improving the abilities of each worker.
• In contrast, development is a sort of educational process which focuses on the
growth and maturity of the managerial personnel.
 Comparison Chart
BASIS FOR COMPARISON TRAINING DEVELOPMENT

Meaning Training is a learning process in which Development is an educational

employees get an opportunity to process which is concerned with the
develop skill, competency and overall growth of the employees.
knowledge as per the job
requirement.

Term Short Term Long Term

Focus on Present Future
Orientation Job oriented Career oriented
Motivation Trainer Self
Objective To improve the work performances of To prepare employees for future
the employees. challenges.

Number of Individuals Many Only one

Aim Specific job related Conceptual and general knowledge

• Definition of Development
• The training for the top level employees is considered as development, also
known as management or executive development.
• It is an on-going systematic procedure in which managerial staff learns to
enhance their conceptual, theoretical knowledge.
• It helps the individual to bring efficiency and effectiveness in their work
performances.
• Development is not only limited to a particular task, but it aims to improve their
personality and attitude for their all round growth which will help them to face
future challenges.
• It changes the mindset of the employees and makes them more challenging or
competing.
• Key Differences Between Training and Development

• Training is a learning process for new employees in which they get to know about the key
skills required for the job. Development is the training process for the existing employees
for their all round development.
• Training is a short-term process i.e. 3 to 6 months, but development is a continuous process,
and so it is for the long term.
• Training focuses on developing skill and knowledge for the current job. Unlike, the
development which focuses on the building knowledge, understanding and competencies
for overcoming with future challenges.
• Training has a limited scope; it is specific job oriented. On the other hand, development is
career oriented and hence its scope is comparatively wider than training.
• In training, the trainees get a trainer who instructs them at the time of training. In contrast
to development, in which the manager self-directs himself for the future assignments.
• Many individuals collectively attend the training program. Development is a self-assessment
procedure, and hence, one person himself is responsible for one’s development.
What is eLearning?
• eLearning, or electronic learning, is the delivery of learning and training through
digital resources.
• Although eLearning is based on formalized learning, it is provided through
electronic devices such as computers, tablets and even cellular phones that are
connected to the internet.
• This makes it easy for users to learn anytime, anywhere, with few, if any,
restrictions.
• Basically, eLearning is training, learning, or education delivered online through a
computer or any other digital device
• The History of eLearning
• Some of these factors include:
• The Internet -  Prior to the rise of the internet, many relied on printed manuals, CD-ROMS
and other restrictive methods for learning and training. The rise of the internet allowed
organizations to abandon one-dimensional practices and utilize the flexibility of
eLearning.
• Development of Multimedia  -  As eLearning progressed, the ability to integrate elements
such as images, videos, audio and graphics proved to be a more reliable way of keeping
learners engaged compared to traditional learning.
• Affordable Digital Devices  - Considering the first IBM computer cost the equivalent of
almost $5000 today, it’s understandable that eLearning popularity rose as digital devices
became more affordable. Mobile learning also hugely facilitated the growth of eLearning.
• Well-Built Learning Management Systems - LMS’s have become more sophisticated,
moving from locally installed to cloud-based systems, with organizations increasingly
applying them to execute many forms of training. There are many 
things to consider when choosing an LMS; at a minimum ensure it has the functionality
and support you need to meet your objectives and those of your learners.
• How to Deliver eLearning
• 1. Using an LMS
• A learning management system (LMS) is a software application that is used to
deliver online training. A great LMS will go beyond this, by providing you with the
features and support you need to execute your eLearning strategy perfectly.
• Selecting an LMS can be daunting at first, but analyzing your training needs and
defining your requirements, should narrow your search significantly. There are
several different types of LMS’s that you can choose from, such as cloud-based,
open source, commercial, and installation-based.
• Cloud-based LMS’s have become the default for online learning as they allow you
to quickly create courses, enroll users easily, and accurately report on learner
progress.
• A good cloud-based LMS should allow you to easily scale your training delivery
and be backed by a superb customer success team whose sole objective is to
ensure you succeed.
• 2. SCORM
• To those new to the eLearning world, SCORM seems like a confusing concept. But we’ll
break it down here to help you better understand what it is.
• The good news is that using SCORM provides your learner with a more interactive,
engaging experience, and allows you greater control over the time spent on your courses.
• SCORM is an acronym that stands for Shareable Content Object Reference Model. But
don’t let that bewilder you!
• Basically, SCORM is a set of technical specifications that were developed to provide a
common approach to how eLearning content is developed and used. It standardizes the
way in which eLearning courses are created and launched. Most SCORM courses are
developed using popular authoring tools and therefore follow a similar structure.
• To use SCORM in your eLearning, you need to ensure that you have a SCORM-compliant 
LMS. Be aware however that SCORM adds extra expense to eLearning delivery due to the
cost of using an authoring tool.
• However, the benefits of using SCORM within your eLearning courses makes it worth the
investment.
• 3. xAPI
• Over the past couple of years,  xAPI has become the popular new standard for
delivering online training.
• xAPI is often described as the next evolution of SCORM, as it has redefined some of
the fundamental practices of tracking learning experiences. It adds extra
performance to SCORM and removes a lot of the restrictions of older specifications.
• It offers a level of flexibility that suits today’s fast-paced world. Moderns learners
want to learn on-the-go; while commuting to work, or while grabbing a coffee.
• xAPI has the ability to track these learning experiences, whether they happen within
an LMS or not, in one simple, consistent format. xAPI will essentially give you a
holistic understanding of your learners’ experience.
• However, xAPI isn’t without limitations. Some organizations misinterpret it’s
capabilities and think that using Tin Cin will result in beautifully designed course
content. This isn’t the case. The xAPI spec doesn’t improve UX or UI, and won’t
modify the design of a course in any way. xAPI only governs how data is tracked and
stored.
• Types of eLearning Training
• People use eLearning for a variety of reasons. Whether it’s to develop new skills
or learn remotely, the convenience and accessibility eLearning offers is huge.
Here, we’ll explain the 4 types of eLearning training that LearnUpon helps you
deliver.
• 1. Employee Training
• Employee training is the most frequent type of eLearning organizations use an
LMS for. Organizations utilize employee training for numerous reasons, such as
onboarding new hires and improving employee performance. Training employees
using an LMS formalizes training delivery and makes it more efficient.
• Compared to traditional training, eLearning more effectively encourages
professional development by promoting knowledge and an eLearning culture.
Furthermore, your LMS should allow you to create exams, run reports and gather
feedback so that you can continuously assess and improve training performance.
• 2. Compliance Training
• Compliance training is a necessity for most organizations. It informs your
employees on the laws or regulations applicable to their role and industry.
Compliance training is mandatory and tackles topics such as health, safety, and
dignity in the workplace.  Some examples of compliance training include:
• Diversity Training
• HR Law
• Anti-Harassment Training
• Running a smooth compliance training program helps to minimize the risk of non-
compliance and maintains your reputation. Your employees will also benefit from
a safer, more productive workplace. Furthermore, keeping up-to-date with
changing legislation and amending your training materials is made easier with
eLearning via a reliable LMS.
• 4. Customer Training
• The idea of training your customers may seem like an odd notion. But it has
profound value! Customer training programs help your customers use and
understand your product or service. This type of training is especially popular
with software providers.
• As well as raising the customer experience, customer training benefits the
organizations that run them too. You will experience better customer onboarding,
increased engagement with your product or services, and improved customer
retention.
• 5. Partner Training
• Also known as reseller training, partner training gives your partners the tools they
need to be successful members of your network. Types of training include
product information training, sales training, support training, marketing guidance,
etc. Often certified training is a prerequisite to becoming a partner.
• Partner training presents many benefits; it can help you engage partners, reduce
support costs, scale growth, and protect your brand
Competency Mapping
• Competency Mapping is a process of identifying key competencies for an
organization and/or a job and incorporating those competencies throughout the
various processes (i.e. job evaluation, training, recruitment) of the organization.
• A competency is defined as a behavior (i.e. communication, leadership) rather
than a skill or ability.
• The steps involved in competency mapping with an end result of job evaluation include the
following:
• 1. Conduct a job analysis by asking incumbents to complete a position information
questionnaire (PIQ). The PIQ can be provided for incumbents to complete, or you can conduct
one-on-one interviews using the PIQ as a guide. The primary goal is to gather from
incumbents what they feel are the key behaviors necessary to perform their respective jobs.
• 2. Using the results of the job analysis, you are ready to develop a competency based job
description. This is developed by carefully analyzing the input from the represented group of
incumbents and converting it to standard competencies.
• 3. With a competency based job description, you are on your way to begin mapping the
competencies throughout your HR processes. The competencies of the respective job
description become your factors for assessment on the performance evaluation. Using
competencies will help guide you to perform more objective evaluations based on displayed
or not displayed behaviors.
• 4. Taking the competency mapping one step further, you can use the results of your evaluation
to identify in what competencies individuals need additional development or training. This will
help you focus your training needs on the goals of the position and company and help your
employees develop toward the ultimate success of the organization.
Assessment Centre
• The term 'Assessment Centre' can be defined as:
• ‘A method for assessing aptitude and performance; applied to a group of
participants by trained assessors using various aptitude diagnostic processes in
order to obtain information about applicants' abilities or development potential.’
• Assessment centres vary widely in duration, format and content. More intensive
assessment centres may last two days, with an overnight residential stay. A range
of different activities are included in assessment centres to appeal to a variety of
candidates, and may include written assessments, personality tests (including 
Myers-Briggs), exams and role play.
• Group activities may also form a part of assessment centres, including group
business exercises, where each person takes turns playing the senior figure – this
is more prominent when recruiting for positions where leadership skills are
important.
• The most common exercises at an assessment center
• 1) The introduction
• 2) The inbox exercise
• 3) Role playing
• 4) The presentation
• 5) The group discussion
• 6)Goal setting exercise
• 7) Letter writing
• 8) Memo Writing
• Some of the commonly used training programs are listed below:
• 1. Induction training:
• Also known as orientation training given for the new recruits in order to make them familiarize
with the internal environment of an organization. It helps the employees to understand the
procedures, code of conduct, policies existing in that organization.
• 2. Job instruction training:
• This training provides an overview about the job and experienced trainers demonstrates the
entire job. Addition training is offered to employees after evaluating their performance if
necessary.
• 3. Vestibule training:
• It is the training on actual work to be done by an employee but conducted away from the work
place.
• 4. Refresher training:
• This type of training is offered in order to incorporate the latest development in a particular
field. This training is imparted to upgrade the skills of employees. This training can also be used
for promoting an employee.
• 5. Apprenticeship training:
• the best types of employee training methods for your workforce may include:
• Instructor-led training
• eLearning
• Simulation employee training
• Hands-on training
• Coaching or mentoring
• Lectures
• Group discussion and activities
• Role-playing
• Management-specific activities
• Case studies or other required reading
• What Is Training Needs Analysis?
• Training needs analysis is a process that a business goes through in order to determine all the training
that needs to be completed in a certain period to allow their team to complete their job as effectively
as possible, as well as progress and grow.
• There are 3 key steps involved in training needs analysis to ensure your business is making the most of
the process:
• Decide On Skill Sets
The first stage is to decide on the skill sets that you require all your team members to have in order to
do their jobs properly. This means looking at every job role within your business separately and
considering things like the different departments or levels of seniority which will affect this as well.
• Evaluate The Skills Of Staff
The second stage is to look at all your team members and evaluate their current skill levels in relation to
the skills you have laid out in the first stage of this process. This will allow you to see who is meeting
your expectations, and who needs to complete further training in order to meet the expected skill level.
• Highlight The Skills Gap
Now that you know where you want your team to be and the level they are currently at, you will easily
be able to see the gap (if any) that has appeared between the two. Now you know what the gap is, you
need to use training to help close that gap and ensure your team is at the level you expect them to be.
• Benefits For Your Business
• 1. Identify Knowledge Gaps Before They Become A Problem
• One huge benefit of conducting training needs analysis is the fact it can help you identify
any knowledge gaps your employees may have before it becomes an issue. It’s better to
highlight a potential problem and tackle it head-on, rather than becoming aware of the
skills gap when an issue arises because of it.
• The training needs analysis will allow you to take a proactive approach rather than waiting
for something to go wrong before you realise there is a problem.
• 2. Helps You To Plan Your Training For The Year
• Another huge benefit of training needs analysis is that it makes it much easier for you to
plan your training for the upcoming year (or whatever block of time you work with). Once
you have identified the skills gaps that exist in your business, and then all the staff
members who need additional training in certain areas, it’s easy to pull together a training
plan which will cover all these skills gaps.
• Rather than trying to guess the type of training that will be most useful to your
organisation, or who needs to complete the training, your training needs analysis will
make the whole task much easier, and you can be confident that the training you have
selected will make a direct impact on your business!
• 3. Highlights Training You May Not Have Considered
• It can be hard to sit down and plan out a training schedule for a large organisation without
completing some sort of background research first. You may think that you know the type of
training your team should be completing, but training needs analysis could actually highlight a
whole load of areas that your team needs training on that you never even considered before.
• That’s why training needs analysis is so useful because it can highlight training needs you may
not have considered before and show that you need to start offering training in different areas
to ensure your staff are performing at their best.
• Without the use of training needs analysis, you may never have considered a particular area of
training, which could have severely hindered your business.
• 4. Ensures Your Training Is Focussing On The Right Areas
• As we said above, it’s important to have concrete reasons for adding training to your training
schedule, as you can’t just assume what is and isn’t important for your team to learn. 
Completing a training needs analysis will allow you to see exactly what you need to focus on, but
it will also highlight the areas your team really don’t need any further training on for the
moment.
• If there are no apparent gaps in knowledge in a particular area, then running further training on
it could be a waste of time and money!
• 5. Helps To Decide Who Should Attend Which Training Sessions
• Another important step in planning training is to ensure the right people are in
the right training sessions. There is no point in making everyone in your
organisation attend every training session you run. It’s a massive waste of time
and money for your business, and staff won’t be engaged with training sessions if
they are frequently attending training which is of no use to them.
• A training needs analysis will enable you to target the correct people for each
training session, ensuring everyone is following a personalised training plan, so
they get the most benefit possible.
• 6. Helps You To Prioritise Training Needs
• When it comes to planning out your training, it can be hard to decide which
training sessions are the most important. However, training needs analysis can
help you pinpoint the training which needs to be completed ASAP, and which
training can be left till later down the line.
• When you think about the skills that each team member needs to have, you may
want to prioritise these regarding how key they are. For example, if you have a
customer-facing team, ensuring they have top-notch customer relations skills may
be top of the list.
• If you notice a gap in the face-to-face skills for some of these employees, it only
makes sense that you would want to tackle this first, as this is a key aspect of
their job role, and lack of training in this area could have a negative effect on your
business.
• All other train
Evaluation of Training Programme
The last stage in the training and development process is the evaluation of
training. Since huge sums of money are spent on training and development,
how far the programme has been useful must be judged.
According to Hamblin
Evaluating training is any attempt to obtain information(feedback) on the effects
of a training programme and to assess the value of the training in the light of
that information.
Principles of Evaluation
Evaluation of the training programme must be based on the
following principles:
•Training faculty must be clear about the goals and purposes of
evaluation.
•Evaluation must be continuous.
•Evaluation must be specific.
•Evaluation must provide the means and focus for trainers to be
able to appraise themselves, their practices and their products.
•Evaluation must be based on objective (quantitative) methods
and standards.
•Realistic target dates must be set for each phase of the
evaluation process.
•Evaluation must be cost effective.
• Methods   of  Evaluation
• Several   methods    can  be  employed  to  collect  data   on the outcome of training. Some
of these are:
• The opinions and  judgments  of trainers,    superiors     and  peers,
• Asking the  trainees    to fill up  evaluation  forms,
• Using  a questionnaire    to know  the  reactions    of trainees,
• Giving oral and  written   tests  to trainees   to ascertain    how far they have learnt,
• Arranging structured    interviews  with  the  trainees.
• Comparing trainees    performance   on-the-job  before   and  after  training,
• Studying profiles   and  career   development   charts    of trainees.
• Measuring levels  of productivity,  wastage.   costs,  absenteeism   and  employee turnover   
after  training.
• Trainees’ comments and  reactions  during   the  training   period,   and
• Cost benefit   analysis   of the  training   programme.
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