Training and

Development
By Group 2
 • Carefully selecting employees
doesn’t guarantee they’ll
perform effectively.
Why orientation • Even high-potential employees
can’t do their jobs if they don’t
and training is know what to do or how to do it
important in any • Making sure your employees do
Organization? know what to do and how to do
it is the purpose of orientation
and training.
 • Employee Orientation
onboarding provides new employees with the basic
back- ground information (company rules) they need
to do their jobs and help them start becoming
emotionally attached to and engaged in the firm.
• Orientation Content
Orienting Information on employee benefits
Employees Personnel policies
The daily routine
Company Organization and operations
Safety measure and regulation
Facilities tour
 Continue…
A Successful orientation should accomplish four things for new employees

Make the new employee feel welcome and at home and part of the team.

Make sure the new employee has the basic information to function effectively and
expectations in terms of work behaviour. .

Help the new employee understand the organization in a broad sense

Start socializing the person into the firm’s culture and ways of doing things.
Example
(Welcome to
Deloitte)
The Training process
Training
The process of teaching new employees the basic
skills they need to perform their jobs.

The strategic context of training

Performance Management the process employers
use to make sure employees are working towards
organization Goal
Web-based training
Distance learning-based training
Cross-culture diversity training
The ADDIE Five-Step Training Process-

Develop the course

Analyse the training Design the overall (actually accumulating
need. training program. /creating the training
materials).

Implement training, by
training the targeted
Evaluate the course’s
employee group using
effectiveness
methods such as on-the-
job or online training.
Manish slides
7,8,9
Yamineesh slides
10,11,12
On job training (OJT): Advantages
On job training methods
 Job
rotation

Under
Job-
study/
instruction
Internship

Mentoring
OJT Committee
assignmen
t

Apprentice
Coaching
ships
JOB ROTATION
• A job design technique in
which employees are
moved between two or
more jobs in a planned
manner.
• Job rotation is a well-
planned practice to
reduce the boredom of
doing same type of job
everyday and explore the
hidden potential of an
employee.
JOB INSTRUCTION
• Step-by-step training in
which the trainer explains
the way of doing the jobs,
gives the job knowledge
and skills to the trainee and
allows him to do the job.
• The trainer appraises the
performance of the
trainee, provides feedback
information and corrects
the trainee.
COMMITTEE
ASSIGNMENTS
• Under the committee
assignment, group of
trainees are given and
asked to solve an actual
organizational problem.
• The trainees solve the
problem jointly.
• It develops team work
and improve it.
 APPRENTICESHIPS
• Apprenticeship is a formalized
method of training curriculum
program that combines
classroom education with on-
the-job work under close
supervision.
• The training curriculum is
planned in advance and
conducted in careful steps from
day to day.
• They have to work in direct
association with and also under
the direct supervision of their
masters.
 COACHING
• One-to-one training.
• The trainee is placed under a
particular supervisor who
functions as a coach in training
the individual.
• The supervisor provides
feedback to the trainee on his
performance and offers him
some suggestions for
improvement.
• LIMITATION- trainee may not
have the freedom or
opportunity to express his own
ideas.
 MENTORING
• Job mentoring involves
providing an employee with
an experienced coach to
oversee his or her learning
experience.
• The trainee employee learns
the job firsthand and may
consult the mentor or coach
at any time for assistance.
• The focus in this training is
on the development of
attitude.
 UNDERSTUDY
• A superior gives training
to a subordinate as his
understudy like an
assistant to a manager
or director.
• The subordinate learns
through experience and
observation by
participating in
handling day to day
problems.
The 4 Step Method
• The 4 Step Method is widely regarded as the most efficient mode of OJT
training. It was introduced to the military in the Second World War, when there
was a need to train a large number of people quickly and effectively.
• Since then the 4 Step Method has been adopted by thousands of business as
the preferred way to complete OTJ training.

Benefits of the 4 Step Method

• It's easy to understand. Using the four-step method will satisfy both trainer and
trainee.
• It can be used on the job.
• It doesn’t require training expertise
• It provides a template for nearly every training situation.
• One of the best things about the 4 Step Method is its universal application.
Even if the trainer has very limited training experience, the 4 Step Method
allows for procedures to be explained in the simplest terms.
 • Prepare the learner
1. Prepare yourself (the trainer)
2. Know what you're there to train and exactly how you're going to train them.
#1 3. Prepare training materials
4. Prepare the training environment

• Present the operation

1.Present training material
2.Demonstrate the task
#2 3.Verify the trainee understands and answer any questions

• Try out
1.Allow trainees’ time and space to practice
2.Observe trainees’ practice
#3 3.Provide feedback to trainee
4.Help trainees to gain speed and develop accuracy

• Follow-up
1. Designate a helping hand or supervisor
2. Gradually decrease supervision, let the learner do himself.
#4 3. Correct the faults before they become habit.
4. Compliment for good work.
Namrita &Pranjal
slides 16- till end
 • Consists of sequence of step-by-step instructions
Job Instruction • First step is to list the required steps in the job in proper
Training sequence
• Second step is to list key point corresponding to each step
Lectures
A quick and simple way to present knowledge to a large group of people.
Guidelines to present lectures:

• Don’t start with a joke

• Speak only what you know well
• Control your hand movements
• Use anecdotes and stories to explain
• Main eye contact with trainees
• Repeat questions received from trainees
• Be alert for any negative signals like boredom
• Make sure everyone in the room can hear
• Use signals. Example – Use points to give details
• Break the long talk into series of small talks
• Use brief PowerPoints slides and spend one minute on each point
 Programmed Learning
Programmed Learning can use any medium like textbook, iPad, or
the internet. It is step-by-step, self-learning method that consists of
three parts.
1. Presenting questions, facts, or problems to the learner
2. Allowing the person to respond
3. Providing feedback on the accuracy of the problems, with
instructions on what to do next

The advantages of this method are:

• More facts and follow-up questions are raised

• Next question depends on the previous answer given by
trainees
• Feedback for the answers provides reinforcement
• Reduces training time
• Trainees learn at their own pace, get immediate feedback
Training Methods
(cont’d)
Simulated training (occasionally
called Vestibule training)

• Training employees on special off-the-

job equipment so training costs and
hazards can be reduced.
Electronic Performance
Support Systems (EPSS)
• computerized tools and displays that
automate training, documentation, and
phone support.
• Performance support systems are modern
job aids.
• Eg: Call center representatives, pilots
Learning Portals

• A learning portal is a section of an

employer’s website that offers
employees online access to training
courses.
• Skill development, In-house trainings,
24*7 access to learning materials.
Distance and Internet-
Based Learning

Teletraining
 Trainer in central location, employees in
remote location. Telecommunication
channels, TV hookups.
VideoConferencing
 Trainer and trainees are Geographically
separated. Use of Audio-Video
instruments.
Training Via Internet
 Using internet to facilitate computer-
based training.
Thank You