Chapter 1 .

Overview of Training in
Organizations
(1)Training- Its Meaning

(2) Important Concepts

of Training

(3 )
Training, Education & Development

(4) The Benefits of Training

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Chapter 1 . Overview of Training in Organizations

(5)Career in Training

(6) Training as an open system

(7) A Training Process Model

(8)Trends in Training

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 (1)Training- Its Meaning
A Planned & Systematic Effort

Roger Buckley & to modify or develop

Jim Caple knowledge/ skill/attitude

through learning experience

to achieve effective
performance

in an
activity or range of activities

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(1)Training- Its Meaning
Training --------is an opportunity
to learn-job specific KSA
 Training can not provide guarantee of
learning

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(1)Training- Its Meaning
The learning from training will depend on------
Proper KSA and motivation of trainer
 prerequisite knowledge, motivation and self-
efficacy of trainees
Training Materials
Proper Physical ,Social and Psychological
Environment in Training Class
Culture of Organization

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(1)Training- Its Meaning
Different Meanings of the term Training
 Training is a Discipline- Different Universities offer
course on training, researches are being conducted on
training, there are books and journals on training
 Training is an art
 Training is a function

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(1)Training- Its Meaning
Different Meanings of the term Training
 Training is investment of time, money, manpower,
etc.
 Organization can develop strategy regarding
training so it can also work as strategy

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(1)Training- Its Meaning
Different Meanings of the term Training
 Training is an open system(it consists of input,
process and output)

 Training department/section is a subsystem of the

organization

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(1)Training- Its Meaning
 Training is a process
 Training is one of the important sources
of learning

Can you integrate these different meanings of

the term training ?

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2) Important Concepts in Training

(a) Knowledge

(b) Skill

(c) Attitudes

(d) Competencies

(e) Education

(f) Learning

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 (a) Knowledge

(i) “Justified True Belief”-Plato

(ii) Knowledge acquisition

involves complex
cognitive processes-

perception learning communication association reasoning

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 (a) knowledge

complete understanding
of a subject
(iii) knowledge-

the ability to use it

for a specific purpose

if appropriate

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 (a) knowledge

Knowledge

(iv) three outcomes

of learning (P.N. Blanchard
& James W. Thacker) Skill

Attitudes

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(a) knowledge

the facts people learn

Knowledge covers

the strategies they learn

for using those facts,
all cognitive in nature

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 (2) Important Concepts in Training
The knowledge category
of learning includes

Declarative Procedural Strategic

Knowledge Knowledge Knowledge

The information
we acquire & place How when & why
Into memory

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 (2) Important Concepts in Training

some degree of factual

Procedural information must be
Knowledge there before rules
for it can be developed

used for planning,

Strategic monitoring & receiving
Knowledge goal-oriented activity

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 (b) SKILL
Another outcome
of learning

General capacities needed

Skill to perform a task/tasks

Skill depends
on the knowledge

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 (2) Important Concepts in Training
(b) Skill
Operating a piece
of equipment

Communicating
Examples
Effectively

Implementing
Business Strategy

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 (2) Important Concepts in Training

Difference between Skill and Knowledge

a proficiency at
Skill
doing something

Knowing
Knowledge about it

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 (2) Important Concepts in Training

(b) Skill

Two levels of
Skill Acquisition

Compilation Automaticity
(lower level) (higher level)

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(2) Important Concepts in Training
(b) Skill
i) Compilation
(lower level)

learning Needs to think about

a particular skill
or only recently learned --- what he/she is doing

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 (2) Important Concepts in Training

(b) Skill
masters the skill
& uses it

ii) Automaticity
(higher level)
able to perform the skill
without really thinking
about specific actions

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 (2) Important Concepts in Training
(c) Attitudes
A mental set

Attitudes

The beliefs & opinions

the person holds about
objects or events ----create
positive or negative feelings
about those objects
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 (2) Important Concepts in Training
important issues for training
(c) Attitudes
because ----Attitudes
affect Motivation

Attitudes
influences
Behaviour

Attitude that motivates

employees to perform
or learn more effectively
need to be addressed by training
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 (2) Important Concepts in Training
(d) Competencies

A broad grouping
of knowledge, skill & attitudes

Competencies

that enables a person

to be successful
-----at a number of specific tasks

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 (2) Important Concepts in Training
(e) Education

“to develop the

knowledge, skill or character”

Education

“Education is about drawing

out what is already within
the students”-Socrates

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 (2) Important Concepts in Training
(e) Education (Eric Hoffer)

The central task of education ------

to implant a will
& facility for learning

Education

should produce not learned

-----------but learning people

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 (2) Important Concepts inTraining
(e) Education (Eric Hoffer)

A Learning Society
------ The truly Human Society

Education

Where grandparents, parents

& children are students together

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(2) Important Concepts in Training
(e) Education (Eric Hoffer)

to teach a student to live

his life by developing his
Only Purpose of
mind & equipping him
Education
to deal with reality

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 (2) Important Concepts inTraining

(e) Education (Eric Hoffer)

to think, to understand,
to integrate & to prove

has to be taught-
the essentials of the knowledge
discovered in the past &
to be equipped to acquire
further knowledge of his own effort

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 (2) Important Concepts in Training
(e) Education (Bill Beattie)

to teach us rather
how to think than what to think

The aim of education

than to load the memory

with the thoughts of other men

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 (2) Important Concepts in Training
(e) Education

to leave a man in the

The real object condition of continually
of education asking questions

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 (2) Important Concepts in Training
(e) Education (Roger Buckley)

Education

A process & to assimilate that are not

series of to enable & develop simply related
activities an individual to a narrow field
knowledge, skills, of activity but allow
values & a broad range
understanding of problems to be
defined, analyzed
& solved
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(2)
(f) Learning

One of the most

important mental function

Learning
A relatively permanent change
in cognition (understanding
and thinking)--that results
from experience and that
directly influences behavior

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 (3 )Distinction among Training, Education &
Development

Development-----
the learning of KSAs

development -------------------------------the result of the

learning

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(3 )Distinction among Training, Education &
Development
Training--- Focuses on Job Specific KSAs
Education– Focuses on more general KSAs
Development-

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(3 )Distinction and Relation among Training,
Education & Development
Development-----
the learning of KSAs

development -------------------------------the result of the

learning

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(3 )Distinction and Relation among Training,
Education & Development
Now, Training Departments are called HRDD (Human
Resource Development Dept.)
Management training is called Management
Development
Change in term reflects the change from a focus on the
process (training)
to on the process & outcome (development)

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(4) The Benefits of Training
(i) Employees
 Intrinsic Rewards
 Extrinsic Rewards
(ii) Organization
 Reduced Wastage
 Reduced Turnover
 Reduced Accidents
 High Productivity
 Customer Satisfaction
 Others

(iii) Society
Development and Proper Utilization of Human Resource

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(5) Career in Training
 Trainer of of the Training (ToT) Course and or Trainer
of any other Course
 Executive of Human Resource Development
Department (HRDD) or Section

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 (6). Training as an Open system
Training’s Organizational Environment
Mission Vision Strategy Structure Policies Procedures
Finance Resources People Products Technology

Training Subsystem
Input Process Output

TNA Knowledge
Employees Needs Design Skills
Budget Development Attitudes
Equipment Implementation Motivation
Staff Evaluation Job Performance

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 (7).Training Process Model

Training as a Process includes following Steps

I. Training Needs Assessment
II.Designing Training Program (TNA)
III.Implementation of Training Program
IV.Evaluation of Training Program
V. Checking and Ensuring the Implementation of Learning
from Training Program.

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(8) Trends in Training
(a) Aligning training with business strategy
 A top priority not only for training managers but for other
HR managers and other business executives also -
Why?
(i)Reliable evidence of training’s impact
(ii)The business environment over the last decade has been
changing rapidly – training is essential to cope up with
change
(iii)Companies are now realizing that knowledge is a
competitive advantage and training is a competitive
tool, companies are aligning training with their
strategy
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 (8) Trends in Training
(iv) High economic growth and the outsourcing boom
have created increased demand for skilled manpower
(b) Advances in technology
Rapid advances being made in learning technologies like
blogs, twitter, face book, MySpace &LinkedIn offer
ways to enhance or in some cases replace the
traditional training
(c)Managing Talent due to changing Demographics
 India will have a surplus of people in the working age
group by 2020. So, the key challenges will be Talent
Development & Management
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(9) Trends in Training
(d) Quality and Continuous Improvement
 Training must be as an essential part of the
organization’s performance improvement system
 If not it will continue to be seen as a cost centre
providing less valued contributions to the
organization

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