TRAINING

AND
DEVELOPMENT
Group Members:
Sarthak Bansal
Shanu
Shivam Gupta
Vanita Goyal
Vanshika Mittal
Vivek Agrahari
 TABLE OF CONTENTS

1. Definition of Training Development

2. Why T&D is important?
3. Advantaged of Training & Development
4. Disadvantaged of Training & Development
5. Difference between T&D
6. Formal and Informal Training
7. Instructional Systems Design
8. ADDIE Model
9. T&D During/After the Covid 19 Pandemic
10.Sources of T&D
11. Tools of T&D
12.Training and Development Methods
13.On-the-job Training Methods
14.Off-the-job Training Methods
 DEFINITION

Training : is the formal and systematic

modification of behavior through learning which
occurs as a result of education, instruction,
development and planned experience.

Development : is any learning activity, which is

directed towards future, needs rather than present
needs, and which is concerned more with career
growth than immediate performance.
 WHY T&D IS IMPORTANT

FOR ORGANIZATION FOR EMPLOYEES

Advantages of Training and Development

•Improving Employee Performance

•Updating Employee Skills

•Avoiding Managerial Obsolescence

•Creating an Efficient and Effective Organization

 Disadvantages of Training and
Development

• Can be a financial drain on resources

• Often takes people away from their job for
varying periods of time;
• Narrow experience
 DIFFERENCE BETWEEN T&D
BASIS TRAINING DEVELOPMENT
Training is a learning process in which Development is an educational process which is
Meaning employees get an opportunity to develop skill, concerned with the overall growth of the employees.
competency and knowledge as per the job
requirement.

Term Short Term Long Term

Focus on Present Future

Learning Technical knowledge and skill Conceptual and theoretical knowledge
Orientation Job oriented Career oriented
Motivation Trainer Self
Objective To improve the work performances of the To prepare employees for future challenges.
employees.
No. of Individuals Many Only one
Aim Specific job related Conceptual and general knowledge
FORMAL AND INFORMAL TRAINING

 Formal Training follows some designed form.

 Also known as Systematic Training.
 Formal Training tends to include preferred results,
learning activities intended to achieve the results and
some form of evaluation.
 In Formal Training, each phase of the process produces
results directly needed by the next phase.
 Informal training does not have an intended, consistent
form and usually occurs rather spontaneously and/or
casually.
 INSTRUCTIONAL SYSTEMS
DESIGN (ISD)
Instructional Systems Design (ISD) is a type of
formal approach to training where the goals of
the training are carefully determined often from
various types of assessments of the learners,
goals are established to address the results of the
assessments, various methods of training and
learned are developed and designed to achieve
those goals, and evaluation plans are established
the measure the quality of the training and extent
of achievement of the goals.
 T&D DURING/AFTER THE COVID-19
PANDEMIC
 Learning and Development play an important role for corporate and
business.
 Learning and Development strategies now maximize the use of
online learning platforms.
 The increased use of eLearning also shapes how data is being stored.
 Unlimited boundaries of eLearning access can spark interesting
approaches.
 Learning and Development during a Pandemic is all about adapting.
 Digital learning might just be the solution that helps corporations
maintain a productive and healthy workforce during difficult crisis.
 SOURCES OF TRAINING AND
DEVELOPMENT

Massive Open Purchasing pre-

Developing
Online Courses Adapting training developed or
training
(MOOCs) canned training
 TOOLS OF
TRAINING AND DEVELOPMENT
Learning Management

Learning Experience Platforms

Video Training Tools

Microlearning Platforms

Project Management and Planning Tools

Content Creating Tools

Content Management Tools

Communication Tools

Social Networks
 TRAINING AND DEVELOPMENT
METHODS
"Training and development methods refer to the way a
job is being performed or the technique used to enhance
the skills and knowledge of an employee.”
There are a various methods tools and techniques which are
being used by Training and Development
The biggest challenge is to choose the right training methods
and techniques. 
The role of HR is very important  while choosing a right
type of training methods for the employee.  The HR job is to
keep in mind the size of the organization, nature of job and
types of workers and most importantly the current method to
prove to be the cost-effective as well useful which can tender
the best results. 
 TRAINING METHODS IMPORTANCE
Training methods are the basic outline of the training program. The
importance of training methods includes-
 It is vital to choose the right training method as it affects the
outcome of training program.
 The selection of training methods affects the budget and resource
investment of the organization.
 The right training method can lead to improvement in skill and
knowledge of the employee.
 Appropriate training methods act as a motivating tool to improve
job satisfaction of the employee. 
 The training method is a core part of the training program which
aligns the training program with the objective of the organization.  
 On-The-
Job
Training
Off the job Interactive
Training Training

Methods of
Training and
Development
Off the job Training
The information about vision and mission of the
company and the company policy is also conveyed
to the employees during off-the-job training.

On-The-Job Training
During on-the-job training the employees are
involved in the real work activities and learn
through experience.

Interactive Training
The interactive training ensures that employees are
actively involved in the learning process
 ON THE JOB METHODS

Job rotation

Coaching

Job instructions

Committee assignments

Internship training
 Disadvantages of On-the-Job Training
Advantages of On-the-Job Training
•The on-the-job training is not properly
•It is a flexible way to train the employees.
structured and the training environment is not
created.
•It is less expensive as compared to other
training methods.
•It is difficult for employees to learn when the
managers providing on-the-job training lack in
•It motivates and encourages the employee to
training skills.
learn and perform at work.
•As training and work both is going on hand in
•Not much additional arrangement required to
hand the performance criteria is not clearly
conduct the training of the employee.
defined.
 Vestibule
Simula-tion
Training
Case Study
Lectures
Method

In-basket Grid
method training

Business
Role play
games

Off the
Job Manage-
Incident
ment
method Training education
Methods
Case study method: To impart critical and analytic thinking among employees
a business problem is assigned to the employees.

Incident method: A real situation is created in the term of incident and the
group of employees is asked to make a decision on the given issue.

Role play: In a simulated situation the employees are asked to assume that they
are playing role of an individual present in a problem.

Business games: Here group of employees are asked to discuss the activities

and functions of an imaginary organization.

Lectures: For large number of employees attending the training, lecture

method is very useful.
  

Simulation Exercises Method: Simulators are a group of

training devices of varying degrees of complexity that model the
real world. They range from simple paper mock-ups of
mechanical devices to computerized creations of total
environments.

In -basket Training (IBT) Method:

• IBT is a method where the trainee is required to examine a
basket full of papers and files relating to his area of work and
make recommendations on problems contained in them.
• This method is meant for trainees in a managerial level to
improve their decision-making and problem-solving abilities.
• This is a form of simulation training designed around day to-
day business situations and hence is transferable to the job
experiences.
• The participant is usually asked to establish priorities for and
then handle a number of office papers.
 Vestibule Training Method:

• This kind of training takes place away from the production area on
equipment that closely resembles the actual ones used on the job.
• It is a type of off-the-job training in which employees get training
in a realistic job setting but in a location different from the one in
which they would be working.
• For example, a group of lathes may be located in a training center
where the trainees will be instructed in their use.
• The word ‘vestibule’ means entrance.
• Thus vestibule training serves to facilitate full-fledged entry into
job.
 Advantages of Off-the-Job Training Disadvantages of Off-the-Job Training

•The normal operation of organization remains •The training is artificial in nature and not
undisturbed directly in context to the work.

•Trainers who provide training are well •It is quite expensive to implement
qualified and experienced.
•The work hours of the employees is lost which
•The training program is properly drafted and can lead to lost productivity of the organization.
well organized.