Training & Development

TRAINING AND
DEVELOPMENT
Training is teaching, or developing in oneself or others, any skills and
knowledge or fitness that relate to specific useful
competencies. Training has specific goals of improving one's capability,
capacity, productivity and performance.

Development is the framework for helping employees develop their

personal and organizational skills, knowledge, and abilities.
 Training and Development
BASIS FOR COMPARISON TRAINING DEVELOPMENT

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

employees get an opportunity to develop skill, which is concerned with the overall growth
competency and knowledge as per the job of the employees.
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 the To prepare employees for future challenges.
employees.

Number of Individuals Many Only one

Aim Specific job related Conceptual and general knowledge
 __________ refers to the learning
opportunities designed to help
employees grow.
a. Training
b. Development
c. Education
d. All of the above
 How does training and development
offer competitive advantage to an
organisation?
a. Removing performance decencies
b. Deficiency is caused by a lack of ability
c. Individuals have the aptitude and motivation to learn
d. None of the above
 Assessing Current Employees’ Training Needs

Assessment Center Results Performance Appraisals

Individual Diaries Methods for Job-Related Performance Data

Identifying
Training Needs
Attitude Surveys Observations

Tests Interviews
 Choose which of the following is a
benefit to the individual while receiving
training?
a. Creates an appropriate climate for growth,
communication
b. Aids in increasing productivity and/ or quality of work
c. Satisfies a personal needs of the trainer
d. None of the above
 Which of the following is a benefit of
employee training?
a. Improves morale
b. Helps people identify with organisational goals
c. Provides a good climate for learning, growth and co -
ordination
d. None of the above
 Types of Training

Skills Training
Refresher Training
Team Training
Creativity Training
Diversity Training
Literacy Training
Orientation Training
 Inputs in T & D
• Skills
• Education
• Ethics
• Attitudinal changes
• Decision making skills
Training Process
Initiatives to Rectify Performance Discrepancy
Performance Discrepancy

Yes

Is it worth fixing

Yes

Reward/Punishment Obstacles in the

KSA Deficiency Inadequate Feedback
Incongruence System

Yes Yes Yes Yes

Choose Appropriate Change Provide Proper

Remove Obstacles
Remedy Contingencies Feedback

Job Aid

Training

Practice

Change the Job

Transfer or Terminate
 Which of this is a step in training
process?
a. KSA deficiency
b. Provide proper feedback
c. Obstacles in the system
d. Use of evaluation models
Which of the following is a method used
in group or organisational training
needs assessment?
a. Consideration of current and projected changes
b. Rating scales
c. Interviews
d. Questionnaires
Levels of Training Evaluation
Levels Questions being asked Measures

Accidents
Quality
Productivity
Is the Turnover
organisation or Morale
unit better because Costs
Result Profits
of the training?

Performance
Are trainees behaving differently Appraisal by
on the job after training? Are they superior, peer,
using the skills and knowledge client,
Behaviour subordinate
they learnt in training?

Written tests
To what extent do trainees have greater Performance
knowledge or skill after the training tests
programme than they did before? Graded
Learning
simulations

Did the trainees like the programme, the trainers, the

facilities? Do they think the course was useful? What
Questionnaires
improvement can they suggest?
Reaction
ON THE JOB OFF THE JOB
METHODS METHODS
• Job Rotation • Classroom Lectures
• Coaching • Audio-Visual
• Job Instruction • Simulation
• Committee Assignments • Vestibule Training
• Apprenticeship • Case Studies
• Internship • Role Playing
• Programmed Instructions
 Vestibule training utilises equipment
which closely resemble the actual ones
used on the job.
TRUE
FALSE
 Which of these is an off - the - job
training method?

a. Television
b. Job rotation
c. Orientation training
d. Coaching
 Training Methods (continued)
• On-the-Job Training (OJT)
– Having a person learn a job by actually doing the job.
• Types of On-the-Job Training
– Coaching or understudy
– Mentoring
– Job rotation
– Special assignments
• Advantages
– Inexpensive
– Learn by doing
– Immediate feedback
On-the-Job Training
Steps to Help Ensure OJT Success

1 Prepare the Learner

2 Present the Operation

3 Do a Tryout

4 Follow Up
 Training Methods (continued)
• Effective Lectures
– Don’t start out on the wrong foot.
– Give listeners signals.
– Be alert to your audience.
– Maintain eye contact with audience.
– Make sure everyone in the room can hear.
– Control your hands.
– Talk from notes rather than from a script.
– Break a long talk into a series of five-minute talks.
– Practice and rehearse your presentation.
 Programmed Learning
Presenting Providing
Allowing the
questions, facts, feedback on the
person to
or problems to accuracy of
respond
the learner answers

• Advantages
– Reduced training time
– Self-paced learning
– Immediate feedback
– Reduced risk of error for learner
 Computer-Based Training (CBT)
• Advantages
– Reduced learning time
– Cost-effectiveness
– Instructional consistency
• Types of CBT
– Interactive multimedia training
– Virtual reality training
Distance and Internet-Based Training

Teletraining

Videoconferencing
Distance Learning
Methods
Internet-Based Training

E-Learning and
Learning Portals
 Management Development

Long-Term Focus
of Management
Development

Assessing the Appraising Developing the

company’s managers’ managers and
strategic current future
needs performance managers
Management Development (continued)
Managerial
On-the-Job
Training

Coaching/
Job Action
Understudy
Rotation Learning
Approach
Management Development (continued)
Off-the-Job Management Training
and Development Techniques

The Case Study Method Role Playing

Management Games Behavior Modeling

Outside Seminars Corporate Universities

University-Related Programs Executive Coaches

______________________ is concerned
more with career growth than immediate
performance
a. Training                    
b. Education                    
c. Instruction                  
d. Development
 Managing Organizational Change
and Development

What to Change

Strategy Culture Structure Technologies Employees

Managing Organizational Change
and Development (continued)

The Human
Resource Manager’s
Role

Effectively
Organizing
Overcoming using
and leading
resistance to organizational
organizational
change development
change
practices
Managing Organizational Change
and Development (continued)

Overcoming Resistance to Change:

Lewin’s Change Process

1 Unfreezing
2 Moving
3 Refreezing
 Development concerned more with
__________________
a. Immediate performance               
b. succession planning                  
c. career growth                 
d. All of the above
 How to Lead the Change
• Unfreezing Phase
– Establish a sense of urgency (need for change).
– Mobilize commitment to solving problems.
• Moving Phase
– Create a guiding coalition.
– Develop and communicate a shared vision.
– Help employees to make the change.
– Consolidate gains and produce more change.
• Refreezing Phase
– Reinforce new ways of doing things.
– Monitor and assess progress.
 References
• http://www.whatishumanresource.com/off-the-job-method
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