Training & Development

Training and Development

Human resource management regards training

and development as a function concerned with
organizational activity aimed at bettering the job
performance of individuals and groups in
organizational settings.
 Definition

Lawrence S. Kleiman defines Training and

Development (T&D) as “planned learning
experiences designed to provide workers with the
competencies needed to perform their current or
future jobs.”
 Training vs. Development

Training is referred to as teaching specific job skills

and behavior.
Development is more general than training and
more oriented towards individual development
besides fulfilling job specific needs.
Basis Training Development

Focus Technical and Theoretical skills and

mechanical oriented conceptual ideas
operations
Time Current jobs and Future jobs and long-term
Horizon short-term gains accruals
Concern Specific job skills and Enhancement of general
behavior knowledge and
understanding of non-
technical functions
Participants Non-Managers Managers & executives

Continuity One-shot deal Continuous on-going process

Goal Enhancement of job Personal growth and

skills development
Motivation / Extrinsic/Imposed Intrinsic/Voluntary
Participatio
n
 Need of T&D

Deployment of new employees

 Cultural & Technical Orientation
Quality/Performance Improvement Programs
Promotion/Transfer
Standardization of Operations
Foreign Assignments (cross cultural training)
Technological Change
Structural Change
Succession Planning
 Importance of T&D

Workforce Efficiency/Effectiveness
Attracting/Retaining the Talent
Organizational Development
In-house Talent Development
Corporate Image
Cost-cutting/Profitability
Employee Satisfaction
Competitive Advantage (Better Human Capital)
Legal Compliance
 Objectives of T&D

To help new employees get acquainted with the companies’ culture and
ethos.
To prepare the newly recruited and already employed to meet current
and future needs of the job.
To achieve consistency in operations
To improve the job performance
To address the weakness in workplace skills
To prevent obsolescence of skills
To reduce supervision, wastage and accidents.
To increase the quality and quantity of the output.
To foster individual and group morale
To comply with obligatory training requirements for specific jobs
To prepare employees for future roles.
Q/A