AN OVERVIEW OF

THE TRAINING
PROCESS
 TRAINING
&
DEVELOPMENT
Training Needs
Three reasons why people don’t behave as
they are expected
They don’t know (Knowledge gap)
CONCEPTUAL NEED
They can’t do (Skill gap)
BEHAVIORAL NEED
They won’t do (Motivation gap) ATTITUDINAL
NEED
 TRAINING
A learning experience in that it seeks a
relatively permanent change in an
individual that will improve his/ her ability
to perform on the job. It involves changing
of
 Skills
 Attitude
 Knowledge
 DEVELOPMENT

More future oriented and more concerned

with education than is training.
Management Development activities
attempt to instill sound reasoning processes
to enhance one’s ability to understand and
interpret knowledge.
It focuses on the personal growth & on
Analytical
Skills
Conceptual
Human
 T&D
Increases job skills- It shapes attitude –
specific skills overall growth
Short term Long term
perspective perspective
Job centered Career Centered
The role of a trainer Internally motivated
is very important for self development
Training need Analysis
Needs assessment, or needs analysis, is the
process of determining whether the
organization’s needs, objectives, and problems
can be met or addressed by training.
For example when Reliance 5 years ago had
their major focus on petroleum , hence there
training was mostly based on safety but now
Reliance has moved towards customer
interactive industry such as retail hence
they have to make changes in their training
programme and inculcate customer
interaction skills.
needs assessment is a three-step process that
consists of organizational analysis (e.g., Which
organizational goals can be attained through
personnel training? Where is training needed in
the organization?),
Tata power –initially focused on generation of
power and then moved into distribution of power
– home automation- hence the competency needs
to change at every step . For example Tata power
is looking more into block chain and data
analytics . Hence they have opened analytics
school where some employees need to be aware
about data analytics, some employees need to be
Master the data analytics and some
employees need to excel on it. So
employees will learn data analytics as per
the requirement in their jobs.
task analysis (e.g., What must the trainee
learn in order to perform the job effectively?
What will training cover?), and
person analysis (e.g., Which individuals need
training and for what?).
Tata Group as a whole is perceived as a less
agile organization and they want to be more
agile. This is skill gap
So they are taking the following steps
They have allotted 5 points in their
performance appraisal under the dimension
innovation with the heading “Dare to
drive”- employees who have done anything
new will get points and those who have not
will loose points
Second they conduct contests group wise
where the teams come up with new ideas and
all the teams who are participating are
rewarded however 5-6 teams ideas are actually
taken up further for improving the organization

They also choose employees and train them for

design thinking . All the GMTS and MTS
are a part of design thinking training ,
employees who have been performing
consistently good for the last three years are
chosen- winners of open contest –
employees are also chosen by their line
managers
Organizational Analysis
Organizational analysis examines where
training is needed in the organization and
under what conditions the training will be
conducted. It identifies the knowledge,
skills, and abilities that employees will need
for the future, as the organization and their
jobs evolve or change
Analysis of HR data can indicate areas
where training could improve performance.
For example, departments or divisions with
high turnover, high rates of absenteeism,
poor performance or other problems can be
tagged. After a thorough analysis, training
objectives can be determined and the
appropriate training developed.
HR and line management also need to
anticipate and plan for changes.
Three such changes that should be carefully
considered are:
• Future skill needs
• Labor pool
• Changes in laws and regulations
Future skill needs: How is your
organization changing?

• Compliance with affirmative action plans.

Affirmative action guidelines require HR
and management to be aware of equal
employment opportunity (EEO) regulations
and understand compliance goals.
• Installation of new equipment.
Changes in standards and procedures.
Whenever performance standards or
procedures change, the need for new skills
will occur.
• Working in a team environment. New
interpersonal skills and decision-making
will be needed with this type of cultural
change.
 Changes in the labor pool.

Organizations have to plan for adjustment as

the labor pool changes. As more women,
minorities, immigrants, and older workers
join the workforce, employers must plan
how to accommodate employees' diverse
needs and still get the job accomplished.
Task Analysis
Task analysis begins with job requirements
and compares employee knowledge and
skills to determine training needs.
Examining job descriptions and
specifications provides necessary
information on expected performance and
the skills employees need to accomplish
their work.
A good task analysis identifies.-
• Tasks that have to be performed
• Conditions under which tasks are to be
performed
• How often and when tasks are performed
• Quantity and quality of performance
required
• Skills and knowledge required to perform
tasks
• Where and how these skills are best
acquired
Individual Analysis
Individual Analysis targets individual
employees and how they perform in their
jobs. Using information or data from an
employee's performance review in
determining training program needs is the
most common method.
 TYPES OF TRAINING
On the job: Apprentice
Job rotation
Mentoring
coaching/Understudy
Job shadowing

Off the job: Role playing

https://www.youtube.com/watch?v=Ie0K1GsDM08
Lecture
Case Discussion
Brain storming
In basket
Programmed inst
https://www.youtube.c https://www.youtube.c
om/watch?v=5i18_4sb om/watch?v=KO9w9i
CHc wXHt8
DEVELOPMENT PROGRAMS
 WHY T & D
No one is a perfect fit at the time of hiring and
some training & development must take place.
Planned development programs will return
values to the organization in terms of :
increased productivity
reduced costs
Morale
Flexibility to adapt to changing requirements
Moulds employees’ attitude
Helps them achieve better co-operation
Creates greater loyalty to the orgn
Reduces wastage and spoilage
Reduces constant supervision
Improves quality
 Responsible for Training
Top Mgmt – Frames the Trg policy
HR Dept – plans, establishes and
evaluates
Supervisors – implement and apply
development procedure
Employees – provide feedback,
revision and suggestions