TRAINING AND DEVELOPMENT

• According to www.toppr.com,Training and development programs are designed

according to the requirements of the organization, the type and skills of employees being
trained, the end goals of the training and the job profile of the employees. These
programs are generally classified into two types: (i) on the job programs, and (ii)off the
job programs.
• Different training is given to employees at different levels. The following training
methods are used For the training of skilled workers and operators- Specific job training
programs, Technical training at a training with live demos, Internship training, Training
via the process of rotation of job. Training given to people in a supervisory or
managerial capacity is – Lectures, Group Discussions, Case studies, Role-playing,
Conferences etc.
• People in managerial programs are given this type of training- Management Games to
develop decision making, programs to identify potential executives, Sensitivity training
to understand and influence employee behavior, Simulation and role-playing, programs
for improving communication, human relations and managerial skills.
 NATURE OF TRAINING AND
DEVELOPMENT

• Training is the most important component of Human Resource

Development (HRD).
• An organization which aspires to grow must be in tune with the
changing needs of the society.
• Training becomes relevant in the contest since it is only through
training that the gap between performance of the organization
and the felt need of a changing society can be neutralized
• Training reduces the gap by increasing employees knowledge,
skill ability and attitude.
 NATURE OF TRAINING AND
DEVELOPMENT

• Training makes a very important contribution to the development of the

organization’s human resources and hence to the achievement of its aims and
objectives.
• To achieve its purpose, training needs to be effectively managed so that the
right training is given to the right people, in the right form, at the right time and
at the right costs.
• The term “training” indicates the process involved in improving the aptitudes,
skills and abilities of the employees to perform specific jobs. Training helps in
updating old talents and developing new ones. Training is a vital phase of
management control. It helps in reducing accidents, eliminating wastages and
increasing, the quality of work.
 NATURE OF TRAINING AND
DEVELOPMENT

• Training and Development are terms which are sometimes used

interchangeably.
• Development was seen as an activity associated with managers, In contrast,
training has more immediate concern and has been associated with improving
the knowledge and skill of non-managerial employees in the present job.
• Training and Development may be regarded as interactive, each
complementing the other. The logical step for the organization is to produce a
plan for human resource development which will dovetail into the employee
resourcing plan and the organizations overall strategic plan.
 OBJECTIVE OF TRAINING

• The primary objective of training is to prepare employees – both new

and old, for promotions to positions which require added skills and
knowledge.
• This means that the training may range from highly specific instruction
as to steps in the performance of a given job to very general
information concerning the economy and the society.
• Therefore, it is necessary to establishes the goals of training very
cautiously.
 OBJECTIVE OF TRAINING

• The specific objectives of training are as follows:

1. To impact to new entrants the basic knowledge and skill they need for an intelligent
performance of definite tasks;
2. To assist employees to function more effectively in their present positions by exposing them
to the latest concepts, information and techniques and developing the skills, they will need in
their particular fields;
3. To build up a second line of competent officers and prepare them to occupy more responsible
positions;
4. To broaden the minds of senior managers by providing them with opportunities for an inter-
change of experiences within and outside with a view to correcting the narrowness of the
outlook that may arise from over-specialization and;
5. To impact customer education for the purpose of meeting the training needs of corporations
which deal mainly with the public. In a nutshell, the objective of training is to bridge the gap
existing between performance ability and desired performance.
METHOD OF TRAINING
 1 ON-THE-JOB TRAINING METHODS

• This type of training is imparted on the job and at the workplace where the
employee is expected to perform his duties. It enables the worker to get
training under the same working conditions and environment and with the same
materials, machines and equipment that he will be using ultimately after
completing the training. This follows the most effective methods of training the
operative personnel and generally used in most of the individual undertaking.
• On Specific Job: On the job training methods is used to provide training for a
specific job such as electrician, motor mechanic, plumbing etc.
• a) Experience: This is the oldest method of on-the-job training. Learning by experience
cannot and should not be eliminated as a method of development.
• b) Coaching: coaching by the superior is an important and potentially effective
approach is superior. The technique involves direct personnel instruction and guidance,
usually with extensive demonstration
 2. JOB ROTATION

• The major objective of job rotation training is the broadening of the

background of trainee in the organization. If trainees is rotated periodically
form one job to another job, they acquires a general background.
• The main advantages are:
• It provides a general background to the trainee
• Training takes place in actual situation,
• competition can be stimulated among the rotating trainees.
• It stimulates a more cooperative attitude by exposing a man to other fellow problem
and view-points.
 3. SPECIAL PROJECTS

• This is a very flexible training device.

• The trainee may be asked to perform special assignment; thereby they learn the
work procedure.
• Sometime a task-force is created consisting of a number of trainees
representing different functions in the organization.
 4. APPRENTICESHIP

• Under this method, the trainee is placed under a qualified supervisor or

instructor for a long period of time depending upon the job and skill required.
• Wages paid to the trainee are much less than those paid to qualified workers.
• This type of training is suitable in profession, trades, crafts and technical areas
like fitter, turner, electrician, welders, carpenters etc.
 5. VESTIBULE TRAINING

• Under this method, actual work conditions are created in a class room or a
workshop.
• The machines, materials and tools under this method is same as those used in
actual performance in the factory.
• This method gives more importance to learning process rather than production.
 6. MULTIPLE MANAGEMENT

• Multiple management emphasized the use of committees to increase the flow

of ideas from less experience manager and to train them for positions of greater
responsibility.
2) OFF- THE JOB TRAINING
METHODS
 1. SPECIAL COURSES AND LECTURES:

• Lecturing is the most traditional form of formal training method special

courses and lectures can be established by business organization in numerous
ways as a part of their development programs.
 2. CONFERENCES:

• This is also an old method, but still a favorite training method. In order to
escape the limitations of straight lecturing, many organizations have adopted
guided discussion type of conferences in their training programmes.
 3. CASE STUDIES:

• This techniques, which has been developed, popularized by the Harvard

Business School, USA is one of the most common forms of training. A case is a
written account of a trained reporter of analyst seeking to describe an actual
situation.
 4. BRAINSTORMING:

• This is the method of stimulating trainee to creative thinking. This approach

developed by Alex Osborn seeks to reduce inhibiting forces by providing for a
maximum of group participation and a minimum of criticism.
 5. LABORATORY TRAINING:

• It adds to conventional training by providing situations in which the trainees

themselves experience through their own interaction some of the conditions
they are talking about is more or less, experiment on themselves. Laboratory
training is more concerned about changing individual behavior and attitude.
There are two methods of laboratory training:
 5. LABORATORY TRAINING:

• 1) Simulation – it is a increasing popular technique of management development. In this

method, instead of taking participants into the field, the field can be simulated in the
training session itself. Simulation is the presentation of complexities and roles for the
participants. There are two common simulation methods of training;  Role-playing – it
is a laboratory method, which can be used easily as supplement of conventional training
methods. Its purpose is to increase the trainee’s skill in dealing with other people. 
Gaming – gaming has been devised to simulate the problems of running a company or
even a particular department. It has been used for a variety of training objectives from
investment strategy, collective bargaining techniques to the morale of clerical personnel.
Gaming is a laboratory method in which role-playing exist but its difference is that it
focuses on administrative problems, while role-playing tends to mostly emphasize
feeling and tone between interacting people.
OTHER TRAINING PROGRAMS
• Technical Training – Technical training is that type of training that is aimed at teaching
employees how a particular technology or a machine. Quality Training – Quality training is
usually performed in companies who physically produce a product. Quality training teaches
employees to identify faulty products and only allow perfect products to go out to the markets.
Skills Training – Skills training refers to training given to employees so as to perform their
particular jobs. For e.g. A receptionist would be specifically taught to answer calls and handle
the answering machine. Soft Skills – Soft skills training includes personality development,
being welcoming and friendly to clients, building rapport, training on sexual harassment etc.
Professional Training – Professional Training is done for jobs that have constantly changing
and evolving work like the field of medicine and research. People working in these sectors
have to be regularly updated on matters of the industry. Team Training – Team training
establishes a level of trust and synchronicity between team members for increased efficiency.
 BENEFITS OF TRAINING

• 1. Training improves the quantity and quality of the workforce. It increases the
skills and knowledge base of the employees. 2. It improves upon the time and
money required to reach the company’s goals. For e.g. Trained salesmen
achieve and exceed their targets faster than inexperienced and untrained
salesmen. 3. Training helps to identify the highly skilled and talented
employees and the company can give them jobs of higher responsibilities. 4.
Trained employees are highly efficient in comparison to untrained ones. 5.
Reduces the need to constantly supervise and overlook the employees. 6.
Improves job satisfaction and thus boosts morale.
 BENEFITS OF DEVELOPMENT

• 1. Exposes executives to the latest techniques and trends in their professional

fields. 2. Ensures that the company has an adequate number of managers with
knowledge and skill at any given point. 3. Helps in the long-term growth and
survival of the company. 4. Creates an effective team of managers who can
handle the company issues without fail. 5. Ensures that the employees utilize
their managerial and leadership skills in particular to the fullest.