TRAINING AND

DEVLEOPMENT
Training and Development
 Training and development refers to educational activities within a company created to enhance the
knowledge and skills of employees while providing information and instruction on how to better perform
specific tasks.
 Training is a short-term reactive process meant for operatives and process while Development is designed
continuous pro-active process meant for executives.
 In Training employees' aim is to develop additional skills and in Development, it is to develop a total
personality.
 In Training, the initiative is taken by the management with the objective of meeting the present need of an
employee. In Development, initiative is taken by the individual with the objective to meet the future need of
an employee.
Difference between Training and Development

TRAINING DEVELOPMENT

Training is meant for operatives Development is meant for executives

It is reactive process It is pro- active process

AIM: To develop additional skills AIM: To develop the total personality

It is short term process It is continuous process

OBJECTIVE: To meet the present need of an employee OBJECTIVE: To meet the future need of an employee

Initiative is taken by the management Initiative is taken by an individual.

IMPORTANCE

The importance of training and development is as follows:

 1. Optimum utilization of resources

 2. Development of skills like time management, leadership, team management etc.
 3. To increase the performance, productivity and motivation
 4. To imbibe (absorb) the team spirit
 5. For improvement of organization culture
 6. To improve quality
 7. To increase profitability by acquiring new skills
 8. Improving brand image by having well trained employees
Need for Training and Development

 Training and development of employees is a costly activity as it requires a lot quality inputs
from trainers as well as employees. But it is essential that the company revises its goals
and efficiencies with the changing environment. Here are a few critical reasons why the
company endorses training and development sessions.

 1. Improvement
 When management thinks that there is a need to improve the performances of employees
 2. Benchmarking
 To set up the benchmark of improvement so far in the performance improvement effort
 3. Specific Role Requirement
 To train about the specific job responsibility and skills like communication management, team management etc.
 4. Testing
 To test the new methodology for increasing the productivity
Process
 Process…

 Steps for training and development processes are:

1. Determine the need of training and development for individuals or teams
 First of all the need has to be seen for training and development. it has to align with the company's goals and
objectives. If a company is trying to start a new department or strengthen existing sales team in new products, then
an appropriate training is needed.
2. Establish specific objectives & goals which need to be achieved
 The goals and objectives of the training and development have to be established. Whether the goal is awareness
about new products or even installation is required to be learnt.
3. Select the methods of training
 Next, methods have to be defined. The training can be done as a :
 a. Classroom Training
 b. On the job Training
 c. Course with certification
 d. Instructor led online training
4. Conduct and implement the programs for employees
 After the plan and methods are finalized, the training and development programs have to be
executed where courses, instructions are taught to the employees, partners or vendors.

5. Evaluate the output and performance post the training and development sessions
 Training and Development is incomplete without proper monitoring. Monitoring can be done
through evaluation of the instructor as well as attendees. Instructor evaluation can be done through
feedback or ratings but attendees can be evaluated through internal or external certifications or
scores.

6. Keep monitoring and evaluating the performances and again see if more training is required
 Based on the evaluation results in the previous step, management needs to ascertain that if the
training and development program was sufficient for now or more training and enablement would
be required. Also, if future trainings are to be planned.
How to choose an employee training method?

• Training objective: Identify the skill gaps and objectives of the training program to
choose a training method that will best suit those goals. For example, a classroom-
based training session will be good for delivering information about company for
new and existing employees, role-playing techniques to train managers

• The target audience: Always consider your target audience, and then choose a
training method. There is no point in training an audience that doesn’t understand
the purpose and benefits of it. So, choose on level of job , job role, whether to
deliver group or individual etc.

• Constraints: Training involves money, time, and other resources. Hence, consider

time , money , location and many other factors before selecting method for training
Different Types of Training Methods

1. Instructor-led Training
 Instructor-led training occurs in a training room with one or more instructors
presenting the lecture and demonstration. This type of training works well for
complex topics and allows employees to ask their questions, and the
instructors can answer them directly or guide them to the right resources. This
training method allows for the appointment of seasoned and expert instructors
who are suitable for the particular training style and level required.
 Drawbacks: Costly, time-consuming, and unnecessary in the case of concise
topics
2. On-the-job Training
 On-the-job training is an experiential kind of training that is tailored to address the individual
requirements of employees. As apparent from the name, it is more hands-on and conducted
directly on the job. This training method is designed to help employees adapt to their current
or upcoming roles.
 This kind of hands-on training directly impacts employees’ jobs, such as learning a piece of
new business equipment or other necessary processes. It can be time-intensive, so it is used
best when there is usually no lack of available resources.
3. Mentoring or Coaching
 Mentoring or coaching is similar to on-the-job training but with a focus on relationship-
building between an employee and a higher-level professional like a veteran employee,
supervisor, coach, etc. It is a one-on-one training method that allows room for comfortable
question-answer sessions, which may otherwise not be possible in a larger classroom-training
setting.
 Mentoring is usually not advisable in a time-sensitive environment and should be
implemented smartly. If time is what you are worried about, you can bring in a coach, but
then, the employee will miss out on the valuable relationship-building part.
4. Group Discussion and Activities
 Group discussions are good for training multiple employees at once, especially if
they are in the same department or team.
 These can be arranged online with a supervisor for review. Group discussions and
activities are best for complex challenges that require collaboration and teamwork.
5. Lectures
 Lectures are organized to impart information quickly to a very large audience.
 However, this type of training has been deemed to be ineffective to an extent as it
allows no room for interaction and can get boring at times.
 Vocal delivery and preparation are crucial to draw the attention of the audience in
such sessions.
6. Role-playing
 The role-playing training method is implemented in controlled scenarios
for employees to work through them.
 Role-playing enables them to work with different perspectives, as well as
think decisively. Like group discussions and activities, it is highly
effective.
 However, it consumes employees’ time and is not ideal for simple and
straightforward topics.
7. e-Learning
 As a training method, e-learning utilizes online courses, videos, and tests. It is an easy
training method where employees can do their training on any device, such as a phone
or an office computer system. It is targeted at a larger audience who are working
remotely or have high turnover rates.
 The best way to keep the audience engaged during these sessions is by introducing
interactive games, activities, videos, tests, etc. Engagement is always necessary during
training.

8. Case Studies and Reading Materials

 Reading materials are readily available on some employee training topics. Case studies
are a great way to train employees on real issues that occur in the workplace. They are
ideal for more focused topics.
 These types of training programs can be self-paced or paced with other team members
in a session. However, some complex topics call for other advanced types of training.
 Special Training Programs

 Diversity Awareness Trainings- Handling workforce diversity is one of the

emerging challenges for organizations. Diversity awareness training is
necessary to increase the competitiveness and the general competency of
the organization
 Sexual Harassment Training -These trainings are mostly conducted in the
developed nations and in multinational corporations that function in
various geographical locations. These trainings are not very common in
organizations in the developing world
 Creativity Training - More and more organizations want innovation and
creativity as a way of being and expression which ultimately happens only
when its people are creative
Advantages of training and development

Training and development has a cost attached to it. However, since it is beneficial
for companies in the long run, they ensure employees are trained regularly. Some
advantages are:
1. Helps employees develop new skills and increases their knowledge.
2. Improves efficiency and productivity of the individuals as well as the teams.
3. Proper training and development can remove bottle-necks in operations.
4. New & improved job positions can be created to make the organization leaner.
5. Keeps employees motivated and refreshes their goals, ambitions and
contribution levels.
Disadvantages of Training And
Development
 Even though there are several advantages, some drawbacks of training and
development are mentioned below:
 1. It is an expensive process which includes arranging the correct trainers and
engaging employees for non-revenue activities.
 2. There is a risk that after the training and development session, the employee
can quit the job.
 Conclusion
 Training and development is considered as a strategy for growth in every organization. It is adopted by the
organization to fill the gap between skills and future opportunities. These training programs definitely enhance
skills, improve efficiency, and productivity and growth opportunities for employees
 Evaluation of training must be appropriate for the persons and situations. The feedback from learners is important
not only for instructors but also for confidence of the learner.
CAREER PLANNING
 Career is a sequence ofINTRODUCTION
positions or jobs held by a person during the
course of his working life. It includes the activities which a person performs
in his working life. Career planning is related to the development of a
person. For an org., its human resources are very important. Therefore,
certain plans are made for its development. Under these, employees’
capability , desire , needs etc. are studied to make career plan. A
person’s career is shaped by many factors e.g. heredity, culture, age level,
job experience etc. Normally, an employee wants to advance and grow in
his career.
 MEANING
Career planning is a systematic process by which one selects career goals and path to these goals.
The career planning leads to enhanced dependence of employee and org. on each other. From
organizational point of view, career planning refers to planning career of employees according to
their capability. From employment stage to retirement stage, career planning is becoming an
important activity.
 DEFINITIONS
According to Hainmain and khave, “Under career planning, that path is planned on
which employees move and under which training, promotion, evaluation ,selection of
posts on which the employee will be placed as well as their physical transfer are
included.”

According to Mansfield, “career development is a process under which personal

experience as well as public aspect of career affect the flow of living conditions
towards further destination.”
 FEATURES OF CAREER PLANNING

1. It is an ongoing process.
2. It helps individuals develop skills required to fulfill different career roles.
3. It strengthens work-related activities in the organization.
4. It defines life, career, abilities, and interests of the employees.
5. It can also give professional directions, as they relate to career goals.
OBJECTIVES OF CAREER PLANING

1. To identify positive characteristics of the employees.

2. To develop awareness about each employee’s uniqueness.
3. To respect feelings of other employees.
4. To attract talented employees to the organization.
5. To train employees towards team-building skills.
6. To create healthy ways of dealing with conflicts, emotions, and stress.
Stages to Career Planning

 Step 1: Reflection and Self-Evaluation :-The first step in career planning should be to gather information
about yourself to assist in making a decision about a career. 

 Step 2: Exploration:-The second step in career planning is to explore and research your options. Exploring
takes your self-assessment a step further by looking at your personal interests, skills, values, and work-life
needs and narrowing down areas of possibilities.

 Step 3: Decision-Making and Goal Setting:-After having completed your self-assessment and explored
your options you should be ready to make some career decisions. The question now is how you will decide.

 Step 4: Gaining Experience:-Career related experience can help you develop the skills, abilities and
knowledge to solidify your career goals.

 Step 5: Implementation :-This is the step in the process where you implement what you have learned and
move forward towards a new job or more advanced education. You should also continue to evaluate your
options and make adjustments as needed
 PROCESS OF CAREER PLANNING
 Determining Individual needs and Expectations
 Analyzing Career Opportunity
 Congruence of Needs and Opportunities
 Formation and Implementation of Plans
 Periodic Review
 In the first phase of career planning,
Determining individual needs and expectations:
employees’ needs, desires and aspirations are identified. Most individuals
may not have clear idea about these. Thus, human resource manager helps
in career planning by gathering all information related to the ability of a
person. This helps in determination of aims of employees. Thus,
organization keeps all information related to their capabilities, priorities
and past experience in order to improve their work performance.
 Analyzing career opportunity: The organizational set-up future plans and
career system of employees are analysed to identify the career opportunities
available within it. Career paths can be determined for each position. Changes are
made in career plans with time. In an organization young employees should be
recruited because they posses various degrees. So, planned selection and promotion
should be done at every stage.
 Congruence of needs and opportunities: After knowing needs aspirations of
a person, these are planned into sequence. For this purpose, employee is made aware
of his ability and then his needs and opportunities are identified. Thereafter, career
development programmes are developed. In an organization, evaluation of
employees helps in enhancing the employees’ capability. Thus, for improving
employees’ capability, various techniques like congruence of need and opportunities
takes place.
 Formation and implementation of plans: After knowing all the alternative
strategies, the plans are formulated through the following:
i. Changes in employees’ needs and aspirations by helping them to scale down
unrealistic goals and aspirations or by creating new aspirations.
ii. Training and development of suitable people to meet the needs of both individuals
and the organizations.
 Periodic review: The periodic review is the last step in the process of the career
plans. A periodic review of career plan is necessary to know whether plans are
contributing to effective utilization of human resources by matching employees’
objectives to job needs.
Following actions are required for Individual career
planning
 Preparing personal profile
 Formulating personal and professional goals.
 Analysis Environment effect (Opportunities vs threats)
 Analysis of threats and weakness : Threats and weaknesses of a person should be matched with the
job requirements and environmental opportunities.
 Developing alternatives
 Developing contingency plans : Plans should be made for facing the uncertain future situations.
 Monitoring career path : So as to find out if goes as per the assumptions or not.
ISSUES IN CAREER PLANNING
 Dual family careers
 Low ceiling careers : Some highly specialized jobs where there s little room for advancement
 Declining opportunities
 Career stages
 Restructuring
 Career plateaus : A stage where an employee feel there is nothing left to achieve.
 Work family issues : Elderly parents, school going kids.
ADVANTAGES OF CAREER PLANNING

 Career plans are helpful

Helpful in giving knowledge of career opportunities to employees:-
in providing knowledge related to development plans. The organization and
employees both are benefited through these plans. The employees became
aware of opportunities so that can benefits from these.
 Improvement in morale:- Through career plans the morale of employee
increases. Under career planning, their needs and aspirations are matched and
work is provided accordingly. It leads to increase in efficiency. Thus,
employees feel more satisfied.
 Helpful in selection of career:- The career plans help in selection of
career according to the capability of a person. The training can lead to enhanced
efficiency and capabilities through which improvement work can be done.
 Through career plans, stability is improved. Through this,
Reduction of labour turnover:-
there is reduction in labour turnover. It helps in keeping capable and hard worker
employees in the organization because through this medium, employees’
development and promotion can be done.
 Helpful in evaluation:- The career plans help in the evaluation of employees i.e.
employees can evaluate themselves and supervisor can also evaluate their capability
and efficiency. It tells us who requires training and who is capable of doing a
particular work.
 Helpful in providing satisfaction:- By implementing career plans, employees
can be satisfied. Through this, their knowledge is developed and their work
efficiency is improved.
 DISADVANTAGES OF CAREER PLANNING

 Affected by environmental factors:-In a developing organization, there are certain

environmental factors that affect the career plans.
 Not suitable for small organizations:- The career planning is suitable only
for big organizations because in these, resources are used at higher rate. Small
organization does not provide opportunity due to limited resources.
 Not an effective technique:- The career plans are not effective in case where
people are illiterate or inefficient or where many workers are there.
 Emergence of problems:- In organization, various problems like employees’
resistance, lack of effective wage rate, desire of quick promotion, inefficient survey,
etc. emerge. All these affect the career plans.
 INTRODUCTION

 Career development is essential for implementing career plans. It consist of

the activities undertaken by the individual employees and the organization to
meet career aspiration and job requirement. The most important requirement
of career development is that every employee must accept his/her
responsibility for development. It is a significant part of human development
and spans over the individuals entire lifetime, beginning when the individual
first become aware of how people make a living.
MEANING:-

 Career development is a series of activities or the on going process of

developing one’s career to achieve the ultimate career goals.
 It provide the framework with skills, goals, awareness, assessment and
performance which helps an individual to move in the right direction and
achieve the goals one has in his career.
 It is directly linked to the goals and objectives set by an individual.
 It starts with self-actualization and self- assessment of one’s interest and
capabilities.
Definition:-

According to Canadian Standard and guidelines for career development

practitioner, “Career development is the lifelong process of managing,
learning work leisure and transitions in order to move towards a personally
determined and evolving preferred future.
Characteristics:-

1. It is an ongoing process.
2. It helps individuals develop skills required to fulfill different career roles.
3. It strengthens work related activities in the organization.
4. It defines life, career abilities and the interest of the employees.
5. It can also gives professional directions, as they related to career goals.
Objectives:-
For the organization:-
1. To identify positive characteristics of the employees.
2. To develop awareness about each employee’s uniqueness.
3. To respect feelings of other employees.
4. To attract talented employees to the organization.
5. To train employees towards team-building skills.
6. To create healthy ways of dealing with conflicts, emotions and stress.
For Individual:-
7. To identify one’s strength and weakness in order to apply their skills effectively.
8. To adapt a changing workplace environment.
9. To know about different opportunities and options available for skill development.
Elements of career development:-
1. Career need assessment:- Career needs of employees can be judged by evaluating their
aptitudes, abilities and potential. Many employees may not be aware of what they want
to become. The organization should assist employees in assessing their career needs and
in identifying their career goals.
2. Career opportunity:- Career opportunities that can be met should be identified through
the job analysis. The available career opportunities are published in a booklet form. Such
a booklet will provide necessary information. On the basis of such information employees
can plan their career movement and progression.
3. Need-opportunity alignment:- In this, the employees needs are aligned with available
career opportunities. The organization can design appropriate development programs to
help employees integrate their development needs with organizational opportunities.

4. Monitoring career moves:- It is necessary to maintain a record of career movement of

employees and to monitor their progress towards the pre-determined career goals. This
will enable the human resource department to identify discrepancies and to take
corrective measures at the right time.
Career Development process:-
1. Self-assessment :- This is the first step in the career development process in which the
employees identify the values, interests, skills and personality of their own.

2. Exploration:- Exploration is the second step, involves research using resources to find out about
career of interest. In this step, person looking for the best alternative to achieve the career
goals.

3. Reality testing:- It is the third step in which employees are provided opportunities to achieve
the career goals. In this person tests the feasibility of selected career alternative to achieve the
career goals.
4. Implementation:- This is the last step in the process. In this step, the person implemented what
he has selected for achieving his career goals.
Advantages :-

 It ensures a constant supply of promotable employees.

 It helps in improving the loyalty of employees towards work as well as
organization.
 It encourages employee’s growth and development.
 It reduces employees turnover.
 It helps in developing internal skills
 Understanding the hidden aspects
 Improve employees morale and motivation
 It ensures better utilization of employees skills
Limitations:-

 Limited self-belief and self esteem

 Self defeating behavior
 Uniformed about steps and technique needed for progression and
advancement
 Misaligned goals and values
 Lack of self awareness concerning strengths, knowledge and abilities
 Inability to communicate effectively
 Lack of objectivity
 External interference
Factors affecting Career development:-

 Personal characteristics
 Financial resources
 Financial obligations
 Physical, mental and emotional impairments
 Lack of support of family
 Family obligation
MODEL FOR PLANNED SELF
Co
nti
DEVELOPMENT nu
ous
ass
ess
Venture
me
nt
Leverage network

Decision making

Opportunity analysis

Self assessment
 Self assessment : Analysis of knowledge, abilities and skills
 Opportunity analysis : Individual has to discover the range of opportunities matching his skills and
likings
 Decision making : Individual has to establish objectives in the areas of career, personal life. Also
answers questions like which field to enter, whether to change jobs
 Leverage network : Searching of right contacts who can help him/her for the desired jobs
 Venture : Individual assess the offers made to him to start his career and venture into the job that
suits him
 Continuous assessment : Analysis in terms of earnings and learning experience.
ORAGANIZATION CAREER DEVELOPMENT

 Self – assessment tools : Employees identify career goals, develop suitable action plans and point
out obstacles that come in the way. Two tools used are : career planning workshop and career guide.
1. In career planning workshop, after completing the self assessments, they share their feelings with
others in the workshop and it throws light on how to prepare and follow through individual career
strategies.
2. In the second one, it consists of a career guide, the question answer format outlining the steps for
realising career goals. Individuals use this specific tailor made guide to learn about their career
chances. This guide throws light on organization’s structure, career paths, qualifications for jobs
and career ladders.
 Individual counseling : Counseling is given by experts or HR department thus helping an employee to
realize their career goals as per the interests. Done through face – to – face.
 Information services : Employment opportunities at various levels are made known to employees
through information services. Records of employees skills, knowledge are kept for filling up future
vacancies. Methods used are :
1) Job posting system : Used by companies to inform about vacancies via notice boards, newsletters
etc.
2) Skills Inventory : Helps in knowing about the strengths and weaknesses of employees thus help in
imparting training.
3) Career ladders and career paths : Throw s light on future job opportunities in the organization.
They indicate a career plan, intermediate steps and time tables for realizing the goal.
4) Career resource centre : It is a library in the organization established to provide career
development materials such as reference books, career manuals, brochures etc.
o Employment assessment Programmes : Initially a new recruit is informed abt career policies
then an experienced employee act as a coach to provide realistic image of the skills needed at
various levels and develop career plans. Educating the employees is also a part. Assessment
done in the organization are :
1) Assessment centres : A no. of tests, interviews , in basket done by a panel of raters and told
about strengths and weaknesses accordingly they can plan their career ladder
2) Psychological tests : determine vocational interests, personality types, work attitudes, and
other personal characteristics
3) Promotability forecasts : Process of identifying employees with high career potential and
giving them training thus groom them.
4) Succession planning : A report card showing which employees are ready to move into higher
positions. The HR department keeps record of all potential employees that could move into
higher positions
o Employee developmental programmes :Seminars, workshops, job rotations and mentoring programmes
o Career programmes for special groups : Programmes such as part time work, long parental leave, child care
centers, flexible work timings are given in case of dual career couples.
o Outplacement : When employees are laid off organization provide facilities such as sending the ex employee for
interview in some other company, preparing the employee for job requirements.
 CAREER MODELS

Pyramidal Obsolescenc Japanese

A New Model
Model e Model career model
1. Pyramidal Model
 First and the most influential model is the Pyramidal model of organisation as well as of career.
 Acc. To it, authority, status and pay increases as the individual moves up to the pyramid.
 More and more firms began to set up special new pay and promotion schemes such as the dual ladder
for their professional employees in order to recognize the critical contribution they could make as an
individual.
 Pa
rtn
er
Director
Senior
Manager
Manager

Senior associates

Associates
 2. Obsolescence Model
 After the initial stage was over, a new problem arises. As the number of professionals with 20-25 yrs experience
grew, a new model of professional career began to emerge. In this model, the obsolete professionals are updated
and restored to the state in which they came out of the management schools.
 All the money spent on training of obsolete employees to update them acc to current environment.
 This model carries with it an implied solution to the problem.
 3. A New Model
 Acc to this model, there are four stages in an employee’s career. Individuals
who were moving though the stages, their performance increases. Individuals
in the early stages are ranked lower. Stages are:-
1. Stage 1:- Individual works under the direction of others as an apprentice,
helping or learning from one or more mentors. If the individuals learns
quickly and well at this stage, he will be given increased responsibilities.
2.Stage 2 :The primary theme of this stage is Independence. At this stage, an
employee wants to improve his skills to the highest by specialization . He/she
relies more on peer relationships. Continues to be subordinate but rely less on
superiors for direction. In this he has to take care of himself.
 Moreover many people remain in stage 2 throughout their career, making
substantial contributions to the organization and experiencing a high degree
of professional satisfaction.
 Stage3:- In this stage, three roles are played by an individual: Ideal
3.

Man, mentor and manager. They are not mutually exclusive, one
may perform all the three. In this, he has to take care of others and
his responsibility moves towards Upwards as well as downwards
also. Adequate social involvement, recognition from peers and the
satisfaction of helping junior professionals.
Generally, the org rewards ,both in terms of money as well as in
status improvement also. Some people finds this stage as satisfying
stage after retirement whereas others move on to the next stage.
4. Stage 4 : In this People play three roles : manager, internal
entrepreneur, idea innovator. They formulate policies and initiate and
approve programmes.
4. The Japanese Career Model

 Itemphasis on life time employment and promotions

based on seniority.
 The Japanese have realized the importance of a stable
workforce long back and have consciously put legal
restrictions on terminations. In this early retirement is
given to workers even in their late 40’s if necessary, of
course backed by attractive and smart pay and benefits.