Unit-1: Introduction

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Concept and Definition of Training
Training is a short-term process utilising a systematic and
organised procedure by which non-managerial personnel
acquire technical knowledge and skills for a definite
purpose. It refers to instruction, mechanical and technical
operations like operations of some machine.
•According to Dale S. Beach, "Training is the organised
procedure by which people learn knowledge and skills for a
definite purpose."
•According to Edwin B. Flippo, "Training is the act of
increasing the knowledge and skills of an employee for
doing a particular job."

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 Concept and Definition of
Development
• Development is the long-term educational process utilising a
systematic and organised procedure by which managers get
conceptual knowledge.

• According to Edwin B. Flippo, “Development includes the

process by which managers and executives acquire not only
skills and competency in their present job but also capacities
for future managerial tasks.”

• It is facilitating overall development of the managers or

executives.
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 Training Vs Development
Learning Training Development
Dimensions
Meant for Operatives Executives
Focus Current job Current and Future
Jobs
Goal Fix current skill deficit Prepare for future
work demands
Initiated by Management Individual
Content Specific job related General Knowledge
information
Time-frame Immediate Long term
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Contd…
 Rationale of T & D

• Attract, motivate, and retain talented

employees
• Improve employee skills to meet the never
ending changes / challenges in the business
• Allows any organization to gain competitive
advantages
• For better financial performance

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 Overview of T & D Systems

Features of Training

• Increase knowledge and skills for doing a particular

job.
• Focuses on the current job
• Concentrates on individual employee
• Tends to be more narrowly focused and oriented
toward short-term performance

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 Importance of Training
Benefits to the business
• Trained workers can work more efficiently
• They use machinery in proper way which
eliminates the wastages.
• Fewer accident as they know how to operate
the machines.
• Performance will be improved
• Employee will be more loyal
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 Contd…
Benefits to the employees
• Employee will be more useful to a firm
• Employees become more effective and efficient
• It helps employees to get promotions.
• Helps employees to get better job outside.
• Employees can avoid mistakes, accident on the job.
• It enables employees to cope with organizational,
social and technological change.

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A checklist to Avoid Training Pitfalls
• Attempting to teach too quickly
• Trying to teach too much
• Viewing all trainees as the same
• Not providing time to practice
• Providing a pat on the back
• Not frightening the employee

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 Areas of Training
• Knowledge
• Social skills
• Technical skills

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 Types of Training
• Skills training
• Refresher training
• Cross functional training
• Team Training
• Creativity training
• Diversity training
• Literacy training

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 ISD Model of T & D
• Instructional design is the systematic approach to the
Analysis, Design, Development, Implementation, and
Evaluation (ADDIE) of learning materials and activities.

• Instructional design aims for a learner-centered rather than

the traditional teacher-centered approach to instruction, so
that effective learning can take place. This means that every
component of the instruction is governed by the learning
outcomes, which have been determined after a thorough
analysis of the learners’ needs.

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 Contd…
• These phases sometimes overlap and can be
interrelated; however, they provide a
dynamic, flexible guideline for developing
effective and efficient instruction.

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Contd…

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Contd…

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 Contd…
• Analysis: The Analyze phase is the foundation for all
other phases of instructional design. During this
phase, you must define the problem, identify the
source of the problem and determine possible
solutions.
• The phase may include specific research techniques
such as needs analysis, job analysis and task analysis.
• The outputs of this phase often include the
instructional goals, and a list of tasks to be
instructed. These outputs will be the inputs for the
Design phase.
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 Contd…
• Design: The Design phase involves using the outputs
from the Analyze phase to plan a strategy for developing
the instruction. During this phase, you must outline how
to reach the instructional goals determined during the
Analyze phase and expand the instructional foundation.
• Some of the elements of the Design Phase may include
writing a target population description, conducting a
learning analysis, writing objectives and test items,
selecting a delivery system, and sequencing the
instruction. The outputs of the Design phase will be the
inputs for the Develop phase.
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 Contd…
• Development: The Develop phase builds on
both the Analyze and Design phases. The
purpose of this phase is to generate the lesson
plans and lesson materials. During this phase
you will develop the instruction, all media that
will be used in the instruction, and any
supporting documentation. This may include
hardware (e.g., simulation equipment) and
software (e.g., computer-based instruction).
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 Contd…
• Implementation: The Implementation phase refers
to the actual delivery of the instruction, whether
it's classroom-based, lab-based, or computer-based.
The purpose of this phase is the effective and
efficient delivery of instruction. This phase must
promote the students' understanding of material,
support the students‘ mastery of objectives, and
ensure the students' transfer of knowledge from the
instructional setting to the job.

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 Contd…
• Evaluation: This phase measures the
effectiveness and efficiency of the instruction.
Evaluation should actually occur throughout
the entire instructional design process - within
phases, between phases, and after
implementation. Evaluation may be Formative
or Summative.

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 Contd…
• Formative Evaluation is ongoing during and between
phases. The purpose of this type of evaluation is to
improve the instruction before the final version is
implemented.
• Summative Evaluation usually occurs after the final
version of instruction is implemented. This type of
evaluation assesses the overall effectiveness of the
instruction. Data from the Summative Evaluation is
often used to make a decision about the instruction
(such as whether to purchase an instructional package
or continue/discontinue instruction).
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 Organizing Training Department
• Job applicants often don’t have the skills
required to complete the tasks at workplace,
so there is a need to train the workforce from
time to time. This necessity made important
for the organization to develop a training
department. Designing of a training
programme should be in connection with the
company’s Values, mission and goals.

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 Contd…
Steps in organization Development

• Determine need
• Create Standard
• Examine learning style
• Design training materials
• Deliver and reflect

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 Training & Development Policies
• Training is an effective and tested tool for
performance enhancement as well as to raise
the level of knowledge, attitude, and skills of
personnel in the organization. Considering the
importance of training, every organization
needs to have its training policy.
• The training policy has to be formulated in
tandem with the mission of the organization
and organizational objective and policy.
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 Objective of the T & D Policy
• Staff training and development aims to increase individual
effectiveness and efficiency by encouraging and supporting
staff to achieve individual and career goals.
• Through enhancing the competence of staff, staff training
and development will enable and assist employees to
achieve the aims and objectives of the job.
• Investing in staff training and development will enhance the
commitment of staff.
• The provision of quality staff development opportunities
will assist the organization to retain staff and attract new
staff.
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 Linking training and development
to company’s strategy
• Linking the Training & Development to company’s strategy gives
employees a better sense of purpose, it ensures that job roles
and every day work are truly driving business success. 
• Strategic training and development is the process of designing
specific employee training programs that directly align with
business needs.
• Training with a strategic focus develops the capabilities and tools
that employees need to successfully carry out their jobs. In turn,
the capabilities gained give organisations a competitive edge. 
• Strategic training looks long-term, often encompassing short-
term initiatives.   

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Strategic Training Process

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 Requisites of Effective Training
• Training programs need to be designed,
keeping in mind the needs and requirements
of employees. Training modules ought to be
precise, crisp and informative.

• Training programs should not be designed just

for the sake of it.

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 Contd…
• Know Your Employees

• Dividing Employees into Groups

• Preparing the Information/content for training

• Preparation of Presentation of the collected

content / information
• Delivering Training Programs

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 Role of External agencies in
Training and Development
• External Agency means any third-party organisation that
provides services to the Client, and is not established by
or controlled by the organization itself.
• Internal training would be easy, economical. But one can
not be an expert in all. So, there is a need to call external
agencies sometimes to offer new stuff, new thinking,
and new experiences. At the same time, it is needed to
very clearly redefine the objectives in a precise and crisp
manner when inviting an outside agency. Then only
organization may get value for the money.

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 Contd…
• More Effective Training Techniques
• Time Management
• Fresh Perspective
• Change of Venue

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