TRAINING AND DEVELOPMENT

INTRODUCTION
• Training and Development is a subsystem of an organization which emphasize on the sharpening
of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance
of the employees. Good & efficient training of employees helps in their skills & knowledge
development, which eventually helps a company improve.
• Training is a costly activity as it requires a lot quality inputs from trainers as well as employees.
• It is done to set up the benchmark of improvement so far in the performance improvement effort
• To train about the specific job responsibility and skills like communication management, team
management etc.
• To test the new methodology for increasing the productivity
 Importance of training
• Results in increase of quality and quantity of output
It enhances skills, increased performance and productivity are most evident on the part of new employees who are not fully
aware of the efficient and effective ways of performing their jobs.
• Job satisfaction and morale • Less supervision
An endless chain of positive reaction results from It reduces the need for constant
well planned training programmed. Increase
morale ,increased financial incentives, internal supervision.
promotions etc result in better organizational
climate.
• Benefits of individual
Employees gain individually from
training .they secure wider awareness,
enlarged skills and enhanced personal
growth .
• Reduction of labour turnover &
absenteeism
Training instructs the workers better job
adjustment and accurate record the
employee attendance of absenteeism.
 BENEFITS OF TRAINING
• To Organisation • To Employees

• Personal growth
• Higher productivity
• Development of new
• Better organizational
skills
climate
• Higher earning
• Less supervision
capacity
• Prevents industrial
• Helps adjustment with
accidents
changing technology
• Improves quality and
• Increased safety and
loyalty
confidence
1. Induction or Orientation Training:
Introducing a new employee to the organization’s environment comprising of a day to day functioning,
products, services, rules and regulations are termed as Induction or orientation training. The purpose of
such training is to reduce the nervousness of a new joinee, by making him accustom to the working
environment.
2. Job Training:
This training is job specific and is given to the employee who has to perform that job. Under this
training, the information about the machine, the process of production, methods to be used, the safety
measures to be undertaken, etc. are explained. Through this training, the employee develops the
confidence and the necessary skills, that enables him to perform his job effectively and efficiently.

3. Safety Training:
The safety training is given to the employees so as to minimize the number of accidents caused due to
the handling of machines or other equipment. Under this training, the employees are given the safety
instructions on the usage of machinery and the other dangerous devices.

4. Apprenticeship Training:
Under this training, the worker earns while learning. This training is generally given to the technical
staff, craftsmen, plumber, etc. who are required to work under the superior for a relatively longer
period, until he gains the expertise in that particular field.
5. Internship Training:
Under this type, the educational or vocational institutes have an arrangement with the industrial institutes to
provide practical knowledge to its students. Sometimes, the companies also offer the pre-placement offers to the
trainees on the basis of their performance during their internship program.

6. Refresher Training or Retraining:

As the name implies, the retraining or refresher training is given to the old employees with the purpose of
improving their efficiencies. They are introduced to the new methods and technologies that would result in the
increased productivity and reduces the monotony in their daily work.

7. Promotional Training:
This training is given to the potential employees, who can be promoted to the senior position in the organization.
The promotional training is given in advance so that employee gets accustomed to the new roles and
responsibilities and do not get nervous at the time of promotion.

8. Remedial Training:
This training is given in order to overcome the shortcomings in the behavior and performance of old employees.
Due to the invention of technology, the employees may resist to accept the change and cause a disturbance in the
organization. Therefore, such training is given to make them understand the importance of change and its
necessity in the operations of business. This training is generally given by the psychological expert.
 ON THE JOB TRAINING METHODS
1. Job rotation:
• This training method involves movement of trainee from one job to another gain knowledge and
experience from different job assignments. This method helps the trainee under­stand the problems of
other employees.
2. Coaching:
• Under this method, the trainee is placed under a particular supervisor who functions as a coach in
training and provides feedback to the trainee. Sometimes the trainee may not get an opportunity to
express his ideas.
3. Job instructions:
• Also known as step-by-step training in which the trainer explains the way of doing the jobs to the trainee
and in case of mistakes, corrects the trainee.
4. Committee assignments:
• A group of trainees are asked to solve a given organizational problem by discussing the problem. This
helps to improve team work.
5. Internship training:
• Under this method, instructions through theoretical and practical aspects are provided to the trainees.
Usually, students from the engineering and commerce colleges receive this type of training for a small
stipend.
 OFF THE JOB TRAINING METHODS
1.Lecture method
This will be a suitable method when the numbers of trainees are quite large. Lectures can be very much
helpful in explaining the concepts and principles very clearly, and face to face interaction is very much
possible.

2. Brain storming method

Brainstorming is a problem-solving technique which seeks to throw a problem to the people partici­
pating in brainstorming session and then reach the decision on its solution based on evaluation of their
ideas. The session thus becomes a tool to pool the ideas of people having expertise in fields that will
together suggest the solution.

3. Incident method
Incidents are prepared on the basis of actual situations which happened in different organizations and
each employee in the training group is asked to make decisions as if it is a real-life situation. Later on,
the entire group discusses the incident and takes decisions related to the incident on the basis of
4. Field Trips
• This is a type of training in which journey of management trainee is performed to a specific place
from their natural work environment.

5. Discussion method
Discussion is an interaction which is elaborated, explained &expanded among trainees, between the
trainer and trainee.

6. Grid training
• It is a continuous and phased programme lasting for six years. It includes phases of planning
development, implementation and evaluation. The grid takes into consideration parameters like
concern for people and concern for people.
7. Demonstration method
It is a physical display of the form outline or a event for the purpose of increasing the knowledge.

8. Management education
• At present universities and management institutes gives great emphasis on management education.
For e.g., Mumbai University has started bachelors and postgraduate degree in Management. Many
management Institutes provide not only degrees but also hands on experience having collaboration
with business concerns.

9. Case study method

Usually case study deals with any problem confronted by a business which can be solved by an
employee. The trainee is given an opportunity to analyze the case and come out with all possible
solutions. This method can enhance analytic and critical thinking of an employee.
 10. Role play method
• In this case also a problem situation is simulated asking the employee to assume
the role of a particular person in the situation. The participant interacts with other
participants assuming different roles. The whole play will be recorded and trainee
gets an opportunity to examine their own performance.