Training and Development

Meaning
• Training is defined as the organized
procedure by which employee learn and
improve knowledge and skills for a definite
purpose.
• Training improves, changes and moulds
the employee’s knowledge, skill, behavior,
aptitude and attitude towards the
requirements of the job & the organization.
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 Differences between Training &
Development

Area Training Development

Content Technical skills and Managerial &
knowledge behavioral skills &
knowledge
Purpose Specific job related Conceptual &
general knowledge
Long-term
Duration Short-term

Mostly for
For whom Mostly technical &
managerial
non-managerial
personnel
personnel
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 Importance of Training

• No organization can get a candidate who exactly

matches with the job and the organizational
requirements. Hence, training is important to
develop the employee and make him suitable to
the job.
• The job & organizational requirements change
from time to time with the change in the
awareness of TQM, TPM etc. The objectives of
TQM can be achieved through training.

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 Importance of Training
• Trained employees become a valuable
asset to the organization
• Training enhances 4 Cs viz. Competence,
Commitment, Creativity & Contribution for
the organization.

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 Benefits of Training to the
Organization
• Leads to improvement in quality,
productivity & profitability
• Helps employee align with organizational
goals
• Improves job knowledge and skills at all
levels of the organization
• Improves employee morale
• Helps in the preparation of guidelines for
work
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 Benefits of Training to the
Organization
• Aids in development for promotion from
within
• Stimulates preventive management as
opposed to putting out fires.
• Helps employees adjust to change
• Creates an appropriate climate for growth
& communication
• Aids in handling conflicts, thereby helping
to prevent stress & tension
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 Benefits of Training to the
Individual
• Helps the individual in making better decisions &
effective problem solving
• Aids in achieving self-development and self-confidence
• Increases job satisfaction & recognition
• Through training & development, motivational variables
of recognition, achievement, growth, responsibility and
advancement are internalized and operationalized
• Provides the trainee an avenue for growth and a say in
his future
• Growth and learning happen side by side
• Helps eliminate fear in attempting new tasks

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 Need for Training
a) To match the employee specifications with the
job requirements & organizational needs.
Basically to mould the employee’s skill,
knowledge, attitude etc in line with the job
requirements.
b) Organizational viability and the transformation
process – the organization viability is
continuously influenced by environmental
pressure. If the organization does not adapt to
the changes in the environment, it will lose its
market share. For adapting to the changes,
first it has to train the employees.

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 Need for Training
c) Technological advances – adoption of latest
technology requires that employees be trained
to enrich them in the changing technical skills
and knowledge from time to time.
d) Organizational complexity – the complex
problems of coordination and integration of
activities due to diversification and expansion
by organizations calls for training the
individuals in these skills.

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 Need for Training
e) Human relations – training in human relations
is necessary to deal with human problems
such as alienation, interpersonal conflicts, inter
group conflicts etc.
f) Change in job assignment – when an
employee is promoted to the higher level,
training is necessary. Same is the case when
an employee is transferred to a new location
on a new job.

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 Need for Training
g) Improvement in performance – training is also
necessary to increase productivity, improve
quality, prevent obsolescence.
h) Improvement in working conditions – training
plays a vital part in improving organizational
climate, improve health and safety.
i) To act as mentor – mentoring is a fine art of
spreading knowledge & fostering individual
growth. Most organizations consider mentoring
as a management tool to encourage
development of individuals and teams.
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 Objectives of Training
a) To prepare the employee, both new and old
to meet the present as well as the changing
requirements of the job and the organization
b) To prevent obsolescence
c) To prepare employees for higher level tasks
d) To build up a second line of competent
officers and prepare them to occupy more
responsible position
e) To broaden the minds of senior managers
by providing them with opportunities for an
inter change of experience within and out
side the organization with the view to correct
the narrow outlook that might have arisen
over a period and from Management
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 Objectives of Training
f) To develop the potentialities of people for the
next level job

• To ensure smooth and efficient working of a

department
• To ensure economical output of required
quality
• To promote individual and collective morale, a
sense of responsibility, cooperative attitudes &
goods relationships

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TNA – Training Needs Analysis
Training needs = job & organizational
requirement – employees’ specifications

Training needs are identified on the basis of

organizational analysis, job analysis &
manpower analysis

TNA is a must for planning the training

programme, training methods & the course content

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 TNA – Training Needs Analysis
Methods for assessment of training needs
• Organizational requirements / weaknesses
• Departmental requirements / weaknesses
• Job specifications & employee
specifications
• Identifying specific problems
• Anticipating future problems / opportunities
• Observations of behavior
• Interviews
• Questionnaire surveys
• Tests / examinations
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 TNA – Training Needs Analysis
Methods for assessment of training needs

• Performance appraisal
• Exit interviews
• Quality circles proceedings
• Customer survey / satisfaction data
• Attitude survey of individuals
• Random work sampling of individuals
• Rating scales

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 Training Methods
Training Methods

On-the job Off-the job

Job rotation Vestibule training

Coaching Role play
Job instruction Lecture methods
Step by step Conference / seminar
Committee assignments Programmed instruction

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 On – the – Job Training Methods
• Individual placed on a regular job and
taught the skills necessary to perform the
job
• The trainee learns the job under the
supervision and guidance of a qualified
worker or instructor
• Advantage – trainee gets first hand
knowledge & experience under actual
working conditions
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 On – the – Job Training Methods
Job Rotation
Involves movement of the trainee from one
job to another. The trainee receives job
knowledge and gains experience in each
assignment.
Advantage - Trainee able to understand the
problems of employees on other jobs and
respect them.
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 On – the – Job Training Methods
Coaching
The trainee is placed under a particular
supervisor who functions as a coach in
training the individual. The supervisor
provides feedback to the trainee on
performance and offers suggestions for
improvement.
Limitation – The trainee may not get the freedom
or opportunity to express ideas.

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 On – the – Job Training Methods
Job Instruction
Also known as step by step training. The trainer
instructs the trainee step by step how to do the job.
The trainer simultaneously appraises the
performance of the trainee and correct the trainee
as required.
Committee Assignments
Group of trainees given an organizational problem
and asked to solve the problem. It develops
teamwork.
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 Off – the – Job Training Methods
• Trainee is separated from the job situation and
attention focused upon learning the material
related to his future job performance.
• Trainee can place his entire concentration on
learning rather than learning and doing
simultaneously.
• Trainees get opportunities to express their ideas.
• Organizations now use information technology
and multimedia technology in training.

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 Off – the – Job Training Methods
Vestibule Training
Actual work conditions are simulated in a
class room. Equipment, materials, files,
documents etc used in actual job
performance are used in training. The
duration ranges from days to a few weeks.

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 Off – the – Job Training Methods
Role Playing
It is defined as a method of human interaction that
involves realistic behavior in imaginary situations.
The participants play the role of certain characters
such as the Production Manger, Superintendents,
Maintenance Engineers, Quality Control
Inspectors, Foremen, Workmen etc. This method
is mainly used for developing interpersonal
relations.

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 Off – the – Job Training Methods
Lecture Method
Also known as classroom method, it is a traditional
and direct method of instruction.
The instructor organizes the material and delivers
a talk to a group of trainees. To be effective, the
lecturer must motivate and create interest among
the trainees.
Advantages – it is direct and can be used for a large group
of trainees. Saves time & cost.
Disadvantage – does not provide for transfer of training
effectively.
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 Off – the – Job Training Methods
Conference / Discussion / Seminar
Involves a group of people who pose ideas,
examine and share facts, ideas & data, test
assumptions & draw conclusions, all of which
contribute to the improvement of job performance.
Advantages – discussion involves two way
communication and hence immediate feedback is
provided. Participants feel free to speak and hence
they come out with their best. Good leaders can
make a success out of this method.
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 Off – the – Job Training Methods
Programmed Instruction
The subject matter to be learned is presented in a
series of carefully planned sequential units. These
units are arranged from simple to more complex
levels of instruction. The trainee goes through
these units by answering questions or filling the
blanks.
Disadvantage – this method is expensive and time
consuming.

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TRAINING PROCEDURE

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