Training & Executive Development

Training
Technical skills & knowledge

Specific Job related

Short-Term
Technical & Non-managerial personnel
 Training
According to Edwin B.Flippo,

“Training is an act of increasing the knowledge

& skills of an employee for doing a particular
job.”
J T
e
o c
b h
n
o
R l
o
e g
q i
c
u a
i l
r C
e h
m a
n
e g
n e
s
t

Need for Training

O
r
g
a
n
i
s
a
t
i
o
n
a
l

V
i
a
b
i
l
i
t
y
 Better quality
Reduction in
of work
Training leads cost
Reducing the
to high
learning period
productivity
Training can Reduced
develop high supervision &
morale in low accident
employee rates
IMPORTA
NCE OF
TRAININ
G
 Remedial Induction
Training Training

TYPES OF
Refresher
TRAINING
Training Job Training

Promotiona Safety
l Training Training
PROCES
S OF
TRAININ
G
 Methods of Training

ON THE JOB TRAINING OFF THE JOB TRAINING

•Lectures
•Discussion Method
• Job Rotation •Demonstration
• Coaching •Case Study
• Under Study •Role-playing
• Mentoring •Brainstorming
• Apprenticeship •Fieldtrip
•Sensitivity Training
•Vestibule Training
 Increases the
efficiency of
worker
High Morale Supervision

Increase in Reduction in
Understanding wastages
Advantages
of Training
Program Reduction in
Minimum need Cost of
of Supervision Production

Helps to Maximum
differentiate utilisation of
Efficient & Materials &
Inefficient Minimum Machines
Employees Possibility of
accidents
 p
Re
sis
ta
nc
e
Re
sis
ta
nc
e
to
Ch
an
Fe RESISTAN
ge
ar CE TO
of TRAINING
ap
pe
ari
ng
U
fo
nc
oli
le
sh
ar
go
al
s
&
ob
 EVALUATION OF TRAINING

The purpose of evaluation is to

determine the extent to which the
training activities have met the
stated objectives.
 Objectives of Training Evaluation
To identify the program’s strength &
Weakness
To identify the level of benefit of trainees
To determine the financial benefit of the
program
To compare the training & non-training
investments
To compare the different training programs
to choose the best
 2. Learning
3. Behavior
1. Reaction 4. Results

TRAININ
G
EVALUAT
ION
CRITERIA