TRAINING AND

BEST UNDERSTOOD WHEN COVERED

DEVELOPMENT,
ALONG WITH THE VIDEOS ON T & D,
CAREER DEVELOPMENT
LOG ON TO WWW.ANUJJINDAL.IN
[email protected]

CAREER 9999466225

DEVELOPMENT
WWW.ANUJJINDAL.IN

COURSES OFFERED:

RBI GRADE B
SEBI GRADE A
NABARD GRADE A AND B
UGC NET PAPER 1 AND 2
 TRAINING AND DEVELOPMENT, CAREER DEVELOPMENT

TRAINING AND DEVELOPMENT

Training and development refers to imparting of specific skills, abilities and

knowledge to an employee. It is an attempt to improve current or future employee
performance by increasing an employee’s ability to perform through learning,
usually by increasing skills or knowledge.

Distinction between Training and Development:

(CHART)

Training and development methods:

• On the job training-
o Orientation- This is the process of introducing or orienting a new employee
to the organization and its procedures, rules and regulations. The
orientation training course should not be too lengthy. Orientation provides
basic training to the new employee and gets him acquainted with the work
environment.
o Job instruction- JIT is an on-the-job training method where a trainer
(1) prepares a trainee with an overview of the job, its purpose, and

1
 TRAINING AND DEVELOPMENT, CAREER DEVELOPMENT

the results desired, (2) demonstrates the task or the skill to the trainee,
(3) allows the trainee to mimic the demonstration on his or her own, and
(4) follows up to provide feedback and help.

(NOTE: KSA stands for Knowledge, Skills and Abilities)

o Internship- Under Internship, students studying in professional institutes or
vocational colleges are provided practical knowledge through attachment
with a business enterprise. Internship is usually meant for such vocations
where advance theoretical knowledge is to be backed by practical
experience.
o Coaching- on the job coaching is a procedure by which a superior teaches job
knowledge and skills to the subordinate. The emphasis in on-the-job
coaching is learning by doing.
o Job rotation- job rotation involves moving employees from one
department to another to learn different functions of the organization. A
general background of different jobs is provided through job rotation.
• Off the job training-
o Lectures/ seminars- it is useful when concepts, attitudes, theories and
problem solving abilities are to be taught. It is associated more with
knowledge than skill. There are some aspects in every job, which can be

2
 TRAINING AND DEVELOPMENT, CAREER DEVELOPMENT

learnt better in classroom than on the job. The cost per trainee is low in
lecture method as it can be used for large groups. However, it violates the
principle of learning by doing and thus provides passive knowledge to
trainees.
o Audio visuals- they include television slides, videos and films. They can be
used to provide a wide range of realistic examples of job conditions and
situations. The quality of presentation can be controlled and remains
equal for all training groups.
o Role plays- the essence of role playing is to create a realistic situation, as in
case study and then have the trainees assume the parts of specific
personalities in the situation. The consequence of role playing is better
understanding among individuals.
o Case studies- case studies are used as a means of simulating experience in
the classroom. This method gives the trainees an opportunity to apply his
knowledge to the solution of realistic problems. Case studies are most
effective where
▪ Problem solving, critical thinking skills are checked,
▪ Where active participation of trainees is required,
▪ Team problem solving skills need to be developed
▪ Bridge the gap between theory and practice
o Simulation- Simulation exercises train the employees in an artificial
environment which closely resembles the employee’s actual working
conditions. It gives the employee knowledge about how problems arise in
actual working environment and how they need to be solved. Simulation
is generally carried out in aviation industry. Pilots are taught flying
through simulators. They are made to experience real life situations inside
an aircraft through simulators as flying a real aircraft without enough
practice may be dangerous.
o Vestibule Trainings- In vestibule trainings, employees practice work on the
instrument/ equipment which they would be using in future when they
would be actually working. The instruments are not simulators but real
tools, which are to be handled by the employees. Vestibule training is

3
 TRAINING AND DEVELOPMENT, CAREER DEVELOPMENT

often carried out in manufacturing industries.

o Programmed instructions- training is offered without intervention of a
trainer. Information is provided to the trainee in blocks, through books or
training machines. After going through each block, learner has to answer
questions about it. Feedback in the form of correct answers is provided
after each response. If the answers are correct, learner proceeds to the
next block, if not, she repeats the same. PI allows learner to learn at his/
her own speed.
o Computer assisted instruction- This is an extension of PI method. CAI
provides better feedback and a better programmed training module using
computer technologies.
o Sensitivity training- Sensitivity training is imparted to essentially increase the
self-awareness of the employees. It is aimed to help the employees or
trainees see how others see them. Such type of training is used to increase
the self worth of the trainees and also for changing interpersonal
behaviours. More importantly it can wipe out negativity from the
organisation; in fact many organisations in the west use this training
method for top management. Discussions under sensitivity training focus
on “why participants behave as they do, how they perceive one another
and the feelings and emotions generated in the interaction process”.
Specific results sought include increased ability to empathise with others,
improved listening skills, greater openness and increased tolerance
towards individual differences. Sensitivity training has other names like
“laboratory training, encounter groups or T-groups (training groups).”
o Apprenticeship- Apprenticeship programs involve on-the-job training
coupled with in-class support for students before they directly enter the
workforce. Apprenticeships also are called dual-training programs because
participants receive training both in the workplace and at school.
Apprenticeship programs have proven extremely effective in smoothly
transferring school-related skills to pragmatic workforce application.

4
 TRAINING AND DEVELOPMENT, CAREER DEVELOPMENT

Organization Development-
• Organization development is a long term strategy which focuses on the whole
culture of the organization in order to bring about planned change. It seeks to
change beliefs, attitudes, values and structure as well as culture of the entire
organization.
• OD is planned, managed from the top with the objective of increasing
effectiveness of the organization in the future.

• OD techniques are similar to training and development techniques discussed

above. The OD techniques are:

5
 TRAINING AND DEVELOPMENT, CAREER DEVELOPMENT

CAREER DEVELOPMENT:

• A career can be defined as a sequence of separate but related work activities

that provide continuity, order and meaning to a person’s life. Career provides
different role experiences leading to increasing level of responsibility, status,
power and rewards.
• Career development and planning is a process which ultimately results in
development of human resources.
• Stages in career development of an individual:
o Exploration
o Establishment
o Mid-career
o Late career
o Decline

Stage 1- Exploration-
• Exploration is the pre-employment stage. The exploration stage normally ends
after college. The exploration stage is a time when a number of expectations
about one’s career are developed, may lie dormant for years and then prop up
later in 30s by asking the individual whether the choices

6
 TRAINING AND DEVELOPMENT, CAREER DEVELOPMENT

and decisions made were right or not.

Stage 2- Establishment-
• This stage starts after a person enters the job market and tries to get settled
on a job in some organization. During this stage, a person tries to establish a
place in society and works for career advancement. Towards the end of this
stage, the person becomes a senior member of the organization and his or her
career is fairly well set and defined.

Stage 3- Mid career-

• mid career stage is reached in the age of 35-45 years. This stage also
experiences mid career or mid life crisis. The crisis arises because a person
starts evaluating his or her achievements and self introspection often puts one
in a crisis situation. People tend to search for new life goals in mid career stage.
Those who make the right choice at this stage continue to grow during the late
career stage.

Stage 4- Late career-

• A person experiences growth, maintenance or stagnation in this stage based
on the choices and decisions made in mid career stage.

Stage 5- Decline-
• In this stage, the individual is forced to retire and move out of responsible
areas and hand over the baton to younger and more energetic people. High
achievers find this stage full of anxiety due to inactivity and non-creativity.

Terms associated with career planning and development-

7
 TRAINING AND DEVELOPMENT, CAREER DEVELOPMENT