Training & Development

Training and Development

• Training and Development refers to the ongoing developmental
activities within an organization designed to enhance the skills,
knowledge, and competencies of employees. It is a critical part of
human resource management that aims to improve individual and
organizational performance.
Future of Work ( Based on Deloitte and McKinsey Reports)

• Rapid technological advancements,

• The Rise of Hybrid Work
• Demographic shifts
• Evolving Workforce Needs
• Globalized Talent Pool
• Automation & AI Surge in High-Skill Jobs Leading to Workforce
Transformations
Future of Work and role of Training

• Continuous Learning
• Focus on Reskilling
• Skill Acquisition and Reskilling
• Adaptability and Agility
• Remote and Digital Learning
• Personalized Learning Experiences
• Future Skills and Competencies
Training helps in addressing many Organisational Issues

• Bridge the skill gaps

• Non-performance, inferior performance, faulty performance
• Enhanced Employee Productivity/Performance
• Improved Morale, Motivation and engagement
• Adaptability to Change
• Consistency in Processes
• Reduction in Turnover
• Innovation and Creativity
• Succession Planning
• Enhanced Reputation
• Financial Performance
• Reduce wastage
 Training Process

Implementation
Defining Designing of Evaluation of
Need Training Training Training
Training
Analysis Objectives Programme Effectiveness
Programme
 Training Need Analysis TNA
• A Training Needs Analysis (TNA) is a systematic process used to
identify and evaluate the training requirements of an organization or
its employees.
• Example-
• CRM Knowledge: Many sales representatives are struggling with new
CRM features.
• Sales Techniques: Sales techniques need to be updated to address
current market trends and customer expectations.
• Customer orientation- Enhancing the customer orientation of
employees across levels.
 Define Clear Objectives
• Objectives should be Specific, Measurable, Achievable, Relevant, and Time-
bound (SMART).
• Example-
• Objective-Equip sales managers with advanced negotiation techniques to
close deals more effectively.
• Measure-Assess improvements through role-playing exercises and monitor
a 15% increase in closed deals within three months.
• Objective- Improve sales managers’ skills in managing key customer
relationships to increase customer retention.
• Measure- Achieve a 15% improvement in customer retention rates within
the next quarter.
 Designing a Training Programme
• Design a training plan-
• Participants
• Duration
• Venue
• Trainer
• Facilities
• Choose Delivery Methods- Choose methods based on the audience,
content complexity, and available resources.
 Training Methods
Instructor-Led Training eLearning or Online
On-The-Job Training (OJT)
(ILT) Training
• Lectures • Coaching • Learning Management
• Presentations • Mentoring System (LMS)
• Seminars • Job Rotation • Virtual class
• Conferences • Job Instruction Technology • Web eLearning.
• Workshops • Apprenticeship • Virtual Classrooms
• Demonstration • Video Modules
• Understudy
• Discussion • Specialized eLearning
• Simulation • Social Media Training.
• Experiential learning • Microlearning
• Mobile Learning
• AR and VR Learning
Training Methods at the Organization
1. Instructor-Led Training (ILT)
Nothing beats the power of human interaction regarding employee training. Instructor-Led Training brings experts and learners together
physically or virtually. This method allows for personalized attention, promotes active engagement, and facilitates real-time feedback, making it
a timeless and effective approach.
Here are the benefits of instructional-led training:
• Direct communication with trainers and fellow employees helps prevent feelings of social isolation.
• Prompt and efficient responses provided to address any questions during the training program.
• An efficient approach for tackling complex subjects requiring individualized guidance.
2. On-The-Job Training (OJT)
Hands-on experience is invaluable; on-the-job training allows employees to learn while performing regular tasks. This employee training
method involves shadowing experienced colleagues, gaining practical skills, and observing real-world scenarios. OJT helps employees acquire
job-specific knowledge swiftly, fostering both confidence and competence.
The benefits of on-the-job training include:
• One of the most efficient methods for succession planning training.
• Promotes rapid learning by immersing employees in real-life situations.
Training Methods at the Organization (5 mins)
3. eLearning or Online Training
eLearning has emerged as a game-changer in employee training in the digital age. The utilization of eLearning obviates the necessity for
physical classrooms, thereby leading to cost reductions. This employee training method leverages technology to offer adaptable and easily
accessible learning opportunities. Through interactive modules, video tutorials, and online quizzes, employees can learn at their own pace,
anytime and anywhere, ensuring continuous development and knowledge retention. This form of employee training is highly convenient to
implement, particularly for larger groups of individuals, especially those working remotely or prone to frequent job transitions.
• The benefits of eLearning include:
• Online courses with interactive elements and gamification to engage employees and enhance knowledge retention.
• Learning on the go using a smartphone is possible through online courses.
• Automation reduces costs and decreases the instructor’s involvement in training.
• Employees can conveniently manage work and learning by accessing online courses at their preferred time.
• Learning Management Systems (LMSs) offer crucial data to calculate training return on investment (ROI) and evaluate program
effectiveness.
Training Methods at the Organization (5 mins)
4. Simulation-Based Training
Sometimes, employees need a safe environment to practice complex or high-stakes tasks. Simulation-based training recreates real-life scenarios,
allowing individuals to test their skills without the fear of consequences. This type of training method enhances decision-making, critical
thinking, and problem-solving abilities by immersing employees in realistic simulations.
• The benefits of the simulation-based employee training method are:
• The training is hands-on and reliable.
• It enables employees to consistently and individually develop their skills.
• It allows employees to address challenges they are likely to encounter.
5. Gamification
Who says training can’t be fun? Gamification integrates elements of games with learning objectives, resulting in a captivating and immersive
training experience. Points, badges, leader boards, and rewards motivate employees to participate actively, promoting healthy competition and
knowledge absorption. This method not only fosters enthusiasm but also boosts long-term retention of information.
Game-based training methods have several benefits:
• Gamification excites learners to achieve a course’s goals, making them more engaged and likely to finish it.
• Learners get immediate feedback as they advance in the game, helping them learn and improve faster.
• Learners receive badges or rewards as they play the game, which boosts their motivation to keep going.
On-the-Job Methods
• Apprenticeship Programs: Apprenticeship programs place the trainee under the guidance of well-trained personnel. These programs are
designed to obtain skills and knowledge of higher levels. Such programs are necessary for people entering skilled jobs, like, plumbers,
electricians, etc. These apprentices are trainees who enter into these programs and invest some time working under the guidance of a
professional or a trainer. The trainees are required to spend a specified time here where both fast and slow learners are trained together. The
slow learners may be provided with additional training.
• Coaching: In this method, the trainer who is known as the coach guides and instructs the trainee. The coach or the trainer sets the required
goals with a mutual discussion, advises on how to achieve those goals, analyzes the trainees’ progress from time to time, and suggests
changes necessary in the attitude and performance. The trainee works under the senior manager and the manager takes full responsibility for
the employees’ training. The training is done to take the place of the senior manager so that he can be freed from some of his duties. This is
also a chance for the trainee to learn about his job and the working of the organization.
• Internship Training: Internship training is a cooperation of educational institutions and business firms. These trainings are generally a joint
program. The candidates who are selected continue to pursue their studies regularly and also work in a factory or office to gain the practical
knowledge and skills required for a job.
• Job Rotation: Job rotation involves shifting trainees from one job to another or from one department to another. This allows the trainee to
gain a better understanding of the working of the organization and all its parts. The rotation enables the trainee to indulge in all kinds of
operations from different departments, and also allows them to enhance their knowledge and skills. This is also beneficial for the trainees,
as they get to interact with other employees, which creates cooperation among different departments. Such training of employees makes it
easier for the organization at the time of promotions, replacements, or transfers.
Off-the-Job Methods
• Class Room Lectures or Conferences: The lecture or conference method is generally used for conveying specific information,
rules, procedures, or methods. The use of audio-visual means makes a formal classroom presentation more interesting along with
increasing the memory and proving an instrument for clearing difficulties or doubts.
• Films: Films supply information and show a definite display of skills that are not easily represented by other techniques. The use
of films together with conference discussion is a very effective method in most cases.
• Case Study: Case studies are the actual experiences faced by the organization. They display the events that the managers have
faced in real life. The trainees study these cases and analyze them sincerely to find out the problems and their causes, come up with
possible solutions, select the best solution and at last, implement it.
• Computer Modelling: It encourages the work environment by developing a computer program that copies a few of the realities of
the job and enables learning to take place securely. It also allows the organization to see the mistakes that may occur and how
much they would cost. This saves the organization from making mistakes in such situations in real life.
• Vestibule Training: In vestibule training, the employees are given training on the equipment that they will be using during their
jobs. Though the training is conducted away from the actual workplace, the trainees are provided with a work environment in
which all the pieces of equipment, files, and materials to be used are present. This method is usually used when the employees
need to handle advanced or complex equipment and machinery.
• Programmed Instruction: Such a method includes a predetermined and proposed acquisition of some definite skills or general
knowledge. In this method, the information is divided into meaningful units, and these units are arranged in a proper way to form a
logical and consecutive learning bundle or collection, i.e., from simple to complex. The trainee is required to answer the questions
asked or by filling in the blanks.
• Role-playing: Often reserved for customer service professions, role playing involves trainees taking on roles and acting out certain
situations to help them better understand the learning concepts. Trainees act as if they're facing the situation and having to solve it
without guidance or prior rehearsal. Role players have to quickly respond to the ever-changing situation and react as they would to
the situation in real life. This off-the-job training method essentially involves realistic behaviour in a hypothetical circumstance.
Examples of situations trainees may face include hiring, discussing a workplace problem or making a sales pitch to a customer.
Implementing the Training Programme
• Develop Training Materials
• Conduct Training
 Evaluation of Training Effectiveness
• Pre and Post-Training Assessments
• Kirkpatrick's Four Levels of Evaluation (Reaction, Learning, Behaviour,
Performance)
• 360-Degree Feedback
• Behavioural Observations
• Self-Assessments
• Follow-Up Surveys and Interviews
• Key Performance Indicators
 Key Issues in L&D

• Aligning training with business Strategy

• Advances in Technology
• Managing talent due to changing demographics
• Quality and improving the training functions
• Legal Issues