MODULE:3 TRAINING AND DEVELOPMENT

• Module III : Training and Development:

Concepts; importance; Training and
development methods – Apprenticeship,
understudy, job rotation, vestibule training,
case study, role playing, sensitivity training, In-
basket, management games, conferences and
seminars, coaching and mentoring;
Management Development Programs; Training
process outsourcing
 TRAINING

“Training is the act of increasing the knowledge

and skill of an employee for doing a particular
job” Edwin B.Flippo
 Distinction between Training and Development
Training means learning skills and Development means the growth of an
knowledge for doing a particular job. It employee in all respects. It shapes attitudes.
increases job skills

The term ‘training’ is generally used to The term ‘development’ is associated with
denote imparting specific skills among the overall growth of the executives
operative workers and employees

Training is concerned with maintaining and Executive development seeks to develop

improving current job performance. Thus, it competence and skills for future
has a short-term perspective performance. Thus, it has a long-term
perspective.

Training is job-centred in nature Development is career-centred in nature

The role of trainer or supervisor is very All development is ‘self development’. The
important in training executive has to be internally motivated for
self-development
 IMPORTANCE OF TRAINING
• Increased Productivity
• Quality Improvement
• Learning time Reduction
• Safety First
• Labour Turnover Reduction
• Keeping yourself Updated with Technology
• Effective Management
• Higher Employee Morale
• Employee Development
 STEPS IN SYSTEMATIC TRAINING PLAN

• Determining the training needs

• Establishing training policies
• Setting goals and objectives of training
• Preparing training budget
• Deciding about the training venue
• Deciding about the methods and techniques
to be deployed in training
• Determining methods of evaluating training
 METHODS OF TRAINING
ON-THE JOB OFF-THE JOB TRAINING ELECTRONIC TRAINING
TRAINING
JOB INSTRUCTION VESTIBULE TRAINING AUDIO-VISUALS
TRAINING(JIT)
COACHING APPRENTICESHIP TRAINING COMPUTER BASED
TRAINING
MENTORING CLASSROOM TRAINING ELECTRONIC
PERFORMANCE SUPPORT
SYSTEMS
POSITION INTERNSHIP TRAINING DISTANCE AND INTERNET
ROTATION BASED TRAINING
APPRENTICESHIP CONFERENCES
COMMITTEE ROLE PLAYING
ASSIGNMENTS

UNDERSTUDY PROGRAMMED LEARNING

INTERNSHIP TRAINING BRAIN STORMING
JOB INSTRUCTION TRAINING(JIT)
• It is a Step by step (structured) on the job
training method in which a suitable trainer (a)
prepares a trainee with an overview of the
job, its purpose, and the results desired, (b)
demonstrates the task or the skill to the
trainee, (c) allows the trainee to show the
demonstration on his or her own, and (d)
follows up to provide feedback and help.
COACHING
• Coaching is a one-to-one training. 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 his performance and offers
him some suggestions for improvement.
MENTORING:
The focus in this training is on the development of
attitude. It is an ongoing relationship between a senior
and junior employee. Mentoring provides guidance and
clear understanding of how the organization goes to
achieve its vision and mission to the junior employee.
POSITION ROTATION

• It is the process of training employees by

rotating them through a series of related jobs.
Rotation not only makes a person well
acquainted with different jobs, but it also
alleviates boredom and allows to develop
rapport with a number of people. Rotation
must be logical.
APPRENTICESHIP
• The trainees serve as apprentices to experts for
long periods. They have to work in direct
association with and also under the direct
supervision of their masters.
COMMITTEE ASSIGNMENTS
In this method ,the trainers are asked to perform
special assignments and to solve actual
organizational problems. In this method trainers
acquire knowledge about the assigned activities
and learn how to work with others.
• Internship training
An internship is an opportunity offered by an
employer to potential employees, called
interns, to work at a firm for a fixed period of
time. Interns are usually undergraduates or
students and most internship last between a
month and three months.
 OFF-THE JOB TRAINING
• Off-the-job training is conducted in a location
specifically designated for training. It may be
near the workplace or away from work, at a
special training center or a resort Conducting
the training away from the workplace
minimize distractions and allows trainees to
devote their full attention to the material
being taught
VESTIBULE TRAINING

• In this method, a training centre called

vestibule is set up and actual job conditions
are duplicated or simulated in it. Expert
trainers are employed to provide training with
the help of equipment and machines which
are identical with those used at the work
place. Mostly this method of training will be
used to train technical staff, office staff and
employees who deal with tools and machines.
• CASE STUDIES: It is a written description of an
actual situation in the past in same organization
or somewhere else and trainees are supposed to
analyze and give their conclusions in writing. This
is another excellent method to ensure full and
whole hearted participation of employees and
generates good interest among them. Case is
later discussed by instructor with all the pros and
cons of each option. It is an ideal method to
promote decision-making abilities within the
constraints of limited data
• ROLE PLAYING: During a role play, the trainees assume roles and
act out situations connected to the learning concepts. It is good
for customer service and training. This method is also called
‘role-reversal’, ‘socio-drama’ or ‘psycho-drama’. Here trainees act
out a given role as they would in a stage play. Two or more
trainees are assigned roles in a given situation, which is explained
to the group. There are no written lines to be said and, naturally,
no rehearsals. The role players have to quickly respond to the
situation that is ever changing and to react to it as they would in
the real one. It is a method of human interaction which involves
realistic behavior in an imaginary or hypothetical situation. Role
playing primarily involves employee-employer relationships,
hiring, firing, discussing a grievance problem, conducting a post
appraisal interview, disciplining a subordinate, or a salesman
making presentation to a customer.
• Classroom Lectures: under the off the job
methods of training, classroom method or lecture
method is well-known to train white collar or
managerial level employees in the organization.
under this method employees are called to the
room like that of classroom to give training by
trainer in the form of lectures. This method is
effectively used for the purpose of teaching
administrative aspects or on management subject
to make aware of procedures and to give
instructions on particular topic.
• SIMULATION: Under this training, the trainee
is required to learn the operations of
machines and equipment, that are reasonably
designed to look similar to those installed at
the actual work floor. This is one of the most
common method of training wherein the
worker learns to operate tools and machinery
that look alike to those, they would be using in
the actual work environment.
• MANAGEMENT GAMES: Properly designed
games help to ingrain thinking
habits,analythical,logical and reasoning
capabilities, importance of team work ,time
management, communication and leadership
capabilities. Under this method, the trainees
are divided into groups and then they are
presented with the simulated marketplace or
the situations, wherein they are required to
apply their learning and solve the problems
accordingly.
• BRAIN STORMING: It is a group creativity technique by
which efforts are made to find a conclusion for a specific
problem by gathering a list of ideas spontaneously
contributed by its members.
• In other words, brainstorming is a situation where a group
of people meet to generate new ideas and solutions
around a specific domain of interest by removing
inhibitions. People are able to think more freely and they
suggest as many spontaneous new ideas as possible. All the
ideas are noted down and those ideas are not criticized and
after brainstorming session the ideas are evaluated. The
term was popularized by Alex Faickney Osborn in the 1953.
• Storming a problem using brain.
• CONFERENCES: The conferences/discussion
approach refers to the training method in
which the trainer delivers a lecture and
initiates a discussion with the trainees to clear
their work-related doubts. In large
organizations, a trainer uses audio-visual aids
to conduct conferences and discussions. The
examples of audio-visual aids are blackboards,
mock-ups, and PowerPoint presentation slides