UNIT-III

TRAINING & EXECUTIVE

DEVELOPMENT
 TRAINING & DEVELOPMENT
 Training is an act of increasing Knowledge, Skill
Attitude/Behaviour of an employee for doing a particular/present
job.
- Edwin.B.Flippo
 Development means all round improvement on the job
performance and not only acquiring of knowledge, skill and
attitude for the present job, but also includes increasing
capabilities for future managerial position.

 Training improves the employee's performance on the current

job and prepares them for an intended job.
 TRAINING Vs DEVELOPMENT
• Technical Skills Vs Managerial and Behavioral skills
• Specific Job-Related Vs Conceptual
• Short-term Vs Long-term
• Junior & Middle-level Vs Middle & Top-level
 NEED FOR TRAINING
1) To prepare existing employees for higher level jobs

2) When a person is shifted from one job to another

3) To provides a sense of security and self confidence

4) To develops new skills to the employees

5) To adapt with the changing technology

6) To improve Quality and Reduce Scrap

7) To bridge the gap between what the employee has and what
the job demands
Assessing Employees Training Needs
Assessment Performance
Center Results Appraisals

Individual Methods Job-Related

Diaries for Performance
Identifying Data
Training
Attitude Needs
Observations
Surveys

Tests Interviews
 PURPOSE OF T&D
1. To increase productivity and quality

2. To promote versatility and adaptability to new methods

3. To reduce the number of accidents

4. To increase efficiency

5. To improves quality as well as quantity of work

6. To increase job satisfaction displaying itself in lower labour
turn-over and less absenteeism
 BENEFITS OF TRAINING (for
individuals)
 Better decision making and effective problem solving
 Better stress handling, tension, frustration and conflicts
 Improvement in leadership, knowledge, skills and attitude
 Increased job satisfaction and recognition
 Provides avenue for growth
 Eliminates fear in attempting new task
 Satisfies personal needs of trainer and trainee
 Helps employee adjust to change
 Encouragement and achievement of self-development and
self-confidence
 BENEFITS OF TRAINING (for
organization)
 Improved profitability.
 Improved job knowledge at all level of organization.
 Helps people identify the organizational goal.
 Helps to create a better corporate image.
 Improves relationship between employees.
 Aids in organizational development.
 Increase productivity and quality of work
 Keeps the cost down in all area.
 Improves labor-management relation.
 BENEFITS OF TRAINING (for
human relations)
 Improves communication between individual and groups.
 Aids in orientation of new employees.
 Improves inter personal skills.
 Makes organizational policies, rules and regulations viable.
 Makes the organization a better place to work and live.
 Provides information on equal opportunity and affirmative
action.
 Provides a good platform for learning, growth, and co-
ordination.
TRAINING PROCESS
 RESISTANCE BEHIND
TRAINING
 Normally people experience difficulties in learning new things
(i.e) skills & knowledge.
 The employee feels that management will entrust more work,
which would require additional skill & knowledge.
 Training programme & sessions disturbs the employees from
performing the routine duties & tasks.
 They are expected to learn more difficult activities & unlearn
practised skill.
 They loose their job authority & expected to learn like
students during their training programme.
HOW EMPLOYEES LEARN THE
BEST IN TRAINING
TRAINING METHODS
 EVALUATING TRAINING
EFFECTIVENESS
 Formal evaluation: uses
observation, interviews, and surveys
to monitor training while its going
on.

 Summative evaluation: measures

results when training is get completed
1.Reaction
2.Knowledge
3.Behavior
4.Attitude
5.Productivity
 EXECUTIVE DEVELOPMENT
(or)
MANAGEMENT DEVELOPMENT

“Systematic process of training and growth by which

managerial personnel gain and apply knowledge, skill, attitude
and having insight into managing the work in their
organization effectively and efficiently”.
 OBJECTIVES OF EXECUTIVE
DEVELOPMENT
 To prepare them for higher assignments

 To help managers grow fast

 To prevent obsolescence of managers

 To develop responsible leaders

 To develop managers to perform better on their present and
future assignments
 To increase proficiency in management techniques such as
inventory control, operations research and quality control.
 BENEFITS OF EXECUTIVE
DEVELOPMENT
1. To increase quality and productivity

2. To improve the supervision and leadership at each level

3. To address personal growth and prevent obsolescence

4. To develop innovativeness and creativity

5. To improve interpersonal communication and team work

6. To help the company to fulfill its future managerial personnel
needs
 METHODS OF EXECUTIVE
DEVELOPMENT
Competency
Methods
Development Area
Decision making skill In-basket, Business games, Case study
Interpersonal skill Role playing, Sensitivity Training
Job Knowledge Coaching, Understudy, On-the-Job
experiences
Organizational Job Rotation, Multiple Management
Knowledge
General Knowledge Special course, Special Meeting, Specific
Reading
Specific Individual Needs Special Projects, Committee Assignments
 SELF DEVELOPMENT
 Self development describes taking steps to better yourself, such as by
learning new skills or overcoming bad habits.

 Self development includes activities that improves - Awareness of identity

- Develop talents and potential
- Build human capital
- Enhance quality of life
- Contribute to the realization of dreams and aspirations.

 Self management teaches people to observe their own behaviour, compare

their outputs to their goals and administer their own reinforcement to
sustain goal commitment and performance.
 KNOWLEDGE MANAGEMENT
Knowledge management is defined as a systematic and
organized attempt to generate knowledge within an organization,
that can transform its ability to store and use knowledge for
improved performance.
Benefits of KM
Increased productivity
Improved quality of production
Reduced cost
Better coordination in the work place
Improved work environment of an organization
Promotes innovations & open the way for creative thinking
STAGES IN KNOWLEDGE
MANAGEMENT PROCESS