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Training & Development

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4 views

Training & Development

Uploaded by

Riya Rani
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Training & Development

WHAT IS TRAINING?

“Training is the act of increasing the


knowledge and skills of an
employee for doing a particular
job.” (Filippo)

“Training is a process that develops


and improves skills related
performance. Effective training
WHAT IS TRAINING?

• In short, definitions of training


mean that it is the process of: -

 imparting new skills;


 sharpening of skills;
 increasing domain specific
knowledge; and
 changing of attitudes and
behaviors
 intended to enhance the
WHAT IS TRAINING?

• Includes all activities aimed at


providing
skills/knowledge/aptitudes
necessary for employment in a
particular occupation.

• A process by which a worker


learns some skill.

• Leads to improved performance


PURPOSE OF TRAINING?

Increasing productivity.

Improving quality of work.

Creating skill inventory by which a


company fulfils its future personnel
needs.

Prevention of accidents
WHAT IS DEVELOPMENT?

“The process of enhancing skills,

abilities, knowledge and capacities


of employees which includes not
only improvement in job
performance but also individual
growth in the organization.”
WHAT IS DEVELOPMENT?

 A broader, more encompassing


function than training.

 Aims at making workers not only


good performers but also better
human being.

 An educational process utilizing a


systematic and organized
procedure by which managerial
PURPOSE OF DEVELOPMENT?
 Improving supervision, command,
direction and control at each level.

 Creating an understanding of the


methods and problems of
management.

 Helping develop managers to perform


better on their present assignments
and prepare them for higher
assignments.
Do Training & Development Differ?
How?

Criteria Training Development


Aim Improve job Insure overall
performance growth
Participant Designed for managers Exclusively designed
as well as employees for managers

Content Technical/specific Broader theoretical


skills/knowledge and conceptual
knowledge

Tenure short-term process long term/ ongoing


process
Training Process
Step 1. Identify Training Needs

• The training process starts with


identification of need for training.

• Management of an organization needs to


explore certain questions, such as, at this
stage:
Whether their employees actually need
any training?
How training will be helpful in growth of
the organization?
To what extent training will be beneficial
for the worker?
Step 2. Establishing Training
Goals

• The 2nd step involves deciding the


training goals or objectives.

• To fix the objectives/ goals,


following questions need to be
addressed: -

 What would be the expected


Step 3. Designing Training
Programme

• This step involves decisions on


questions such as: -

Who are going to be trained?


Who all will provide training?
Where the training will be executed?
What will be the methods adopted
for training?
What will be the sequence used for
Step 4. Executing Training
Programme

• This step involves monitoring


and ensuring that whatever
have been planned should be
executed.

• It helps in getting maximum


Step 5. Evaluating Training
Programme

• Last but an important step.

• Involves evaluating the entire


training process by its results.

• Can be done by various methods


like reaction of trainees, by
questionnaire method, by
interviews and others.
Methods of Training
Job Instruction Training

• In this method supervisors train


operational workers.

• Consists of steps not only to explain


what is to be done but also how and
why it is to be done.

• Involves four steps


 physically and psychologically
preparing trainees for instruction
 presentation or demonstration of the
particular task to the trainees
DEMONSTRATION

• In this method, the instructor


displays the series of steps
related to the job and also
explains why and what
supervisor or trainer is doing.

• The learners are supposed to


observe carefully and keenly
SIMULATION

• This method is used for


sophisticated tasks where errors, if
not minimized, lead to heavy
losses.

• It is basically artificial/virtual
setup/environment of the
workplace.

• In the virtual environment, workers


APPRENTICESHIP

• Period of service spent as a


learner of a trade/handicraft is
called apprenticeship.

• An apprentice is: -
 usually at the beginning of his
work life;

 is bound by a legal agreement


HOW APPRENTICESHIP AND INTERNSHIP DIFFER
LECTURE

• Telling someone about something.

• Intended to: -
create understanding of a topic or to
influence behavior.

enhance the knowledge of listener


or to give him the theoretical aspect
of a topic.

• Training is basically incomplete


OTHER METHODS

• Seminars/ Conferences

• Workshops

• Role Play Exercises

• Group Discussions

• Case Study

• Sensitization Programmes
Designing Effective Training
Programmes
Define purpose of training and
target audience

• Make it clear what your training


programme needs to accomplish.

• Sort and prioritize a spectrum of


training needs before determining
training focus.

• Once you have a clear sense of


training’s purpose and audience,
Determine Participant’s Needs

There are several ways to find


about the needs of the participants
such as: -

• A brief written survey could be


conducted;

• Survey of a random sample of


registrants by phone;
Define Training Goals and
Objectives

• Clarify expected outcomes


• Outline training content
• Planning specified training
activities
• Selecting/developing training
material
• Designing evaluation procedures
• Ensuring that the training
Outline Training Content

• Establish a positive learning


environment
• Start with simple concepts and
proceed to more complex
• Move from less sensitive to
controversial topics
• Schedule activities which require the
greatest concentration when people
will be focused and energetic
• Provide time for reflection,
Develop Instructional Activities

• An effective training programme


incorporates a variety of training
strategies taking into account: -

 Participants learning style


 Group size
 Prior experience and/or education
level of participants
 Type of skill or information to be
provided
Prepare the Written Training
Design

• Create written document


promoting detailed plan of
training session including goals
and objectives

• Use your written training design


to stay in track during the
training events, make mid-course
Prepare Participant Evaluation Form
Following issues need to be kept in mind
while preparing evaluation form

• Did the participants acquire the


knowledge and skills that the trainer
was supposed to provide?
• Were the trainees knowledgeable about
training content?
• Were the activities interesting and
effective?
• Was the training format appropriate?

Follow up activities

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