Training and DevelopmentTraining and Development

CHAPTER-6CHAPTER-6

INTRODUCTIONINTRODUCTION Training & Development Training & Development

defined as :-defined as :-

Training Training ------------Current ------------Current JobsJobs

Development ----------Future Development ----------Future JobsJobs

TRAINING & DEVELOPMENTTRAINING & DEVELOPMENT Training is the value addition activity undertaken by the Training is the value addition activity undertaken by the

organization to enrich the values of the core assets namely organization to enrich the values of the core assets namely its people. its people.

It plays a vital role in enhancing the efficiency, productivity It plays a vital role in enhancing the efficiency, productivity & performance of the employees.& performance of the employees.

It is a learning process that helps employees to acquire new It is a learning process that helps employees to acquire new knowledge & skills required to perform their job efficiently. knowledge & skills required to perform their job efficiently.

To know a difference between where the workers stands at To know a difference between where the workers stands at the present & where he will be after some point of time.the present & where he will be after some point of time.

It is short term exercise for the employees either to learn a It is short term exercise for the employees either to learn a job or to overcome their deficiency in the performance of job or to overcome their deficiency in the performance of their present job. their present job.

TRAINING DEFINEDTRAINING DEFINED TrainingTraining is about knowing where you is about knowing where you

stand (no matter how good or bad the stand (no matter how good or bad the current situation looks) at present, and current situation looks) at present, and where you will be after some point of time.where you will be after some point of time.

Training is about the acquisition of Training is about the acquisition of knowledge, skills, and abilities (KSA) knowledge, skills, and abilities (KSA) through professional development.through professional development.

Definition: TrainingDefinition: Training

According to Edwin Flippo, According to Edwin Flippo, “ Training is “ Training is the act of increasing the knowledge & the act of increasing the knowledge & skills of the employees for doing a skills of the employees for doing a particular job”.particular job”.

According to Michael JuciusAccording to Michael Jucius, “ Training , “ Training is the process by which the attitudes, is the process by which the attitudes, skills & abilities of the employees to skills & abilities of the employees to perform the specific jobs are improved.”perform the specific jobs are improved.”

Definition: DevelopmentDefinition: Development

Development is training people to acquire new horizons, Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide technologies, or viewpoints. It enables leaders to guide their organizations into new expectations by being their organizations into new expectations by being proactive rather than reactive. It enables workers to proactive rather than reactive. It enables workers to create better products, faster services, and more create better products, faster services, and more competitive organizations. competitive organizations.

Development is any learning activity, which is directed Development is any learning activity, which is directed towards future, needs rather than present needs, and towards future, needs rather than present needs, and which is concerned more with career growth than which is concerned more with career growth than immediate performanceimmediate performance. .

Distinction between Training and Distinction between Training and DevelopmentDevelopment

TrainingTraining-Learning new things and refreshing old one. -Short time period & concerned with specific field.-TRAINING may be seen as changed PERFORMANCE.-Training is expected to reward the company immediately in terms of better productivity of employee

DevelopmentDevelopment-Implementing the learned

session and Finding new ones.-Long time period & concerned all fields.-DEVELOPMENT is definitely changed LIVES….-Development does not lead to any immediate and tangible benefits to the company.

TRAINING AND DEVELOPMENT TRAINING AND DEVELOPMENT OBJECTIVESOBJECTIVES

In addition to that, there are four other objectivesIn addition to that, there are four other objectives1.1. Individual ObjectivesIndividual Objectives – help employees in achieving – help employees in achieving

their personal goals, which in turn, enhances the their personal goals, which in turn, enhances the individual contribution to an organization.individual contribution to an organization.

2.2. Organizational ObjectivOrganizational Objectiveses – assist the organization with – assist the organization with its primary objective by bringing individual its primary objective by bringing individual effectiveness.effectiveness.

3.3. Functional ObjectiveFunctional Objectivess – maintain the department’s – maintain the department’s contribution at a level suitable to the organization’s contribution at a level suitable to the organization’s needs.needs.

4.4. Societal ObjectivesSocietal Objectives – ensure that an organization is – ensure that an organization is ethically and socially responsible to the needs and ethically and socially responsible to the needs and challenges of the society. challenges of the society.

When does the need for training arise?When does the need for training arise?

The installation of new equipment or techniquesThe installation of new equipment or techniques A change in working methods or products produced A change in working methods or products produced A realization that performance is inadequate, Labor A realization that performance is inadequate, Labor

shortage, necessitating the upgrading of some shortage, necessitating the upgrading of some employees employees

A desire to reduce the amount of scrap and to improve A desire to reduce the amount of scrap and to improve quality quality

An increase in the number of Promotion or transfer of An increase in the number of Promotion or transfer of individual employees.individual employees.

Ensures availability of necessary skills and there could Ensures availability of necessary skills and there could be a pool of talent .be a pool of talent .

TWO TYPES:-TWO TYPES:- ON THE JOB TRAININGON THE JOB TRAINING1. APPRENTICESHIP TRAINING2. JOB ROTATION3. INTERNSHIP & ASSISTANTSHIP4. JOB INSTRUCTION TRAINING

OFF THE JOB TRAININGOFF THE JOB TRAINING1. PROGRAMMED LEARNING METHOD2. SIMULATION METHOD3. LABORATORY TRAINING4. CASE STUDY METHOD5. LECTURE METHOD6. ROLE PLAYING METHOD7. VIDEO CONFERENCING METHOD

TRAINING METHODSTRAINING METHODS

METHODS OF TRAININGMETHODS OF TRAINING:- :- ON THE JOB TRAINING:ON THE JOB TRAINING: - - It is the method where It is the method where

employee learns the job by actually doing itemployee learns the job by actually doing it. This . This type of training is usually practiced on day-to day type of training is usually practiced on day-to day basis or as a part of the job. The basic idea behind the basis or as a part of the job. The basic idea behind the adoption of this kind of training is to transfer the adoption of this kind of training is to transfer the skills & knowledge from a highly competent & skills & knowledge from a highly competent & experienced person to new one. Almost every new experienced person to new one. Almost every new employee gets on the job training to become skilled at employee gets on the job training to become skilled at his job. The various kinds of on the job training have his job. The various kinds of on the job training have been explained as follows:-been explained as follows:-

Cont..Cont..1.1. APPRENTICESHIP TRAINING:- APPRENTICESHIP TRAINING:- Several organizations Several organizations

practice this method to impart training to the people from practice this method to impart training to the people from various crafts jobs like those of various crafts jobs like those of an electrician, a fitter, a an electrician, a fitter, a turner, a plumber, a machinistturner, a plumber, a machinist. In this method the superior . In this method the superior who is highly skilled person becomes the instructor & who is highly skilled person becomes the instructor & imparts knowledge to the trainees (called as apprentice). imparts knowledge to the trainees (called as apprentice). The motivating factor for the trainees is the awareness that The motivating factor for the trainees is the awareness that they are acquiring the exact knowledge needed to perform they are acquiring the exact knowledge needed to perform their job. their job.

2.2. JOB ROTATION:- JOB ROTATION:- The purpose of this method is to rotate The purpose of this method is to rotate the employees from one job to another just to widen their the employees from one job to another just to widen their skills, knowledge & experience. It is applied to promote skills, knowledge & experience. It is applied to promote effective teamwork. It helps the employees to acquireeffective teamwork. It helps the employees to acquire

Cont..Cont..multi-skills & helps them to comfortably manage the jobs. It is multi-skills & helps them to comfortably manage the jobs. It is

done mostly at the entry levels jobs in order to impart skills to done mostly at the entry levels jobs in order to impart skills to the new employees that will enable them to perform multiple the new employees that will enable them to perform multiple jobs.jobs.

3. INTERNSHIP & ASSISTANTSHIP: - INTERNSHIP & ASSISTANTSHIP: - Internship is concerned Internship is concerned with gaining supervised practical experience, essentially by a with gaining supervised practical experience, essentially by a medical graduate. It has been now accepted in the medical graduate. It has been now accepted in the organizations itself. As a training technique it helps the organizations itself. As a training technique it helps the trainees to combine their theory learned in the classroom with trainees to combine their theory learned in the classroom with the business practices. It is unique kind of recruitment cum the business practices. It is unique kind of recruitment cum training that calls for positioning the students in temporary training that calls for positioning the students in temporary jobs without any obligation for the company to hire him jobs without any obligation for the company to hire him permanently after training. permanently after training.

Cont..Cont..The best part of the internship is that it lets the employers try The best part of the internship is that it lets the employers try

out future employees prior to making a job offer.out future employees prior to making a job offer.

4. 4. JOB INSTRUCTION TRAINING:- JOB INSTRUCTION TRAINING:- Step wise process of Step wise process of imparting training to the employees is called as Job imparting training to the employees is called as Job instruction training. In fact the execution of any job involves instruction training. In fact the execution of any job involves a step-by-step performance of the various tasks of that job. a step-by-step performance of the various tasks of that job. Under this method all necessary steps in the job, together Under this method all necessary steps in the job, together with the brief write ups are complied. Each step will have with the brief write ups are complied. Each step will have note which explains what needs to be done in that step, why note which explains what needs to be done in that step, why it is to be done & how it is to be done.it is to be done & how it is to be done.

OFF THE JOB TRAINING OFF THE JOB TRAINING METHODSMETHODS

In this method workers are imparted training at In this method workers are imparted training at the place away from the actual work place. It the place away from the actual work place. It can be classrooms or training center. Main aim can be classrooms or training center. Main aim is to minimize the distractions (interruption) of is to minimize the distractions (interruption) of the trainees. They are ideal for teaching the trainees. They are ideal for teaching theoretical aspects of the jobs. The various theoretical aspects of the jobs. The various kinds of on the job training have been kinds of on the job training have been explained as follows:-explained as follows:-

CONT..CONT..1.1. PROGRAMMED LEARNING METHOD:- PROGRAMMED LEARNING METHOD:- This method is This method is

called as “ Scheduled learning” or “ Programmed Learning called as “ Scheduled learning” or “ Programmed Learning Method”. Under this method the trainees are made to reply Method”. Under this method the trainees are made to reply to the job oriented questions, problems, cases, concepts & to the job oriented questions, problems, cases, concepts & facts as a part of learning. As soon as this process is over facts as a part of learning. As soon as this process is over the trainees are provided with the feedback that details the the trainees are provided with the feedback that details the accuracy of their answers. The learning can be with paper, accuracy of their answers. The learning can be with paper, pencil or computer based. Basic aim is to give sufficient pencil or computer based. Basic aim is to give sufficient information to the learners & then test the trainee’s information to the learners & then test the trainee’s authority over the subject matter.authority over the subject matter.

2.2. SIMULATION METHOD:SIMULATION METHOD:- It is employed when it is not - It is employed when it is not possible to provide on the job training. It is the technique possible to provide on the job training. It is the technique that creates the situation which as nearly as replicates the that creates the situation which as nearly as replicates the real one. real one.

CONT..CONT..In this method the trainees actually get trained on the actual In this method the trainees actually get trained on the actual

machines that are employed in the firm. The trainers review machines that are employed in the firm. The trainers review the performance, prepare the reports & make them available to the performance, prepare the reports & make them available to the trainees.the trainees.

3. 3. LABORATORY TRAINING:- LABORATORY TRAINING:- this method is called “ this method is called “ Sensitivity Training” or “T- group Training”. It is organized Sensitivity Training” or “T- group Training”. It is organized for the small group of trainees who are normally not familiar for the small group of trainees who are normally not familiar with one another. Sessions are organized to let the trainees with one another. Sessions are organized to let the trainees meet personally to share their feelings, opinions, attitude, meet personally to share their feelings, opinions, attitude, perceptions & values. perceptions & values.

4. 4. CASE STUDY METHOD:CASE STUDY METHOD:- In this method the trainees are - In this method the trainees are provided the necessary information in a case study format & provided the necessary information in a case study format & they are expected to come up with decisions based on their they are expected to come up with decisions based on their understanding of the cases.understanding of the cases.

CONT..CONT..It may be related with the organizations or specific problems It may be related with the organizations or specific problems

faced during the course of the operations. Trainees should faced during the course of the operations. Trainees should evaluate the case carefully, understand the problem areas, evaluate the case carefully, understand the problem areas, identify the causes & develop possible solutions & finally identify the causes & develop possible solutions & finally choose the best ones.choose the best ones.

5. 5. LECTURE METHOD:LECTURE METHOD:- It is called as “ Chalk & Talk “ - It is called as “ Chalk & Talk “ method. It is traditional method of imparting training to large method. It is traditional method of imparting training to large number trainees at the same time. It is verbal form of number trainees at the same time. It is verbal form of delivering information in the classrooms. A knowledgeable delivering information in the classrooms. A knowledgeable trainer can make the whole process effective by planning & trainer can make the whole process effective by planning & preparing & delivering the lectures in systematic manner.preparing & delivering the lectures in systematic manner.

6. 6. ROLE PLAYING METHOD:ROLE PLAYING METHOD:- Refers to acting out the - Refers to acting out the particular role. It is learning-by- doing techniqueparticular role. It is learning-by- doing technique. .

CONT..CONT..Under this method the trainees play the assigned roles of Under this method the trainees play the assigned roles of

supervisor, instructor etc under the presence of the trainer. supervisor, instructor etc under the presence of the trainer. Typically the trainee assumes the role of the specific Typically the trainee assumes the role of the specific personality relevant to the given situation & responds to the personality relevant to the given situation & responds to the

problem of that situationproblem of that situation..7. 7. VIDEO CONFERENCING METHOD:VIDEO CONFERENCING METHOD:- This is one of the - This is one of the

distance learning method of training. It is best suited when distance learning method of training. It is best suited when trainer & trainees are separated geographically. It allows trainer & trainees are separated geographically. It allows people to communicate live via audio- visual aids with the people to communicate live via audio- visual aids with the people in the other city, country or groups in several cities. people in the other city, country or groups in several cities. It is an interactive in nature & quite flexible.It is an interactive in nature & quite flexible.

IDENTIFICATION OF TRAINING NEEDSIDENTIFICATION OF TRAINING NEEDS.. Identifying a training needs analysis is the first step in the training Identifying a training needs analysis is the first step in the training

process and is critical for a successful programprocess and is critical for a successful program. . The purpose of a The purpose of a needs analysis is to determine that training is the best solution and needs analysis is to determine that training is the best solution and identify what training is needed to fill the skill gap.identify what training is needed to fill the skill gap.

A Training Needs Analysis is an analysis of the training, learning A Training Needs Analysis is an analysis of the training, learning and development needs of the staff, volunteers and trustees in an and development needs of the staff, volunteers and trustees in an organization. organization.

It considers the skills, knowledge and behaviors of the people in the It considers the skills, knowledge and behaviors of the people in the organization and how to develop them, both to deliver the organization and how to develop them, both to deliver the organization's strategic objectives and support the individual’s career organization's strategic objectives and support the individual’s career progression.progression.

A training need exists when there is a gap between what is required A training need exists when there is a gap between what is required of a person to perform their job proficiently and what they actually of a person to perform their job proficiently and what they actually know. know.

Cont..Cont.. The reasons for conducting a training needs analysis are: The reasons for conducting a training needs analysis are:

• • To determine whether training is neededTo determine whether training is needed• To determine causes of poor performance• To determine causes of poor performance• To determine content and scope of training• To determine content and scope of training• To determine desired training outcomes• To determine desired training outcomes• To provide a basis of measurement• To provide a basis of measurement• To gain management support• To gain management support

Regardless of the complexity of your analysis, there are six steps Regardless of the complexity of your analysis, there are six steps fundamental to all effective training needs analysis. fundamental to all effective training needs analysis.

Step OneStep One – Identify Problem Needs– Identify Problem Needs• Determine circumstance for training request• Determine circumstance for training request• Identify potential skill gap• Identify potential skill gap• Set objectives• Set objectives

Cont..Cont.. Step Two – Determine Design of Needs AnalysisStep Two – Determine Design of Needs Analysis

• Establish method selection criteria• Establish method selection criteria• Assess advantages and disadvantages for methods• Assess advantages and disadvantages for methods

Step ThreeStep Three – Collect Data– Collect Data• Conduct interviews• Conduct interviews• Administer surveys and questionnaires• Administer surveys and questionnaires• Conduct focus groups• Conduct focus groups• Observe people at work • Observe people at work • Review documents• Review documents

Step Four – Analyze DataStep Four – Analyze Data• Conduct qualitative or quantitative analysis • Conduct qualitative or quantitative analysis • Determine solutions and recommendations• Determine solutions and recommendations

Step Five – Provide FeedbackStep Five – Provide Feedback• Write report and make oral presentation• Write report and make oral presentation• Determine next step – training needed?• Determine next step – training needed?

Step Six – Develop Action PlanStep Six – Develop Action Plan• Use results as the basis for training design, development and evaluation.• Use results as the basis for training design, development and evaluation.

MANAGEMENT DEVELOPMENT MANAGEMENT DEVELOPMENT PROGRAMMEPROGRAMME

The future of an organization rests firmly on the competencies & The future of an organization rests firmly on the competencies & dynamism of its managerial people. It involves decision making that calls dynamism of its managerial people. It involves decision making that calls for knowledge of the latest developments in the related field & excellent for knowledge of the latest developments in the related field & excellent analytical skills.analytical skills.

Management Development Programme is future oriented & more Management Development Programme is future oriented & more concerned with the education than employee training or assisting a concerned with the education than employee training or assisting a person to become a better performer.person to become a better performer.

By education we mean, that management development activities attempt By education we mean, that management development activities attempt to enhance one’s ability to understand knowledge, while development to enhance one’s ability to understand knowledge, while development focuses more on employee personal growth.focuses more on employee personal growth.

In this regard, MDP can help firms to develop the KSA of their managers In this regard, MDP can help firms to develop the KSA of their managers so that they become better equipped for the existing & future positions.so that they become better equipped for the existing & future positions.

Thus, it is a process of upgrading the competencies of the managers Thus, it is a process of upgrading the competencies of the managers through learning experiences.through learning experiences.

STEPS IN MDPSTEPS IN MDP Assessing the company’s strategic needsAssessing the company’s strategic needs:- The first step in MDP is to :- The first step in MDP is to

evaluate the future managerial requirements of an organization on the basis of evaluate the future managerial requirements of an organization on the basis of its business strategies. i.e like new product development, market expansion, its business strategies. i.e like new product development, market expansion, introduction of new technology etc. However it is difficult for the firm to introduction of new technology etc. However it is difficult for the firm to determine precisely the quantity & quality of the skills needed by the determine precisely the quantity & quality of the skills needed by the managers for the future. This is because of continuously changing external managers for the future. This is because of continuously changing external environment.environment.

Evaluating the skills & competencies of the managers:- Evaluating the skills & competencies of the managers:- In this phase the In this phase the existing skills & abilities of the managers are assessed in line with the future existing skills & abilities of the managers are assessed in line with the future strategies of the organization. At this stage key competencies like what the strategies of the organization. At this stage key competencies like what the managers can do at present & the behavior & competency necessary to managers can do at present & the behavior & competency necessary to complete the job effectively are assessed with the help of performance complete the job effectively are assessed with the help of performance evaluation tools. The overall process tells us the need for their further growth.evaluation tools. The overall process tells us the need for their further growth.

Evolving Strategies for the development of the managers:- Evolving Strategies for the development of the managers:- In this phase In this phase the organization decides about how it should be proceed with the process of the organization decides about how it should be proceed with the process of developing the managers to meet its future management requirement. It developing the managers to meet its future management requirement. It decides about the key aspects of the development decides about the key aspects of the development

Cont..Cont..Programmes like their objectives, mode of delivery, place & duration, Programmes like their objectives, mode of delivery, place & duration,

cost & benefits & assessment techniques.cost & benefits & assessment techniques. Often the management development activities are influenced by the Often the management development activities are influenced by the

size & nature of the organization, the prevailing environment, the size & nature of the organization, the prevailing environment, the level of technology & the management philosophy. The whole level of technology & the management philosophy. The whole process is employee centered. They may also be unique & different process is employee centered. They may also be unique & different for each organization.for each organization.

Thus it become imperative for the organization to access the Thus it become imperative for the organization to access the development requirements of the managers from the individual & development requirements of the managers from the individual & situational perspectives.situational perspectives.

METHODS OF MDPMETHODS OF MDP ON THE JOB DEVELOPMENTON THE JOB DEVELOPMENT CoachingCoaching- Where manager take active role in guiding another - Where manager take active role in guiding another

manager.manager. Understudy assignmentsUnderstudy assignments:- Potential managers are given :- Potential managers are given

opportunity to relieve an experienced manager of his/her job & act opportunity to relieve an experienced manager of his/her job & act his/her substitute during this period.his/her substitute during this period.

Job Rotation- Job Rotation- Job rotation refers to assigning employees to various Job rotation refers to assigning employees to various tasks so that they gain a wider experience. It can be either horizontal tasks so that they gain a wider experience. It can be either horizontal or vertical. Horizontal job rotation would be when an employee or vertical. Horizontal job rotation would be when an employee move to jobs of a similar status. Vertical job rotation occurs when move to jobs of a similar status. Vertical job rotation occurs when the new job is seen as a promotion (or demotion).the new job is seen as a promotion (or demotion).

Committee assignments:- Committee assignments:- Assignment to a committee can provide Assignment to a committee can provide wide opportunity for the employee to share in managerial decision wide opportunity for the employee to share in managerial decision making, to learn by watching others & to investigate specific or making, to learn by watching others & to investigate specific or organizational problems.organizational problems.

Cont..Cont.. OFF THE JOB DEVELOPMENTOFF THE JOB DEVELOPMENT Sensitivity training:-Sensitivity training:- it is a training where members are brought it is a training where members are brought

together in a free & open environment in which they can discuss together in a free & open environment in which they can discuss themselves & their interactive process loosely facilitated by themselves & their interactive process loosely facilitated by professional person.professional person.

Transactional Analysis:- Transactional Analysis:- it is both an approach for defining & it is both an approach for defining & analyzing communication interaction between two people & a theory analyzing communication interaction between two people & a theory of personality.of personality.

Lecture coursesLecture courses:- it offers an opportunity to managers to acquire :- it offers an opportunity to managers to acquire knowledge & develop their conceptual & analytical abilitiesknowledge & develop their conceptual & analytical abilities . .

Simulation exercises:- Simulation exercises:- it was another training technique which it was another training technique which include case study, decision games & role plays.include case study, decision games & role plays.

Define the method of training?Define the method of training?