TRAINING & DEVELOPMENT

Dr.V.Veera Balaji Kumar

INTRODUCTION TO TRAINING & DEVELOPMENT

What is training ?• Meaning – training is the systematic

process of increasing the knowledge & skills of an employee for doing a specified job by providing a learning experience.

• It helps the trainee acquire new skills, technical knowledge, problem-solving ability etc. thereby increasing the performance of the employees.

• It also gives awareness of rules & procedures

DEFINITION OF TRAINING

• Training is the continuous, systematic development among all levels of employees of that knowledge and those skills and attitudes which contribute to their welfare and that of the company. – Planty, Cord M.C and Efferson

• “The process of aiding employees to gain effectiveness in their present and future work - Richard P. Calhoon

SCOPE OF TRAINING

• A key tool for enhancing job-related performance and organizational effectiveness, its value is being increasingly acknowledged in engendering behavioural changes & in developing life skills leading to personal growth.

• The scope has considerably widened. It equips an individual with competencies that help him/her cope with day-to-day problems of living & manage interpersonal relations and improving them.

TRAINING OBJECTIVES (TO)

• Training needs training objectives

• TO are tactical applications of strategic goals.

• Written in clear, unambiguous, specific and precise terms.

• They specify what learners will be able to do at the end of each stage of the training process.

TRAINING OBJECTIVES (TO)

• TO are essential for evaluating the training

• TO are to be specific to knowledge, skills or attitudes that the trainees are to gain as a result of the training activity and also measurable.

Importance of Training objectives

i. Articulate the goal of training

ii. Communicate intent to learner

iii. Provide means of evaluationiv. Assists in selection of

materials, content, methods.

Elements of Training objectives

• Outcomes of training program: observable behaviours “by the end of the program participants will be able to …”

• Conditions of the training program: circumstances in which the outcomes should take place “in a cohesive team situation”, without the use of instructional materials”

• Standards of the training program: expected level of attainment in terms of quality “ to 100% accuracy (or some other level)”, “at the rate of 50 per hour”.

ASSUMPTIONS OF TRAINING

Assumptions Truth

Participants knowledge acquisition means greater competence

Motivation & skills lead to improved practice. Competence grows through practice.

Participants learn what trainers teach. Learning is a simple function of their capacity to take in and trainers teaching ability

Learning is a complex function. Participants’ motivation and use of training varies with support I the organization

Individual improvement leads to improvement in organization

It is complex function of learning, norms of the group and the organizational climate. Individual learning if unused leads to frustration

Training is the responsibility of the training establishment

Organization, participants and the trainers are all partners in the training process.

BASIC PURPOSES OF TRAINING

1. Increasing productivity2. Improving quality3. To fulfill future personnel

needs4. Improve organizational

climate5. Improve health &safety6. Obsolescence prevention7. Personal growth

Need for Training

• Increased use of technology• Labour turnover• Need for additional hands• New employees• Promotion, career development• Increasing the employee morale• For reducing grievances & minimizing

accident rates• Refresher training for Old employees

FUNCTIONS OF TRAININGAccording to Miller five functionsi.Research – training systemsii.Analysis - identifying training needsiii.Development – teaching materialsiv.Operation – training aids & methodsv.Evaluation – monitors the

effectiveness of trainer I meeting goals, success of program and its impact on performance of employees.

Levels of training

• Prof. John Mee – training is done at two levels Training dept & line supervisors

• Training dept. – should assume primary responsibility for instruction of trainers in– Methods of teaching– Formal orientation– Training of supervisors in human relations– General education of employees

Levels of training

• Prof. John Mee – training is done at two levels Training dept & line supervisors

• Line supervisors should carry out the bulk of teaching in foll. Areas

•On-the-job instruction•Technical & professional aspects •Daily development thro’ counseling•Departmental communication

BENEFITS OF TRAINING• Benefits to the business

– Increase efficiency– Wastage eliminated– Less chances of accidents– Reduced supervisory need– Increase quality of goods

• Benefits to the employees– More loyal ; increased morale & confidence– More efficient & effective– Produce more with minimum effort

Training & education

Training Education

Increasing the knowledge & skill for doing a particular job

Increasing general knowledge & understanding total environment

Practice based and job specific

Person oriented

Conducted by business organization

Conducted in schools and colleges

Through both differ in nature and orientation they are complementary to each other. Both aims to enhance learning.

Training & Development

• Training is a short-term process ; learn technical knowledge and skills for a definite purpose

• Development is long-term educational process ‘ trainees learn conceptual and theoretical knowledge for general purpose.

Distinction between training & development

Learning dimensions

Training Development

Who is learning ?

Non-managerial personnel

Managerial personnel

What is to be learnt?

Technical & mechanical operations

Theoretical, conceptual ideas

Why such learning takes place?

Specific job-related purpose

General knowledge

When learning occurs ?

Short-term Long-term