Training and Development
Chapter -1: Introduction
#Definition of Socialization: Socialization is a process of adaptation, adjustment, making,
arrangements for setting one employee in the organization.
Socialization means adjusting to yourself as early as possible in the new environment.
#Process of Socialization:
1. Pre- arrival (before joining the organization)
The employee develops expectations about the job and organization. Information is
gathered through interviews, advertisements, and prior knowledge.
2. Encounter stage (Realization that expectations and reality may differ)
The employee realizes whether expectations match reality. Differences between
expectations and actual work conditions may appear. The employee starts learning
organizational rules, policies, and culture.
3. Metamorphosis stage (fully trained and fit with job)
The employee becomes fully trained and comfortable in the job. They internalize
organizational values. Performance improves and the employee becomes a regular
member of the organization.
#Definition of Training: Training is a process of transmitting and receiving information
related to problem solving. Training can increase the skills of an employee for doing
present-day tasks.
Training is a continuous process of giving knowledge, increasing skill and efficiency and
changing attitudes, interest and accommodating the employee in the organization for the
performance of assigned tasks to achieve organizational goals.
#Difference between training and development
Basis Training Development
Training is a short-term process Development is a long-term process
Meaning of improving specific skills and of overall growth and personality
knowledge for a particular job. improvement of employees.
Focuses on managerial skills,
Focuses on technical skills and
Focus leadership ability, and overall career
job-related performance.
growth.
Time Period Short-term Long-term
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To improve present job To prepare employees for future
Objective
performance. responsibilities.
Scope Narrow (specific task-oriented) Broad (overall growth-oriented)
Nature Practical and job-specific Conceptual and theoretical
Target Mainly non-managerial Mainly managerial and executive
Group employees employees
Generally initiated by the Often self-initiated or organization-
Initiative
organization supported
Learning how to operate new
Example Leadership development program
software
#Objectives for Training
The main objectives of training are:
1. To increase skills
2. Changing employee attitudes
3. To instruct new employees
4. To provide knowledge of company policies
5. To improve customer relations
6. To support personal growth
7. To ensure loyalty
8. To increase productivity
9. To improve quality of work
10. To improve organizational climate
11. To bring positive behavioral change
#Process of Training or Training Design process
The training design process includes the following steps:
1. Conducting Needs Assessment: Identify performance gaps and determine training
requirements.
2. Ensuring Employee Readiness: Ensure employees are prepared, motivated, and
capable of learning.
3. Creating a Learning Environment: Develop supportive conditions such as proper
materials, trainers, and facilities.
4. Selecting Training Method: Choose appropriate on-the-job or off-the-job methods.
5. Ensuring Transfer of Training: Make sure learning is applied to the workplace.
6. Developing an Evaluation Plan: Design methods to measure training effectiveness.
7. Monitoring and Evaluating Program: Continuously assess the program to improve
future training initiatives.
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#Methods of training
Training methods are classified into two major categories:
A. On the job training
1. Job duties
2. Job Rotation
3. Problem solving conference
4. Staff development meeting
5. Apprenticeship training
6. Job instructions
7. Temporary promotion
8. Vestibule training
9. Simulated learning
10. Mentoring
B. Off the job training
1. Outside short course and seminar
2. College or university degree
3. Advanced Management program
4. Classroom lecture
5. Videos and films
6. Computer-based training
7. Demonstration
8. Business simulation
9. Business game
Chapter -2: Strategic Training
#Strategic Training and Development Process
1. Business Strategy
2. Strategic training and development initiatives
3. Training and development activities
4. Value of training
#Organizational Characteristics that influence Training
1. Role of employees and managers
2. Top Management support
3. Integration of Business Units
4. Global Presence
5. Business Conditions
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#Outsourcing Training: Outsourcing training refers to the practice of hiring an external
organization, consultant, or training provider to conduct training programs instead of using
internal trainers.
Chapter -3: Needs Assessment
#Needs Assessment Definition: Needs Assessment refers to the process used to
determine whether training is necessary.
#Why is needs assessment necessary?
1. Training may be incorrectly used as a solution to a problem
2. Training programs may have the wrong content, objectives or methods
3. Trainees may be sent to training program for which they do not have the basic skills.
4. Training will not deliver the expected learning
5. Unnecessary use of money for training
#Causes of Needs Assessment
1. Lack of basic skills
2. Poor performance
3. New Technology
4. Customer request
5. New products
6. New jobs
#Methods used in Needs Assessment (Advantages and disadvantages of needs
Assessment Techniques)
1. Observation... (work environment and minimize interruption)
2. Questionnaire (data collected from large number of people and less cost)
3. Interviews (good...causes and solutions... questions can modify)
4. Focus Groups (useful with complex and controversial issues)
5. Documentation (good source of information)
#The Needs Assessment Process
1. Person Analysis: Person analysis identifies which employees need training and
whether they are ready for it. It determines if performance problems are due to lack
of skills or other factors.
2. Task Analysis: Task analysis identifies the duties, responsibilities, and skills
required to perform a job effectively. It determines what knowledge, skills, and
abilities (KSA) employees must have.
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3. Organizational Analysis: Organizational analysis examines the organization’s
goals, strategies, resources, and environment to determine where training is
needed. It ensures that training supports organizational objectives.
Chapter -4: Learning and Learning Theories
#Definition of Learning: Learning is a relatively permanent change in human capabilities.
Types of Learning Outcomes
1. Verbal Information: Verbal information refers to the ability to state, recall, and
explain facts, concepts, and knowledge.
2. Intellectual Skills: Intellectual skills involve the ability to apply knowledge, solve
problems, and make decisions.
3. Motor Skills: Motor skills refer to physical movements and coordination of muscles
required to perform tasks.
4. Attitude: Attitude refers to changes in beliefs, feelings, and values that influence
behavior.
#Reinforcement Theory
Reinforcement theory explains that people are motivated to perform or avoid certain
behaviors because of past outcomes that have resulted from those behaviors.
Positive reinforcement: Positive reinforcement occurs when a desirable reward is given
after a behavior to increase the likelihood of repeating that behavior.
Negative reinforcement: Negative reinforcement occurs when an unpleasant condition is
removed after a desired behavior, encouraging that behavior to continue.
#Social Learning Theory:
Social Learning Theory emphasizes that people learn by observing other people whom they
believe are credible and knowledgeable. Behaviors that are rewarded tend to be repeated.
According to social learning theory, learning new skills or behaviors comes from...
1. Directly experiencing
2. The process of observing others and seeing the consequences
Learning is also influenced by self- efficacy. Self- efficacy is a person's judgement whether
he or she can learn knowledge and skills.
#Process of Social Learning theory
1. Attention – Learner observes the model carefully.
2. Retention – Learner remembers the observed behavior.
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3. Motor Reproduction (physical capability) – Learner has ability to perform the
behavior.
4. Motivation (reinforcement) – Learner is encouraged by rewards or reinforcement.
5. Performance – Learner demonstrates the learned behavior.
#Physical and Mental Processes in Learning
1. Expectancy
2. Perception
3. Working Storage
4. Semantic Encoding
5. Long-term Storage
6. Retrieval
7. Generalizing
8. Granfying or Satisfy
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