TRAINING & DEVELOPMENT
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TRAINING DEFINED
• TRAINING is a learning process that
involves the acquisition of
knowledge, sharpening of skills,
concepts, rules, or changing of
attitudes and behaviours to enhance
the performance of employees.
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Training Development
Refers to the overall growth of the
Refers to the process of increasing
employees. These are learning
the knowledge, skills, and abilities of
opportunities designed for
Difference
employees for doing work.
employees to grow.
Its main aim is to help the employee Its main aim is the overall growth of
Between
do the job better. employees.
Job-oriented Career-oriented
Training &
Narrow scope as it is a part of
Broader scope as it includes training.
development.
Development
More suitable for technical staff. More suitable for managerial staff.
Involves teaching technical, human,
Involves teaching technical skills.
and conceptual skills.
Long-term process as it is career-
Short-term process
oriented
Non-managerial Managerial
Knowledge imparted for doing a Knowledge imparted for the growth
specific kind of job. of an employee in all respects.
Employers take the initiative in Individuals take initiative themselves
providing training. for their growth and development.
LINKING ORGANISATIONAL STRATEGIES
TO TRAINING
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IMPORTANCE OF TRAINING
BEFORE YOU START TRAINING...
Is there really a need for the training?
Who needs to be trained?
Who will do the training?
What form will the training take?
How will knowledge be transferred to the job?
How will the training be evaluated?
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PROCESS OF TRAINING
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(1)Training needs analysis
Organization analysis: identify training needs of the
organization according to its long-term goals-set the
training goals.
Job analysis: identify training needs according to job
descriptions and specifications—specify
skills/knowledge/behavior to be trained.
People analysis: identify people that need training and their
trainability-identify potential trainees.
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INFORMATION SOURCES USED FOR
TRAINING NEEDS ASSESSMENT
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(2) Instructional design
Set training goals.
Determine what to train.
Identify trainees.
Choose training materials.
Determine training modes and methods.
Select trainers.
Schedule training.
Develop training budget.
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(3) Validation
Pilot study: conduct Consultation: consult
B. Make revision of the
Validate the training the program with a the trainees and their
training programs
program before small number of supervisors on the
before
implementation. trainees to test its appropriateness of
implementation.
effect. the program.
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(4) Implementation
Obtain continuous
support from line- Appoint manager for
management to the the training program.
training program.
Develop managing
Provide logistic
guidelines for the
support.
program.
Conduct concurrent
evaluation of the
program.
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(5) Evaluation and follow-up
Concurrent evaluation: evaluate Immediate final evaluation: Follow-up evaluation: evaluate
training effects during training. evaluate training effects at the training effect by evaluating
end of the training. trainee performance over time.
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Training Process Summary :-
Understanding
Organisational Objectives
and Strategies
Training Need
Assessment
Establishment of Training
Goals
Devising Training
Programmes
Implementation of
Training Programme
Evaluation of Results
ADDIE FIVE STEP TRAINING PROCESS
• Analyze the training need.
• Design the overall training program.
• Develop the course (actually
assembling/creating the training
materials).
• Implement training, by actually training
the targeted employee group using
methods such as on-the-job or online
training.
• Evaluate the course’s effectiveness.
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Types of Training
Induction or Orientation Training:- It is concerned with introducing or
orienting a new employee to the organisation & its procedure, rules &
regulation.
Job Training:- It relates to specific job which the worker has to handle, it
gives information about machines, process of productions, instructions
to be followed, methods to be used & so on.
Internship Training:- Under this method, the educational institute
enters into arrangement with an industrial enterprise for providing
practical knowledge to its students.
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Refresher Training:- It meant for the old employees of the enterprise. The basic purpose of
refresher training is to acquaint the existing workforce with the latest methods of
performing their jobs & improve their efficiency further. In the words of Dale Yoder,
“Retraining programmes are designed to avoid personnel obsolescence.”
Training for promotion:- The talented employees may be given adequate training to make
them eligible for promotion to higher job in the organisation.
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Training Methods
On-the-Job Methods Off-the-Job Methods
- Job Rotation -Vestibule Training
- Coaching - Role Playing
- Job Instruction/Training - Lecture Methods
through step by step - Conference or Discussion
-Committee assignment -Programmed Instructions
-Internships -Lecture/Talks/Discussions
-Apprentice - Videos/Films
-Case study
-Demonstrations
On-the-Job Training Methods
Job instruction training
The most commonly used method.
advantage of giving first hand knowledge &
experience under the actual working condition
Learning during working
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Managerial on-the-Job Training
• Moving a trainee from department to
department to broaden his or her
Job rotation
experience and identify strong and
weak points.
• The trainee works directly with a senior
Coaching/Understudy
approach
manager or with the person he or she
is to replace.
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• This method is also known as training through
step by step. Under this method, trainer explains,
Job the trainee the way of doing the job, job
knowledge & skills &allow him to do the job. The
Instruction trainer appraises the performance of the trainee,
provides feedback information & corrects.
Committee • A group of trainees are given and asked to solve
an actual organizational problem. The trainees
Assignments solve the problem jointly. It develops team work.
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Off-the-Job Training Methods
Under this method of training, trainee is separated from the
job situation & his attention is focused upon learning the
material related to his future job performance. There is an
opportunity for freedom of expression for the trainees.
Vestibule training
Off the Job Sensitivity training
Training methods
Transactional analysis
Grid training
Role playing
Lecture methods
Conference or discussion
Programmed instruction
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Off-the-Job Training is conducted in a classroom
Management Training that simulates actual working conditions
and Development
Techniques Real job materials, files, and equipment
are used during training
Employees practice tasks similar to
those performed on the actual job
Commonly used for clerical and semi-
skilled workers
Training duration ranges from a few
days to a few weeks
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Off-the-JOB Development Methods
Sensitivity Training
ST or Laboratory training is a method of changing
individual behaviour through unstructured group
interaction
The main objective of ST is to develop among the group
members, an understanding of themselves and other
their relationships with others
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Transactional Analysis
• This is a theory of personality and provides
an approach for defining and analyzing the
interaction between people
• The basic theory behind transactional
analysis is that an individual’s personality
comprises of three ego states
The parent
The child
The adult
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Grid Training
Its is a six phase program lasting from 3 to 5 years
It starts with upgrading managerial skills, continues to group improvement,
improves inter group relations, goes into corporate planning, develops
implementation methods and ends with an evaluation phase
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Behaviour Modeling
• It demonstrates desired behaviour
and provides trainees the chance to
practices and role/play/imitate those
behaviours and receive feedback
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Role playing
• Creating a realistic situation in which trainees
assume the roles of persons in that situation.
• This method of training involves action, doing &
practice.
• The participants play the role of certain characters,
such as the production manager, mechanical
engineers, superintendents, maintenance
engineers, quality control inspectors, foreman,
workers & the like.
• This method is mostly used for developing
interpersonal interactions & relations.
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Lecture Method
• The lecture is traditional &
direct method of instruction.
The instructor organizes the
material & gives it to a group of
trainees in the form of a talk.
• To be effective, the lecture must
motivate & create interest
among the trainees. An
advantage of lecture method is
that it is direct & can be used
for a large group of trainees.
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It is a method in training the clerical ,
Conference or professional & supervisory personnel.
This method involves a group of people
Discussion who pose ideas, examine & share facts,
ideas & data, test assumption, & draw
conclusion all of which contribute to the
improvement of job performance .
Discussion has the distinct advantage
over the lecture method in that the
discussion involves two way
communication and hence feedback is
provided.
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Programmed Instruction
In recent years this method has become popular. The subject matter to be learned is
presented in a series of carefully planned sequential units. These units are arranged
from simple to more complex levels of instruction. The trainees goes through these
units by answering question or filling the blanks .
This method is time consuming and expensive.
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Designing an Effective Training Programme
[Link] of Training needs
• Organisational Analysis
• Task Analysis
• Human Resource Analysis
[Link] of [Link]
Training Results Objectives
[Link] of Training Programme
*Trainee and Instructor
*Period of Training
*Training Method & Material
Evaluation of Training programme
Reactions: Evaluation on the basis
Learning: Evaluation on the basis of
of Trainees reaction to Job Behaviour: Evaluation based on
quantity of learning and time
theusefulness of coverage of the the manner and extent to which the
oflearning with the application of
matter, depth of the course trainee has applied his learning to
the knowledge gained through
content,method of presentation, his job.
training.
teaching methods etc..
Ultimate Value: Measurement of
the ultimate result of the
Organisation: Evaluation based on contributions of the training
the overall organisation’s increased program to the company goals like
productivity, quality, morale, sales survival, growth, profitability and
turnover etc.. to the individual goals like
personality and social goals like
CSR activities.
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E TRAINING
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ELECTRONIC TRAINING
• E-training means the delivery of learning or training program by electronic
means.
• E-training involves the use of electronic device such as:
Computer
Computer + Internet
Mobile
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TYPES OF E TRAINING SYNCHRONOUS
(Depending on how the learning takes TRAINING
place)
ASYNCHRONOUS
TRAINING
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SYNCHRONOUS TRAINING
In the synchronous approach, both learning and teaching take place in real time even
though the trainer and learners are physically separated from each other.
E.g. Live webinars, virtual classrooms (Zoom, Microsoft Teams, Google Meet), live online
lectures, real-time video conferencing sessions, live workshops or seminars
ADVANTAGES
Learning from anywhere without having to travel a farther distance to reach a training
center, and the convenience of interacting with the trainer and other learners instantly.
DISADVANTAGES
Learners have to find time to attend the classes by keeping the appointed schedule and
do not have the option to learn whenever they want or when they find time.
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ASYNCHRONOUS TRAINING
In the asynchronous approach, learning takes place with a time delay, and the trainer and learner are physically separated from
each other.
E.g. YouTube courses, pre-recorded video lectures, online discussion forums, email-based courses, LMS modules (Moodle,
Blackboard), self-paced online courses (Coursera, Udemy), podcasts or audio lessons, e-books, interactive quizzes
ADVANTAGES
The learner can learn from any place of their choice and at a time of their own convenience. The cost of asynchronous training
is generally lower than synchronous training.
DISADVANTAGES
There is no scope for instant question-answer sessions or listening to the perspectives of other learners. The learner is cut off
from other learners and the trainer at the time of learning.
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GAMIFICATION
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What exactly makes a game fun?
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Examples of Gamified Learning
• [Link]
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McDonalds Till Trainer
• [Link]
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