MODULE -4 - TRAINING AND DEVELOPMENT
Meaning - Training
Training refers to the process of improving employees’ skills, knowledge, and abilities to perform their
current job effectively.
Development
Development is a long-term process that prepares employees for future roles and responsibilities.
Difference Between Training and Development
Basis Training Development
Focus Present job Future roles
Duration Short-term Long-term
Aim Skill improvement Overall personality growth
Level Operative employees Managerial employees
Objectives of Training and Development
1. Improve employee performance
2. Increase productivity and efficiency
3. Enhance skills and knowledge
4. Reduce errors and accidents
5. Improve employee morale and satisfaction
6. Prepare employees for promotions
7. Adapt to technological changes
8. Reduce supervision requirements
9. Improve organizational effectiveness
2. METHODS OF TRAINING
Training methods are broadly classified into:
A. On-the-Job Training (OJT)
Training provided at the workplace while performing the job.
Methods
1. Coaching - Supervisor guides the employee directly
2. Mentoring - Senior employee supports junior employee
3. Job Rotation - Employees move between different roles
4. Apprenticeship - Combination of training + practical work (common in technical fields)
5. Internship - Students gain practical experience
Advantages of OJT
✔ Practical learning
✔ Cost-effective
✔ Immediate application of knowledge
✔ No need for separate training facilities
Disadvantages
✘ Mistakes may affect production
✘ Lack of structured learning
✘ Depends on trainer quality
B. Off-the-Job Training
Training conducted away from the workplace.
Methods
1. Classroom Training - Lectures, discussions
2. Case Study Method - Analysis of real business situations
3. Role Playing - Acting out job-related situations
4. Simulation - Artificial work environment (e.g., flight simulators)
5. Vestibule Training - Training in a setup similar to actual workplace
Advantages
✔ Structured learning
✔ No risk to actual work
✔ Focused training environment
Disadvantages
✘ Expensive
✘ Less practical exposure
✘ Transfer of learning may be difficult
3. KIRKPATRICK’S MODEL OF TRAINING EVALUATION
This model evaluates the effectiveness of training at four levels.
Level 1: Reaction
Measures how participants feel about training
Example: Feedback forms
✔ Was the training interesting?
Level 2: Learning
Measures knowledge or skills gained
✔ Tests, quizzes, assessments
Level 3: Behavior
Evaluates whether employees apply learning at work
✔ Change in job performance
Level 4: Results
Measures impact on organizational outcomes
✔ Increased productivity
✔ Reduced costs
✔ Improved quality
4. PERFORMANCE APPRAISAL - Meaning
Performance appraisal is the process of evaluating an employee’s performance against predetermined
standards. It helps in:
promotions
salary decisions
training needs
employee development
METHODS OF PERFORMANCE APPRAISAL
A. Graphic Rating Scale - Employees are rated on various factors using a scale.
Example Factors
Quality of work
Attendance
Communication skills
Initiative
Advantages
✔ Simple and easy to use
✔ Cost-effective
✔ Suitable for large organizations
Disadvantages
✘ Subjective
✘ Prone to bias
✘ May not reflect true performance
B. 360-Degree Feedback - Performance is evaluated from multiple sources:
Supervisor
Peers
Subordinates
Self
Customers
Advantages
✔ Comprehensive evaluation
✔ Reduces bias
✔ Improves self-awareness
Disadvantages
✘ Time-consuming
✘ Complex process
✘ Risk of conflicting feedback
5. TRADITIONAL VS MODERN APPRAISAL TECHNIQUES
Basis Traditional Methods Modern Methods
Approach Subjective Objective
Focus Past performance Future development
Examples Rating scales, ranking 360-degree feedback, MBO
Feedback Limited Continuous
Accuracy Low High
6. CHALLENGES IN PERFORMANCE MANAGEMENT - Organizations face various issues while managing
performance.
1. Setting Clear Performance Standards - Unclear goals lead to confusion and poor performance
measurement.
2. Measuring Performance Accurately - Difficult to measure qualitative aspects like:
attitude
teamwork
creativity
3. Employee Resistance - Employees may feel:
threatened
stressed
unfairly judged
4. Lack of Continuous Feedback - Annual reviews are not enough for improvement.
5. Bias in Evaluation - Personal preferences affect fairness.
6. Time and Cost Constraints - Performance appraisal requires:
time
resources
trained evaluators
7. Linking Performance with Rewards - Mismatch between performance and rewards reduces
motivation.
8. BIAS IN PERFORMANCE APPRAISAL - Bias refers to errors or unfair judgments in evaluating employee
performance.
Types of Bias
1. Halo Effect - Overall impression influences rating.
2. Horn Effect - Negative impression affects all ratings.
3. Central Tendency Bias - All employees rated as average.
4. Leniency Bias - Giving higher ratings to all employees.
5. Strictness Bias - Giving very low ratings.
6. Recency Effect - Recent performance influences rating more than past performance.
7. Personal Bias - Based on:
gender
caste
personal liking
How to Reduce Bias
✔ Use multiple evaluators
✔ Provide training to appraisers
✔ Use objective criteria
✔ Maintain proper records
✔ Use modern appraisal techniques