Module 4

Training and Development

Definition and Concepts

Training and development (T&D) is a systematic human resource
function aimed at improving employee performance in current roles
(training) and building capabilities for future responsibilities (development).
It involves a structured process of needs assessment, design,
implementation (lectures, simulations, mentoring), and evaluation to
enhance organizational efficiency and human capital.
Training and Development is a systematic, ongoing process designed to enhance employee
knowledge, skills, and performance to meet organizational goals.
Training focuses on short-term, job-specific skill acquisition.
Development aims at long-term, future-oriented career growth. Key activities include on-the-
job training, mentoring, and workshops that increase productivity, improve employee retention, and
foster innovation.
It is a system of educating employees within a company. It includes various tools, instructions,
and activities designed to improve employee performance. It's an opportunity for employees to
increase their knowledge and upgrade their skills.

Core Components of Training and Development

Training (Short-term): Focuses on improving performance in the current role through specific
skill acquisition, such as software training, safety training, or technical skill building.
1. Training:
Training is a systemic process that involves transferring to workers the specific knowledge and
skills needed to perform their jobs well.
This training usually targets job-specific skills like technical skills, operational procedures, and
compliance issues.
Training can be in various forms such as in-classroom training, on-the-job training, workshops,
seminars, online courses, simulations, and coaching sessions.
Training aims to make sure that all the employees have the needed competencies to perform
their roles as well as to contribute to the success of the organization.
2. Development:
Development is a long-term investment in the personal development of workers that helps
them to become more skillful, and more competent to grow in the future.
Unlike training which is mainly job-specific and short-term, development is a process that helps
employees to evolve their skills, knowledge, and perspectives and be ready for future jobs.
Development activities can include mentoring, coaching, job rotations, stretch assignments,
leadership programs, career planning, as well as educational opportunities like undergraduate
degrees and certificates.
Development aims to ensure that the talent pipelines are well established within the
organization, help improve leadership capabilities, and encourage a culture of lifelong learning and
professional growth.
Development (Long-term): Focuses on employee growth, preparing them for future
responsibilities and career advancement through mentoring, job shadowing, and leadership training.
 Training vs. Development: Training focuses on immediate, job-specific technical skills, while
development prepares employees for long-term growth and new challenges.
Training and development should be a continuous process which tends to improve knowledge,
skills, and attitude of employees to perform better at their current job and grooming and preparing
them to take charge of higher positions. Training is considered as short term process while
development is regarded as long term process.
Training focuses to improve the skill set for better performance at current position while
development focuses on ameliorating not only the skill sets but also overall development of
employees to assume the charge of higher position in that organization as well as in other
organizations. Training therefore is more centered on technical aspects while development focuses
on managerial, leadership and behavioural aspects of job. Training is a narrower term as its scope is
smaller e.g. Excel training, 5S training, GMP training, Safety training etc. while development focuses
on areas like communication skills, interpersonal skills, team skills, conflict management and
leadership skills.
Thus training and development is an intervention which is used for organizational change. Basic goal
under training is development of work-force while in development the focus is on development of
organizations’ executive talent. Training and development both involves learning.

Purpose of T&D
Employee training and development isn't just for earnings growth the purposes of training and
development in HRM:
1. Increase company productivity
You might want to consider upskilling your employees. Training them to use advanced tools
and technology might improve their efficiency. Being more confident in their abilities will make them
more motivated to work.
The Employees will be able to face challenges and adapt to changes quickly. You will also be
promoting a culture of learning in your workplace. The act of learning together can help your
employees bond with each other better.
All of these factors might contribute greatly to your company's productivity.
2. Improve product or service quality
Training and development programs are an opportunity for experts within your organization to
share their techniques. Within a short span of time, employees will get to learn tips and best practices
for their work. This will allow them to create better products or provide more satisfying services.
Adequate training of employees involves giving them the same set of instructions. This leads to
uniformity in their methods and output.
3. Lessen employee turnover
Research has shown that training and development has a positive impact. Opens in a new tab
on employee turnover. Workers will surely appreciate your company's investment in their
development. This will strengthen their sense of job satisfaction, belongingness, and commitment.
Training and development programs might also lead them to have a better relationship with the
organization. As a result, it will decrease their intentions to leave and increase your company's
workforce retention. It's a win-win situation for everyone.
4. Decrease costs and errors
If your company has highly trained employees, there are few to no mistakes being made every day.
As a result, less time and resources are spent on redoing incorrect work.
Properly trained employees know how to use materials efficiently. Thus, your company will
spend less because waste and spoilage are minimal.
This applies to machinery as well. A trained employee will know how to take care of equipment.
This will lead to lesser breakdowns and a longer lifespan for your machinery.

Importance and Benefits

1. Improved Performance: Enhances productivity and efficiency.
2. Employee Retention: Boosts job satisfaction and reduces turnover.
3. Skill Bridging: Addresses skill gaps and prepares for technological changes.
4. Organizational Growth: Fosters innovation and prepares employees for leadership
roles.

Training and Development Process

1. The Process: A systematic approach
2. Needs Assessment: Determining why training is needed.
3. Designing the Program: Setting objectives and selecting methods.
4. Implementation: Delivering the training.
5. Evaluation: Measuring effectiveness and return on investment (ROI).

Four Types of Training

Training can be classified into 4 major types:
1. Orientation training: background information and instructions given to newcomers at an
organization
2. Job training: programs to further enhance employees’ skills and abilities
3. Promotional training: preparatory training for employees who will be moving up to higher
positions
4. Refresher training: training that provides employees with better practices and updated
methods for their current roles.

Methods of Training
1. On-the-Job: Mentoring, job rotation, and apprenticeships.
2. Off-the-Job: Lectures, seminars, conferences, and simulations.
3. Technology-Based: E-learning,, virtual reality, and computer-based training.
4. Forces Influencing T&D: Globalization, economic changes, and the need for a high-
performance work system (HPWS) require constant learning.
TRAINING METHODS
 Training Approach, On the Job Training methods- On the job training methods- job instruction
training, coaching, job rotation, Job enlargement, syndicate method, Off the Job Training Methods-
Knowledge based methods, Simulation Methods, Experiential Methods.
Training methods are generally classified by the location of instruction. Training can take place in
various situations, on the job or off the job, in the company or outside the company. It necessarily
involves the use of a number of tools, methods and techniques:
A. On the Job training methods
B. Off the Job training methods

Training methods depends on the following consideration

1. Purpose of training
2. Nature of contents
3. Level of trainees

Methods of Training:
A - On-the-job Training Method
Management development is a systematic process of growth and development by which the
managers develop their abilities to manage. It is concerned with not only improving the performance
of managers but also giving them opportunities for growth and development.
There are two methods through which managers can improve their knowledge and skills. One is
through formal training and other is through on the job experiences. On the job training is very
important since real learning takes place only when one practices what they have studied. But it is
also equally important in gaining knowledge through classroom learning. Learning becomes fruitful
only when theory is combined with practice. On the job methods can be balanced with classroom
training methods (off-the-job methods).
1. On-the-job Training (OJT) Methods
This is the most common method of training in which a trainee is placed on a specific job and
taught the skills and knowledge necessary to perform it.
The advantages of OJT are as follows:
1. On the job method is a flexible method.
2. It is a less expensive method.
3. The trainee is highly motivated and encouraged to learn.
4. Much arrangement for the training is not required.

On-the-job training methods are as follows:

A- Job rotation
This training method involves movement of trainee from one job to another gain knowledge and
experience from different job assignments. This method helps the trainee understand the problems of
other employees.
2. Coaching
The trainee is placed under a particular supervisor who functions as a coach in training and
provides feedback to the trainee. Sometimes the trainee may not get an opportunity to express his
ideas.
3. Job instructions
 Also known as step-by-step training in which the trainer explains the way of doing the jobs to the
trainee and in case of mistakes, corrects the trainee.
4. Committee assignments
A group of trainees are asked to solve a given organizational problem by discussing the problem.
This helps to improve team work.
5. Internship training
Under this method, instructions through theoretical and practical aspects are provided to the
trainees. Usually, students from the engineering and commerce colleges receive this type of training
for a small stipend.
B - Off-the-job Method
On the job training methods have their own limitations, and in order to have the overall
development of employee’s off-the-job training can also be imparted. The methods of training which
are adopted for the development of employees away from the field of the job are known as off-the-job
methods.
The off-the-job techniques:
1. Case study method
Usually case study deals with any problem confronted by a business which can be solved by an
employee. The trainee is given an opportunity to analyze the case and come out with all possible
solutions. This method can enhance analytic and critical thinking of an employee.
2. Incident method
Incidents are prepared on the basis of actual situations which happened in different organizations
and each employee in the training group is asked to make decisions as if it is a real-life situation.
Later on, the entire group discusses the incident and takes decisions related to the incident on the
basis of individual and group decisions.
3. Role play
This is also a problem situation is simulated asking the employee to assume the role of a
particular person in the situation. The participant interacts with other participants assuming different
roles. The whole play will be recorded and trainee gets an opportunity to examine their own
performance.
4. In-basket method
The employees are given information about an imaginary company, its activities and products, HR
employed and all data related to the firm. The trainee (employee under training) has to make notes,
delegate tasks and prepare schedules within a specified time. This can develop situational judgments
and quick decision making skills of employees.
5. Business games
This method the trainees are divided into groups and each group has to discuss about various
activities and functions of an imaginary organization. They will discuss and decide about various
subjects like production, promotion, pricing etc. This gives result in co-operative decision making
process.
6. Grid training
It is a continuous and phased programme lasting for six years. It includes phases of planning
development, implementation and evaluation. The grid takes into consideration parameters like
concern for people and concern for people.
7. Lectures
This will be a suitable method when the numbers of trainees are quite large. Lectures can be very
much helpful in explaining the concepts and principles very clearly, and face to face interaction is very
much possible.
8. Simulation
 Under this method an imaginary situation is created and trainees are asked to act on it. For e.g.,
assuming the role of a marketing manager solving the marketing problems or creating a new
strategy etc.
9. Management education
At present universities and management institutes gives great emphasis on
10. Conferences
A meeting of several people to discuss any subject is called conference. Each participant
contributes by analyzing and discussing various issues related to the topic

Benefits and Objectives:

1. Improved Performance: Reduces operational mistakes and boosts productivity.
2. Employee Engagement:Increases job satisfaction and commitment through skill
enhancement.
3. Strategic Alignment: Aligns employee skills with organizational goals to enhance
competitiveness.
4. Reduced Turnover: Develops talent internally, enhancing retention.

Classification of Training objectives

1. Innovative
 Anticipating problems before they occur.
 Team building sessions with the department

2. Problem Solving
 Training clerks to reduce complaints
 Training supervisors in communications to reduce grievances.
3. Regular
 Orientation
 Recurring training of interviewers.
 Refresher courses on Training procedures

Developing Training policy and plan

After assessing training needs for the organization, training and development objectives are to be
established.
These objectives are essential for designing training programs. Objective can help in measuring
the training programmes effectiveness. Such objective should be tangible and measurable. It is easy
to evaluate skills in terms of results, etc. But not in case of behavioral objectives. However, some
behavior standards can be planned and then evaluated.

Design the T&D programmes

Design include following questions to be answered
1. Who are Participants(Top level, middle level or lower level employees)
2. Who is the trainer (Individual/Group , in house or Third party consultancy group ) Methods
and Techniques
3. Level of training
4. Learning principles needed Training budget
5. Training venue and timing
 6. Training standards to be evaluated.
Development of training material
After preparing a design about training programmes next job is to develop the training materials
based on that particular design. Therefore, depending upon participants, budget, timing, trainers,
level of training and principles of learning, objectives etc. training programmes are developed.
Implementation of training program
This phase consists of actual implementation of training programmes to the concerned trainees.
Implementation should seek to create a proper milieu for learning and active participation. In
implementation, trainer should ensure proper transfer of learning from trainer to trainees. Continuous
feedback from trainer through their interest, participation, curiosity etc. should be gauged to ensure
proper implementation. Various models are used to evaluate the training programmes. Models name
itself represents the facets which these models assess and evaluate.
Evaluation
Refine and revise the program
Once the training programme is developed or implemented to trainees. It is ought to be evaluated
in terms of enhancement in Knowledge, skill, attitude. For this pre and post training data can be
compared. Actual application of knowledge in the job can be vouched to see the changes. Although
attitudinal change is not easy to measure as it take some time to adopt a new attitude.