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Training and Development Overview

The document discusses training and development in organizations. It defines training as increasing employee skills for particular jobs through learning, and development as broader changes in employees through training and education. Training leads to increased efficiency, morale, relationships, and organizational viability. The basic aim is suitable individual change related to organizational and individual demands. Training needs are identified through organizational, task, and individual analyses. Objectives must be clear and specific. Training methods include on-the-job techniques like mentoring and job rotation, and off-the-job methods like distance learning and simulations. Evaluation assesses reactions, learning, behavior change, and results. Success requires top management support, technology, and understanding individual learning styles.

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67 views18 pages

Training and Development Overview

The document discusses training and development in organizations. It defines training as increasing employee skills for particular jobs through learning, and development as broader changes in employees through training and education. Training leads to increased efficiency, morale, relationships, and organizational viability. The basic aim is suitable individual change related to organizational and individual demands. Training needs are identified through organizational, task, and individual analyses. Objectives must be clear and specific. Training methods include on-the-job techniques like mentoring and job rotation, and off-the-job methods like distance learning and simulations. Evaluation assesses reactions, learning, behavior change, and results. Success requires top management support, technology, and understanding individual learning styles.

Uploaded by

s2s
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

• SUBMITTED TO:- • SUBMITTED BY:-

TRAINING DEVELOPMENT
Training
The act of increasing the skills of an employee for
doing a particular job, and thus it’s a process of
learning a sequence of programmed behavior to do
that particular job.

Development
It refers broadly to the nature and direction of
change induced in employees, through the process
of training and educative process.
Increase in Efficiency

Increase in Morale of Employees

Better Human Relations

Reduced Supervision

Increased Organizational Viability


and Flexibility.
Basic aim of Training
• Suitable change in the individual concerned.
• Should be related both in terms of organization's demand
and that of individual’s.

Various Methods for identifying Training Needs


• Organizational Analysis.
• Task Analysis.
• Man Analysis.
Determine T&D Needs

Establish Specific Objectives

Select T&D Methods

Implement T&D Programs

Evaluate T&D Programs


 Desired end results

 Clear and summarize objectives must be


formulated

7
• On the job training
 Mentoring
 Coaching
 Job Rotation
 Internships

• Off the job training


 Distance Learning and Videoconferencing
 Classroom Programs
 Simulations
 Role Playing
• To learn by doing itself – Basic Theme
• Learns the method involved and gets perfection
over a specific task.
• On experience, job performance will be high and
become more efficient.
Coaching
 Direct personal instructions and guidance
 Continuous evaluation and correction
 Quick feedback

Understudy
 Assist and will be supervised.
 To develop family members/ sponsored
candidates
• One job to another
• Broader view on system frame of reference
• Cooperative approach to different functions
• Confusion and affects performance
• Duplication of orginisational situations in a
learning environment
• A single brief session
• Adapt to the situation and perceptions of various
roles
• Trainees participation is full
• Will be provided with feedbacks and self
evaluation by themselves
 Implies change

 Qualified trainers must be available

 Trainers must understand company objectives


What

How Evaluation Why

When
• Reactions

• Learning

• Behavior – Transfer of Training

• Results or Return on Investment (ROI)


Top Management
Support

Technological
advances

Learning Style
 Training more specific to needs

 Lower costs

 Less time

 Consistent, relevant material


THANK YOU

A PRESENTATION ON “TRAINING AND DEVELOPMENT” • SUBMITTED TO:- • SUBMITTED BY:-
Concept Of Training & Development TRAINING DEVELOPMENT
Concept of Training andDevelopment Training The act of increasing the skills of an employee for doing a particular job
Role Of Training & Development Increase in Efficiency Increase in Morale of Employees Better Human Relations Reduced Supe
IdentifyingTraining Needs Basic aim of Training • Suitable change in the individual concerned. • Should be related both
Training & Development Process Evaluate T&D Programs Implement T&D Programs Select T&D Methods Establish Specific Objectiv
Establishing Training and Development Objectives Desired end results Clear and summarize objectives must be formulated
Select T&D Methods • On the job training Mentoring Coaching Job Rotation Internships • Off the job tr
On the job Training (OJT) • To learn by doing itself – Basic Theme • Learns the method involved and gets perfection over a
Coaching / Understudy Coaching Direct personal instructions and guidance Continuous evaluation and correction Quick fee

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