Training and Development

By: Aniruddha Nikita Kalpana Sneha Riddhi

INDEX
1. Training: definition types training program objectives drawback 2. Development: definition approaches process conclusion comparison 3. Case study

DEFINITION
"TRAINING is an act of increasing the knowledge, skill of the employee to do a particular job." - Flippo deals with certain specific environment. continuous process. improves skills, knowledge, attitude.

TYPES
training types

On Job
vetibule

apprentice ship classroom

On job Training
Employees get the knowledge at the place of their duty. Three Types: 1) By supervisor. 2) Under Study. 3) Position Rotation.

Types
By Supervisor:
Supervisor is responsible to train the operating staff.

Under Study:
Seniors and Experienced people train the fresher.

Position Rotation:
employees are rotated according to the knowledge & working skills.

APPRENTICESHIP
Tend towards education (theoretical knowledge). May be combined with on the job training or classroom instruction. Apprentices get stipend during training period and get placed after completion of training.

VETIBULE
Workers are trained on specific job in special part of the plant by model. Given in classroom where working conditions are created. Next the workers are placed in similar workshops. Expensive because of duplication of material, equipments etc.

CLASSROOM
Concepts, attitudes, theories, problem solving abilities are taught in the classroom. Most useful way. Subtypes

Formal lectures

Seminars

Case study

Types
Formal lectures: Lectures organized by
organizations, institutes.

Seminars: a) given by students.

b) by chairman, faculty to guide, share views, experiences.

Case study: particular problem faced by

industrial unit discussed in groups.

Content of Training Programs

Language Training

Key Elements Needed to Prepare Employees to Work Overseas

Cultural Training
Career Development and Mentoring

Personal and Family Life

Objectives
supervisor gets more time to manage reduces tension. achieves consistency. better service.

Objectives(contd..)
workers get confidence. reduces injuries and accidents. Gives the business a good image and more profit.

Then why is training often neglected?

Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds of jobs (simple-complex) Not knowing exactly what you want your people to do and how

DEVELOPMENT
A process in which something passes by degrees to a different stage. Especially a more advanced or mature stage.

DEVELOPMENT
Development refers to formal education, job experiences, relationships, and assessments of personalities and abilities that help employees prepare for the future.

Approaches to Employee Development

Assessment Assessment Assessment

Formal Education
Interpersonal Relationships

Job Experiences

Formal Education
Formal education programs include:
off-site and on-site programs designed specifically for the companys employees. short courses offered by consultants or universities. executive MBA programs. university programs in which participants actually live at the university while taking classes.

Assessment
Assessment involves collecting information and providing feedback to employees about their behavior, communication style, or skills. Used most frequently to:
identify employees with managerial potential measure current managers strengths and weaknesses identify managers with potential to move into higherlevel executive positions Work with teams to identify members strengths and weaknesses, and factors that inhibit productivity

9 - 20

360- Degree Feedback System

Peers
Rating Form

Manager

Self

Rating form

Rating Form Rating form

Customers

Subordinates

Job Experiences
Job experiences refer to relationships problems demands tasks that employees face in their jobs. Development is most likely to occur when there is a mismatch between the employees skills and past experiences and the skills required for the job.

To be successful in their jobs, employees must stretch their skills. They must be forced to learn new skills, apply their skills and knowledge in a new way, and master new experiences

Interpersonal Relationships
Employees can also develop skills and increase their knowledge about the company and its customers by interacting. Two types
Mentoring Coaching

The Development Planning Process

The development planning process involves:
Identifying development needs Choosing a development goal Identifying the actions that need to be taken by the employee and the company to achieve the goal Determining how progress toward goal attainment will be measured Establishing a timetable for development

Development Planning (contd..)

An emerging trend in development is that the employee must initiate the development planning process. The development approach used is dependent on the needs and development goal.

Responsibilities in the Development Planning Process

Employee Responsibility:
How do I need to improve? How do I want to develop? How will I know I am making progress? What will I do to reach my development goal? What is my timetable?

Responsibilities(contd..)
Company Responsibility:
Assessment information to identify strengths, weaknesses, interests and values Company provides development planning guide. Manager has developmental discussion with employee Manager provides feedback on criteria

Responsibilities(contd..)
Company provides assessment, courses, job experiences, and relationships Managers follows up on progress toward developmental goal and helps employees set a realistic timetable for goal achievement

MBTI
Most popular psychological test for employee development. Used for understanding such things as: Communication Motivation Teamwork Work styles Leadership

Comparison
Parameter Focus Use of work experiences Goal Training Current Low Preparation for current job Development Future High Preparation for changes

Participation

Required

Voluntary

CASE STUDY
Nestl--- A leading food company
a 135-year history and operations in virtually every country in the world. They are a global organization comprised of many nationalities, religions, and ethnic backgrounds all working together in one single unifying corporate culture.

CASE STUDY(CONTD..)
Training Programs at Nestl
The willingness to learn is an essential condition to be employed by Nestl. training is done on-the-job. Guiding and coaching is part of the responsibility of each manager. Formal training programs are purpose-oriented and designed to improve relevant skills and competencies.

CASE STUDY(CONTD..)
Literacy Training
Most of Nestls people development programs assume a good basic education on the part of employees. offer employees the opportunity to upgrade their essential literacy skills.
Nestl Apprenticeship Program the young trainees spent three days a week at work and two at school.

CASE STUDY(CONTD..)
Management courses: The participants have typically been with the company for four to five years. The intention is to develop a real appreciation of Nestl values and business approaches. These courses focus on internal activities. Executive courses: contains people who have attended a management course five to ten years earlier. The focus is on developing the ability to represent Nestl externally.

CASE STUDY(CONTD..)
Conclusion
Nestls overarching principle is that each employee should have the opportunity to develop to the maximum of his or her potential. Nestl do this because they believe it pays off in the long run in their business results, and that sustainable long-term relationships with highly competent people and with the communities where they operate enhance their ability to make consistent profits.

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