TRAINING AND DEVELOPMENT

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Concept of Training
Whats
Whats Whats

Education ? Training
Development

Concept of Education
Education General knowledge the term is used in a broader sense involving the development of an individual Socially,intellectually and physically. Education is not usually targeted towards specific [Link] is firmly rooted in the culture of the society. Social institutions like State, family,and the community play an impt role in the education of the individual In education the group is more enduring and there is sustained interaction over a long period.

Trg and Development

is a shorterm process. Its scope is limited determined by the Trg Objectives Its to impart knowledge and skills for a specific purpose Primarily related to technical skills learning Development is a longterm process For overall development Related to Managerial,behavioural and attitudinal development

Different definitions of Training

aim of training is to develop potential knowledge and skills of the trainees to carry out defined tasks and responsibilities Training enhances efficiency and develops a systematic way of performing duties and assigned tasks The aim of training is to infuse scientific thinking and planning and working methodically and efficiently

Salient points
Training

is a process with a clearly defined parameters It has a beginning and definite end Activities and events are arranged in a way that there is perceptible forward movement progression and growth of the process itself. Training activities are a planned sequence of activites

Salient points

It can also be seen as a process of empowerment of the participants inviting them to make optimal use of the opportunities provided for learning in the trg programme For many Trg is a journey of selfawareness and self discovery, leading to growth and development Trg also helps in removing mental blocks, dispelling those doubts or misconceptions that may be preventing a participant from realising the full range of his potential capabilities

Salient points
Trg prog. Just dont offer a package of any ready made solutions or responses to problems that an individual encounters in real life setting Trg has intended as well as unintended benefits. Although activites are organised in pursuance of the prog. Objectives, a number of secondary benefits acue to someeg communication skills may be improved, self confidence grows,appreciate others pints of view etc etc It helps in establishing a working relationship between theory and practise

WHY IS IT IMPORTANT
Philosophies

on Training Business in complex Profits are not assured Technology changes Behavioural Changes

Teaching and Training

still follows a curriculam oriented

approach It has to comply with a predetermined schedule of [Link] is less flexibility. The relationship between teacher and taught is different from trainer and traineewhile the former is more enduring and longterm,,the other is only for the duration fo the trg programme

Seminars, workshops and Conference

Seminars need audiences and speakersthe latter need a theme or subject for them to deliver a lecture or presentaion. There may be many speakers on the same theme or themes unlike trg. Worshop is more intense..participants focus and involvement is moretrainers role is more like a coordinator Conference paper presentations, participants will interact with one another on given themes or subjects, there will be a moderator to facilitate the proceedings

Purpose of Training

Increase in efficiency Increase in morale of employees Better Human Relations Reduced Human Relations Reduced Supervision Increased Organisation Viability and Resilence New strategies and working methods Advancement in Technology

Training strategies
Whats

Training Strategy Business Expansions Sector wise Training Industry Training benchmarks Theories on Training Evaluation of Training

Purpose of Training
To

enhance the Knowledge Level To enhance skill level To enhance Attitude level of the participants

Principles of Adult Learning

Adult learners have distinctive characteristics and needs Adults must want to learn you cnat shove it down their throats Adults learn only what they feel they need to learn Adults learn by doing Adults learn by solving practical problems Learn thru application of past expereinces Learn thru a variety of trg methods

Key Attributes to Learning -Its an Evolutionary Process

Its instigated by a Trg activity and nurtured thru participation and [Link] flourishes in an environment of mutual support and encouragement among participants with the trainer as a guide. Before learning manifests it has to weave its way thru a complicated mental process of analysis, reflection and internalisation. There are no shortcuts for effecting behavioural changes thru [Link] evolve gradually over a period of time.

Learning is a product of Collaboration

There is an active and functional bond between the participants and trainers based on mutual support and respect The trg team and the participants should have unity of purpose as both have high stakes in the success of the programme All physical arrangements and facilities for trg that are supportive of the learning process helps to create an appropriate environment for learning.

Learning Process is Unique to an individual

Learning is a highly individual and unique process Its determined by the level of the individuals intrinsic motivation Each participant responds in his own distinct way to the same stimulus and environment in accordance with the meaning trg has for him His response is also determined by his own personal experiences, and the need for him to change etc They will do it on their own terms an at their own pace

Learning also takes place at the subconscious level

the participant is actively engaged in the trgmany times he does not have time to sit back and refect on the learning..so some learning slips into the subconscious level So the learning may not be ack during the prog or immediately after the prog..but it will surface to specific circumstances or in appropriate situations

Learning has intellectual and emotional content

Learning is not merely a cognitive process Learning that comes thru involvement of emotions and sensibilities of the participants is much more permanent in nature and application of trg is much [Link] this case is no superficiality and learning is through and profound If learning remains at the cognitive level it may not be translated into behavioural changes

Learning does not progress at a uniform pace

Participants do not learn at an even pace throughout the programme There are highs and lows in individual learning,depending on personal and environmental factors at a given point As each participant learns in accordance with his trg needs and interests there is an element of selectivity of learning. So all will not learn to a similar degree from a particular situation

Distinguishing features of Adult learners

Owners of Unique personal experinces..so trainer has to be mutually respectful and supportive Adult learners have less interst in the learning that promises rewards and benefits in the long term They prefer an informal approach that provides them space and opportuity to plan the course of action in their way They have the ability to contrust real life situaitons much faster They can revert to the situations in life with ease

Basic styles of participants

individuals do not learn the same way Everyone has a different learning tendencies and preferences Each individual has a unique way of gathering, absorbing, processing and intenalising inputs

Learners They are willing to invest a lot to make full use f the learning [Link] create opportunities for learning they take more control of the learning process Compliant learners they are modest even in setting their learning objectives quiet and let others or learners take greater control of the learning process.
Dynamic

Learning is a Complex , multi dimensional process Therea re variosu factors and conditions that influence the learning process There are many players org, trg coordiantors, trainer, participants who may have divergent views etc All aspects must interlock The learning process should be looked as composite Learning is like a a jigsaw puzzle..where all pieces have to fall in place to get the composite picture .

Training Need Analysis

is the process of bringing the manpower of an organisation to the desired level of performance ,behaviour and attitude from the existing level of performance, behaviour and attitude There is a gap between actual and desiredtrg fulfills this gap..and the urgency is based nature, size and seriousness of the gap

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