TRAINING AND DEVELOPMENT
INTRODUCTION
• According to Edwin Flippo “Training is the act of increasing the knowledge &
skill of an employee for doing a particular job”. The following features have been
directly associated with improved employee and organizational outcomes:
• Start with training needs assessment
• Identify and communicate purpose, objectives, and outcome.
• Relevant content.
• Active demonstration.
• Opportunities for practice.
• Regular feedback during training.
IMPORTANCE OF TRAINING
• Training is important for the following reasons:
• Increased productivity
• Higher employee morale
• Less supervision
• Less wastage
• Easy adaptability
• Reduced turnover and absenteeism
• Employee Development
THE TRAINING PROCESS
CONTD…
• Training needs are those aspects necessary to perform the job in an
organization in which employee is lacking attitude/aptitude, knowledge, skill
etc.
• Training need assessment stage includes the following:
• Organizational analysis.
• Departmental analysis.
• Job/Role analysis.
• Employee analysis.
ASSESSMENT METHODS
• Organizational requirements.
• Department requirements
• Job & employee specifications.
• Identifying specific problems.
• Anticipating future problems.
• Management’s requests.
• Observation
• Interviews
• Group Conferences.
• Questionnaire surveys.
• Test or examinations
• Check lists
CLASSIFICATION OF TRAINING
OBJECTIVES
[Link]:
Anticipating problems before they occur
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
TRAINING 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:
• On the Job training methods
• Off the Job training methods
FACTORS THAT TRAINING METHODS
DEPENDS ON
• Training methods depends on the following
consideration:
• Purpose of training
• Nature of contents
• Level of trainees
ON-THE-JOB TRAINING (OJT)
METHODS:
• Coaching
• Job instructions
• Committee assignments
• Internship training
OFF-THE-JOB METHODS
• Case study method
• Incident method
• Role play
• In-basket method
• Business games
• Grid training
• Lectures
• Simulation
• Management education
STRATEGIES FOR EVALUATING
TRAINING PROGRAM
• Identify what participants need for their job
• Matching session learning objective with job required
• Assessing performance during and upon training
• Evaluating the training effort after a period