Training And Development

In the field of human resource management, training and development is the field
concerned with organizational activity aimed at bettering the performance of individuals
and groups in organizational settings.

It has been known by several names, including employee development, human

resource development, and learning and development

Cont.
Training and development encompasses three main activities:
Training
This activity is both focused upon, and evaluated against, the job that
an individual currently holds.
Education
This activity focuses upon the jobs that an individual may potentially
hold in the future, and is evaluated against those jobs.
Development
This activity focuses upon the activities that the organization
employing the individual, or that the individual is part of, may partake
in the future, and is almost impossible to evaluate

Traditional And Modern Approach

of T&D

Traditional Approach Most of the organizations before never used to believe in

training. They were holding the traditional view that managers are born and not made.
There were also some views that training is a very costly affair and not worth.
Organizations used to believe more in executive pinching. But now the scenario seems to
be changing.

Cont

Modern Approach of training and development is that Indian Organizations have

realized the importance of corporate training. Training is now considered as more of
retention tool than a cost. The training system in Indian Industry has been changed to
create a smarter workforce and yield the best results

Importance of T and D
Optimum Utilization of Human Resources Training and
Development helps in optimizing the utilization of human resource that
further helps the employee to achieve the organizational goals as well as their
individual goals.
Development of Human Resources Training and Development helps to
provide an opportunity and broad structure for the development of human
resources technical and behavioral skills in an organization. It also helps the
employees in attaining personal growth.
Development of skills of employees Training and Development helps in
increasing the job knowledge and skills of employees at each level. It helps to
expand the horizons of human intellect and an overall personality of the
employees.

Cont..

Productivity Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal.

Team spirit Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within
the employees.

Organization Culture Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.

Organization Climate Training and Development helps building the positive

perception and feeling about the organization. The employees get these feelings from
leaders, subordinates, and peers.

Cont..
Quality Training and Development helps in improving upon the quality of
work and work-life.
Healthy work environment Training and Development helps in creating
the healthy working environment. It helps to build good employee, relationship
so that individual goals aligns with organizational goal.
Health and Safety Training and Development helps in improving the health
and safety of the organization thus preventing obsolescence.
Morale Training and Development helps in improving the morale of the
work force.

Cont.........
Image Training and Development helps in creating a better corporate image
Profitability Training and Development leads to improved profitability and
more positive attitudes towards profit orientation.
Training and Development aids in organizational development i.e.
Organization gets more effective decision making and problem solving. It
helps in understanding and carrying out organisational policies
Training and Development helps in developing leadership skills, motivation,
loyalty, better attitudes, and other aspects that successful workers and
managers usually display.

Benefits of training
1.
Quick learning
2.
Higher productivity
3.
Standardization of procedures
4.
Less supervision
5.
Economical operations
6.
Higher morale
7.
Preparation of future managers
8.
Better management
9. Confidence
10. New skills
11. Promotion
12. Higher earnings
13. Adaptability
14. Increased safety

Training philosophy
Should be
- relevant
- problem based
- action orientated
- performance related training
- continuous development

Principles
1. principle of goal setting
2.
,,
individuality
3.
,,
practice
4.
,,
feedback
5.
,,
meaningfulness
6.
,,
overhead
7.
,,
specificity
8.
,,
adaptation
9.
,,
progression
10.
,
reversibility
11.
,,
variation

Components of training
-

insight
motivation
opportunity to learn
opportunity to practice in real world
follow up
SKILLS
- technical skills
- behavioral skills

Changing focus of training tool

-

changing technology
quality conscious customers
greater productivity
stable work force
increased safety
better management

Identify
Needs

Evaluate

Plan &
Design

Assess
Deliver

Designing a training
programme
Steps
1.Identification of training needs
2.Setting training objectives
3.Organization of training
4.Evaluation of training

Learning
Learning is the process by which a
person constructs knowledge, skills
and capabilities
Principles
1. principle of stratified process
2.
motivation
3.
pyramid repetition

Cont.
4.principle of seeing and hearing
5.
opportunities for application
6.
relationship to practical experience
7.
participation in the learning process
8.
feedback
9.
Trying out ideas
10. principle of adequacy of physical envt

Cont..
Adult learning
Characteristics of adult as learners (CAL)
1.Adults are autonomous and self directed
2. Adults have accumulated a foundation
3. Adults are goal-oriented
4.Adults are relevancy oriented
5.Adults are practical

of life experience

Characteristics of Adult learners

1. Adult are autonomous and self
directed
2. Adult have accumulated a foundation
of life experiences
3. Adult are goal oriented
4. Adult are relevancy oriented
5. Adult are practical
6. Unlike all learners

Motivating the adult learner

Factors
1. social relationship
2. external expectations
3. social welfare
4. personal advancement
5. escape/stimulation
6. cognitive interest

Barriers and motivation

1. lack of time , money , confidence or
interest
2. lack of information about
opportunities to learn
3. scheduling problems
4. red tape
5. problems with child care and
transportation

Learning tips for effective

instructors
Critical elements
1. motivation
- set a good environment
- set an appropriate level of
concern
- set an appropriate level of
difficulty

2. reinforcement
3. retention
4. transference
- association
- similarity
- degree of original learning
- critical attribute element

Types of Training offered to

employees
1.
2.
3.
4.
5.
6.

Induction or orientation training

Job training
Apprenticeship training
Internship training
Refresher training
Training for promotion

Methods of traning
1. vestibule training
2. on the training
- coaching
- understanding
- position rotation
3. off the job traning
- lecture
- conference

case study
sensitivity training
special projects
committee assignments

Designing a training programme

1.
2.
3.
4.

identification of training needs

setting training objectives
organizational training programme
evaluation of training results

TNI
TNI is a systematic effort that we
make to gather opinions and ideas
from a variety of sources on
performance problems or new
systems and technologies.

Steps
1.problem identification
2.design of needs analysis
3.data collection of needs
4.data analysis
5.providing feedback
6.developing action plan

Methods
1. documentation review
2.specific analysis
3.observation
4.surveys
5.interviews
6.suggestion box
7.meetings,reports,newsletters
8.TQM

Cont..
Training needs identification (TNI)
Organization level
- organizational analysis
- analysis of objectives
- climate analysis

Cont..
Occupational level
Individual level

Training effectiveness
1. reaction
2. learning
3. results
MANAGEMENT DEVELOPMENT
The process by which managers
acquired not only skills and
competency in their present jobs but
also capabilities for future managerial
tasks of increasing difficulty and
scope.

Nature
1.educational courses
2. behavioral change
3. self development
4. continuous process

principles
1.encouraging growth and learning
2.improving competencies
3.increasing motivation and job
satisfaction
4.developing analytical and problem
solving skills
5.promoting communication and
planning

Training methods
1.On-the-job methods
- on-the-job coaching
- under study
- job rotation
- multiple management
- committee assignments
- apprentice
- vestibule

Off-the-job methods
-

special course
special projects
conference training
sensitivity training
role playing
programmed instruction

Cont
- Simulation techniques include
. In-basket
. Case study
. Management games
- transactional analysis

Organization of mgt dev

programme
Steps
1. analysis of developmental needs
2. inventory of management talent
3. appraisal of present talents
4. planning of individual development
programme
5. establishment of dev programme
6. evaluation of the programme

Training approach
1.Traditional approach
2.Experiential approach
3.Performance based approach

Evaluation
4 dimensions of evaluations
1.
2.
3.
4.

evaluations of contextual factors

evaluation of training inputs
evaluation of training process
evaluations of training outcomes

Evaluations methods
1. reactions evaluations
2. outcome evaluation
- immediate
- intermediate
- ultimate