Nature of Training

Outline
 Introduction to training
 Differences between Training, Education
&Development
 Training & Development
 Nature of Training
 Scope of Training
 Objectives of Training
 Training Challenges

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Objectives
1. Describe why training is important and
distinguish amongst training, education and
development
2. Define the ASK concept, and comment upon
the relative difficulty in developing people’s
attitudes, skills and knowledge
3. List the nine steps in the training process
and be able to explain each step with
reference to hospitality examples

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Introduction to Training Concepts:

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 Differences between Training,
Education & Development
 Training is short term, task oriented and
targeted on achieving a change of attitude, skills
and knowledge in a specific area. It is usually job
related.
 Education is a lifetime investment. It tends to be
initiated by a person in the area of his/her
interest
 Development is a long term investment in human
resources.

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Training & Development
 Training isa systematic process through which an
organization’s human resources gain knowledge and
develop skills by instruction and practical activities that
result in improved corporate performance

 Training is described as focusing on the

acquisition of KSAs needed to perform more
effectively on one’s current job
 Development refers to acquisition of KSAs
needed to perform in some future job

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Training Development
 Learning skills and Growth of employee in all
knowledge for doing a respects, shapes attitudes
particular job Overall growth of
 Imparting specific skills executives
 Improving and Future performance
maintaining current job Career centered in nature
performance
Self development , internal
 Job in nature
motivation
 Role of supervisor or
trainer
important

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 Why Training:
 There is a greater emphasis on:
Providing educational opportunities for all
employees.
Performance improvement as an ongoing
process than a one-time training event.
 Demonstrating to executives, managers, and
trainees the benefits of training.
Learning as a lifelong event.
Training being used to help attain strategic
business objectives.

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Nature of Training
 Organized activity for increasing the knowledge &
skills of
people for a definite purpose
 Involves systematic procedures for transferring
technical know how to employees so as to increase
their ksas for doing specific job with proficiency
 makes newly appointed employees fully
productive

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Nature of Training
 Equally necessary for old employees whenever new
machines are introduced
 Lead to better performance

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Scope of training
 New employees
 Old employees
 Continuous
 Improvement in performance

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 Scope of training
New hires (to complement selection)
 Change of jobs (e.g.,
transfer,promotion)
Change to jobs (e.g., new technology;
realignment)
 Performance deficiencies detect

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 Importance of Training
 Maintains qualified products / services
 Achieves high service standards
 Provides information for new comers
 Refreshes memory of old employees
 Achieves learning about new things; technology,
products / service delivery
 Reduces mistakes - minimizing costs
 Opportunity for staff to feedback / suggest
improvements
 Improves communication & relationships - better
teamwork

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Objectives of training
 Increase knowledge
 Impart skills
 Change in attitude
 Improve overall performance

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Objectives of training
 Make workers handle
materials, machines &
equipment effectively & thus
check wastage of time &
resources
 Reduce no. of accidents
 To prepare workers for higher
jobs
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 Factors affecting T & D
 Top management support
 Commitment from specialists and
generalists
 Technological advances
 Organizational complexity
 Learning style

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 Training Challenges

Globalization

Diversity

Ethics

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Remaining Competitive

 Globalizing the firm’s operations

 Managing a diverse workforce
 Keeping up with technological
change and implementing
technology in the workplace
 Managing ethical behavior

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 Changing Business
Perspectives
From International (which
implies an individual’s or
organization’s held
nationality is strongly in
consciousness)
To Globalization (which implies the
world is free
from national boundaries and
that it is really a borderless world)

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 Changing Business
Perspectives
From Multinational
Organizations (in which the
organization was recognized as
doing business
with other countries)
To Transnational
Organizations (in which the
global viewpoint supersedes
national issues)

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GLOBAL MARKETPLACE
 Opening of Chinese market
CHANGES IN THE

 Creation of the European

Union

 Establishment of NAFTA

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Developing Cross-Cultural Sensitivity
 Cultural sensitivity training
 Cross-cultural task forces/teams
 Global view of human resource
functions
 Planning
 Recruitment and Selection
 Compensation
 Training and Development

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 Diversity Statistics for the
Workplace
Ethni 2020 Workforce: 68% white non-
c Hispanic
14% Hispanic
11% African-American
5% Asian
Gende 2020 Workforce: 50% male
r 50% female

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 Diversity’s Benefits &
Problems
BENEFITS PROBLEMS
•Attracts and retains the • Resistance to change
best talent • Lack of cohesiveness
•Improves marketing • Communication
efforts problems
•Promotes creativity and • Interpersonal conflicts
innovation • Slower decision making
•Results in better problem
solving
•Enhances organizational
flexibility

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 Technological Innovation

Technology
The intellectual and mechanical processes used
by an organization. The intellectual and
mechanical processes used by an organization to
transform inputs into products or services that
meet organizational goals.

Internet Expert System Robotics

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Alternative Work Arrangements
[Employees]
 Gain flexibility
 Save the commute to work
 Enjoy the comforts of home
[But, they ]
 Have distractions
 Lack socialization
opportunities
 Lack interaction with
supervisors
 Identify less with the
organization

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 Technological Change Requires
Managers to:
 Develop technical competence to gain workers’
respect
 Focus on helping workers manage the stress of their work
 Take advantage of the wealth of information available to
motivate, coach, and counsel—not to control

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 Help Employees Adjust by
 Involving them in decision making
regarding technological change
 Selecting technology that increases
workers’ skill requirements
 Providing effective training
 Establishing support groups
 Encouraging reinvention (creative
application of
new technology)

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 Help Employees Adjust by
 Involving them in decision making
regarding technological change
 Selecting technology that increases
workers’ skill requirements
 Providing effective training
 Establishing support groups

 Encouraging reinvention (creative

application of
new technology)

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 Summary
Training and development play an important role in the
effectiveness of organizations and to the experiences of
people in work. Training has implications for productivity,
health and safety at work and personal development. All
organisations employing people need to train and develop
their staff. Most organisations are cognisant of this
requirement and invest effort and other resources in
training and development. Such investment can take the
form of employing specialist training and development
staff and paying salaries to staff undergoing training and
development.

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 THANK YOU!!!!

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