T&D Notes

T&D
SQ:
Q1. 5 differences between training and development
Basis Training Development

Goals Improve performance in the current role, Enhance overall employee potential, prepare for
increase efficiency, and achieve specific future challenges and opportunities, and contribute
objectives. to long-term organizational success.
Focus Job-specific, focuses on acquiring and Career-oriented, focuses on broader skills,
improving skills needed for the current role. knowledge, and behaviours for future growth and
adaptation.
Duration Short-term, typically lasting days or weeks, Long-term, ongoing process of continuous learning
addressing immediate needs. and growth throughout an employee's career.
Scope Narrow, focused on specific tasks and Broad, encompassing various aspects like technical
procedures. skills, leadership, communication, and problem-
solving.
Methods Structured, instructor-led sessions, Varied approaches like coaching, mentoring, job
workshops, simulations, and online shadowing, conferences, and self-directed learning.
modules
Example A workshop on Excel formulas to improve A mentorship program pairing junior marketers with
spreadsheet proficiency. seasoned professionals to cultivate leadership skills.
Q2. “Training is an important function of HR”, comment.

Training is a crucial function of HR for several reasons:
• Addressing Performance Gaps: Tailored training helps employees improve in specific areas, enhancing overall
performance.
• Optimizing Workforce Potential: Regular training empowers employees to acquire new skills, boosting
productivity and efficiency.
• Ensure Employee Satisfaction: Investing in development shows commitment, increasing employee engagement
and motivation.
• Enhancing Organizational Productivity: Updated skills help businesses adapt to market changes, staying
competitive.
• Cultivating Self-Motivated Employees: Training fosters independence, leading to proactive employees and
efficient teams.
Example:
Google: Google is renowned for its comprehensive and innovative training programs. They offer a wide range of
learning opportunities, including technical training, leadership development, and personal growth workshops.
Infosys: Infosys, a leading IT services company, is recognized for its comprehensive training initiatives.
Q3. Process of training is an effective tool to understand employees.
Process of training is an effective tool that can help companies understand employees in several ways:
• Improve knowledge and skills: Training can help employees learn new skills and improve their current
knowledge. This can help employees adapt to industry changes, which can increase productivity and profits.
• Increase confidence: Training can help employees understand their responsibilities and feel more confident in their
work. This can positively impact performance.
• Increase job satisfaction: Training can help employees feel valued and appreciated, which can increase job
satisfaction and reduce turnover.
• Help employees overcome gaps: Training can help employees improve at their jobs and overcome performance
gaps. This can help organizations and teams be more productive and obtain improved business outcomes.
• Encourage new ideas: Training can help encourage new ideas and help the company reach its goals.
• Offer continuous learning opportunities: Training can help boost employee engagement, reduce absenteeism, and
lead to higher productivity and profits.
LQ
Q1. Describe training and development with its objective helpful to the organization
Q2. You as a manager suggesting the company the benefit of on-job training and off -job training.
The benefits of on-the-job training and off-the -job training:
On-the-Job Training (OJT):
On-the-job training is when new employees learn applicable skills for their role while in the workplace. It's a practical
training method focused on a hands-on approach in a live or simulated training environment, typically under the
guidance of a supervisor or mentor.
Benefits:
• Practical Experience:
OJT provides hands-on experience, allowing employees to learn while performing tasks related to their roles. This
practical experience is invaluable for developing job-specific skills.
• Immediate Application:
Employees can immediately apply the knowledge and skills gained through OJT to their daily work responsibilities,
resulting in increased productivity and efficiency.
• Cost-Effective:
OJT typically requires fewer resources and expenses compared to off-the-job training methods, as it utilizes existing
infrastructure and personnel within the organization.
• Customized Learning:
Supervisors and colleagues can provide real-time feedback and guidance during OJT, tailoring the training experience
to the individual's needs and the requirements of the job.
Example:
Software Developer Intern: An intern working in the software development team receives on-the-job training by
working closely with senior developers on coding projects. They learn coding languages, software development
methodologies, and debugging techniques through hands-on experience.
Manufacturing Technician: A manufacturing technician learns how to operate machinery, follow safety protocols, and
perform quality checks through on-the-job training on the factory floor. They receive guidance from experienced
technicians and gradually gain proficiency in their role.
Off-the-job training:
Off-the-job training involves training new employees in a facility outside of the workplace. This method attempts to
keep company operations separate from the training procedure, allowing the company's daily operations to function
unhampered.
Benefits:
• Lower risk:
By keeping the training process outside the company's daily operations, off-site training prevents any damage your
company might incur because of a new hire’s error.
• Efficient:
An off-the-job set-up is more efficient than having a supervisor or superior employee oversee one or a few employees
while simultaneously attending to their tasks.
Statistics on time management show that employee multitasking reduces organizations’ productivity by 27.5%. This
can translate to reduced profit as well.
• Less distracting:
The work distractions of a traditional on-the-job training set-up may lengthen the time it takes for trainees to acquire
the necessary skills. The distraction-free focus provided by off-site training reduces the time spent acquiring these new
skills.
• Highly effective learning:
An off -the-job training gives the trainees the necessary focus and attention to grasp the learning material effectively.
Different learning methods are used. Like:
→ Vestibule training
→ Simulation exercises
→ Role playing
→ Classroom Training
Example:
Leadership Workshop: Managers and team leaders attend a leadership workshop conducted by an external training
provider. They learn about effective communication, conflict resolution, and team management strategies through
interactive sessions and case studies.
Technical Certification Program: Employees in the IT department participate in an off-the-job training program to
obtain industry certifications such as Cisco Certified Network Associate (CCNA) or Microsoft Certified Azure
Administrator. They attend classes, study course materials, and take certification exams to enhance their technical
skills.
Q3. Explain the role of the trainer in T&D with suitable examples

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T&D

Q1. 5 differences between training and development

Basis Training Development

Q2. “Training is an important function of HR”, comment.

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