Training and Development - Meaning, Importance, Process & Example

What is Training and Development?

Training and Development is the continuous process of improving skills, gaining knowledge, clarifying
concepts and changing attitude through structured and planned education by which the productivity and
performance of the employees can be enhanced. Training and Development emphasize on the
improvement of the performance of individuals as well as groups through a proper system within the
organization which focuses on the skills, methodology and content required to achieve the
objective. Good & efficient training of employees helps in their skills & knowledge development, which
eventually helps a company improve its productivity leading to overall growth.

Training is about knowing where you are in the present and after some time where will you reach with
your abilities. By training, people can learn new information, new methodology and refresh their existing
knowledge and skills. Due to this there is much improvement and adds up the effectiveness at work. The
motive behind giving the training is to create an impact that lasts beyond the end time of the training itself
and employee gets updated with the new phenomenon. Training can be offered as skill development for
individuals and groups.

Organizational Development is a process that “strives to build the capacity to achieve and sustain a new
desired state that benefits the organization or community and the world around them.”

Training and Development Process

Training and development is a continuous process as the skills, knowledge and quality of work needs
constant improvement. Since businesses are changing rapidly, it is critical that companies focus on
training their employees after constantly monitoring them & developing their overall personality.

Steps for training and development processes are:

1. Determine the need of training and development for individuals or teams

First of all the need has to be seen for training and development.

t has to align with the company's goals and objectives. If a company is trying to start a new department or
strengthen existing sales team in new products, then an appropriate training is needed.

2. Establish specific objectives & goals which need to be achieved

The goals and objectives of the training and development have to be established. Whether the goal is
awareness about new products or even installation is required to be learnt.

3. Select the methods of training

Next, methods have to be defined. The training can be done as a :

1. Classroom Training

2. Online Self paced courses

3. Course with certification

4. Instructor led online training

4. Conduct and implement the programs for employees

After the plan and methods are finalized, the training and development programs have to be executed
where courses, instructions are taught to the employees, partners or vendors.

5. Evaluate the output and performance post the training and development sessions

Training and Development is incomplete without proper monitoring. Monitoring can be done through
evaluation of the instructor as well as attendees. Instructor evaluation can be done through feedback or
ratings but attendees can be evaluated through internal or external certifications or scores.

6. Keep monitoring and evaluating the performances and again see if more training is required

Based on the evaluation results in the previous step, management needs to ascertain that if the training
and development program was sufficient for now or more training and enablement would be required.
Also, if future trainings are to be planned.

Importance of Training and Development

For companies to keep improving, it is important for organizations to have continuous training and
development programs for their employees. Competition and the business environment keeps changing,
and hence it is critical to keep learning and pick up new skills. The importance of training and
development is as follows:

1, Optimum utilization of resources

2. Development of skills like time management, leadership, team management etc.

3. To increase the performance, productivity and motivation

4. To imbibe the team spirit

5. For improvement of organization culture

6. To improve quality

7. To increase profitability and bottom line by acquiring new skills

8. Improving brand image by having well trained employees

Relation and Difference between Training and Development

There is a relation between training and development, and there is clear difference between the two based
on goals to be achieved. Development is made to answer the training problems:

TRAINING DEVELOPMENT

Training is meant for operatives Development is meant for

executives

It is reactive process It is pro- active process

AIM: To develop additional skills AIM: To develop the total

personality

It is short term process It is continuous process

OBJECTIVE: To meet the present OBJECTIVE: To meet the future

need of an employee need of an employee

Initiative is taken by the Initiative is taken by an individual.

management

Need for Training and Development

Training and development of employees is a costly activity as it requires a lot quality inputs from trainers
as well as employees. But it is essential that the company revises its goals and efficiencies with the
changing environment. Here are a few critical reasons why the company endorses training and
development sessions.

1. Improvement

When management thinks that there is a need to improve the performances of employees

2. Benchmarking

To set up the benchmark of improvement so far in the performance improvement effort

3. Specific Role Requirement

To train about the specific job responsibility and skills like communication management, team
management etc.

4. Testing

To test the new methodology for increasing the productivity

Advantages of training and development

Training and development has a cost attached to it. However, since it is beneficial for companies in the
long run, they ensure employees are trained regularly. Some advantages are:

1. Helps employees develop new skills and increases their knowledge.

2. Improves efficiency and productivity of the individuals as well as the teams.

3. Proper training and development can remove bottle-necks in operations.

4. New & improved job positions can be created to make the organization leaner.

5. Keeps employees motivated and refreshes their goals, ambitions and contribution levels.

Disadvantages of training and development

Even though there are several advantages, some drawbacks of training and development are mentioned
below:

1. It is an expensive process which includes arranging the correct trainers and engaging employees for
non-revenue activities.

2. There is a risk that after the training and development session, the employee can quit the job.

Training and Development Example

Training and Development can be setup in any organization. The focus of the organization should be to
train employees on two aspects

1. Job Related Skills

2. Soft Skills

These days there are dedicated portals and self learning courses for employees to enroll and take them as
per their needs. A dedicated training department is setup in the organizations these days to train the
employees on relevant skills.

E.g. Trainings on communication skills, project management skills, AI/ML and other emerging
technologies and skills are priority of such departments.

also these departments have the following responsibilities like:

1. Tie up with training partners or create internal courses and study material

2. Create a simple portal and classroom training system for employees on site or remotely

3. System to track learning and design path for specific roles e.g. managers, sales team etc.

4. Evaluate employees on the trainings completed and reward them accordingly

Training and Development should be part of culture of any good organization and should be taken at a
strategic level. In today's competitive landscape, proper training and development programs can go a long
way in having the competitive edge.

Training and Development Programmes

Training and development programmes are designed according to the requirements of the organisation,
the type and skills of employees being trained, the end goals of the training and the job profile of the
employees. These programmes are generally classified into two types: (i) on the job programmes, and
(ii)off the job programmes.

Different training is given to employees at different levels. The following training methods are used For
the training of skilled workers and operators- Specific job training programmes, Technical training at a
training with live demos, Internship training, Training via the process of rotation of job.

Training given to people in a supervisory or managerial capacity is – Lectures, Group Discussions, Case
studies, Role-playing, Conferences etc.

People in managerial programmes are given this type of training- Management Games to develop
decision making, Programmes to identify potential executives, Sensitivity training to understand and
influence employee behaviour, Simulation and role-playing, Programmes for improving communication,
human relations and managerial skills.

Other Training Programmes

Technical Training – Technical training is that type of training that is aimed at teaching employees how
a particular technology or a machine.
Quality Training – Quality training is usually performed in companies who physically produce
a product. Quality training teaches employees to identify faulty products and only allow perfect products
to go out to the markets.

Skills Training – Skills training refers to training given to employees so as to perform their particular
jobs. For e.g. A receptionist would be specifically taught to answer calls and handle the answering
machine.

Soft Skills – Soft skills training includes personality development, being welcoming and friendly to
clients, building rapport, training on sexual harassment etc.

Professional Training – Professional Training is done for jobs that have constantly changing and
evolving work like the field of medicine and research. People working in these sectors have to be
regularly updated on matters of the industry.

Team Training – Team training establishes a level of trust and synchronicity between team members for
increased efficiency.

Benefits of Training
1. Training improves the quantity and quality of the workforce. It increases the skills and knowledge
base of the employees.
2. It improves upon the time and money required to reach the company’s goals. For e.g. Trained
salesmen achieve and exceed their targets faster than inexperienced and untrained salesmen.
3. Training helps to identify the highly skilled and talented employees and the company can give them
jobs of higher responsibilities.
4. Trained employees are highly efficient in comparison to untrained ones.
5. Reduces the need to constantly supervise and overlook the employees.
6. Improves job satisfaction and thus boosts morale.

Benefits of Development
1. Exposes executives to the latest techniques and trends in their professional fields.
2. Ensures that the company has an adequate number of managers with knowledge and skill at any given
point.
3. Helps in the long-term growth and survival of the company.
4. Creates an effective team of managers who can handle the company issues without fail.
5. Ensures that the employees utilise their managerial and leadership skills in particular to the fullest.

Training And Development Process: Definition And Steps

The process of training and development is an activity that aims to improve the performance of the
individuals and groups in an organisation. Organisations curate systematic procedures to educate
employees on the necessary technical and management skills for their roles. Learning more about the
process of training and development can help you support and encourage your team to develop and
improve. In this article, we describe the training and development process, explain the steps you can

take to develop the process and discuss its benefits of training and development for an organisation.

What Is The Training And Development Process?

An organisation adopts a training and development process to improve skills, gain knowledge, clarify
concepts and change professional attitudes. Organisations can do this with the help of structured
education to enhance employee productivity and performance. It involves a structured education
system that focuses on enhancing the skills, methodology and content required to improve
productivity and encourage high performance. The process includes training employees under
constant monitoring to develop their skills and overall personality, which may directly affect the
overall growth of the organisation.
How To Develop A Training And Development Process?

The process of training and development involves several steps to ensure that it is effective. Here is a
list of a few important steps that you can take if you are interested in learning more about how to
develop a training and development process in an organisation:

1. Identify the need for training and development

If you are conducting a training program in a company, you can assess the scope of growth for
employees and the overall organisation. This can be to start a new department, strengthen the existing
teams, launch new products or upgrade existing products. Identifying the need for a training program
and choosing one that fits your requirements is essential to make employees understand and adapt to
new techniques and production flows.
 2. Set specific goals and objectives

Once you identify organisational needs, the next step is to set a specific goal or objective for the
training and development. Whether it is spreading awareness about new product launching or learning
the installation process of new software, establish a clear plan that meets the needs of your training
program. Here is a list of a few common goals an organisation may have:

 Improving product quality: Customers are often more quality-conscious and require companies to
consistently improve their product quality to remain competitive in the market. Regular training
and development sessions enable the company to deliver better services and ensure a consistent
quality of products.
 Eliminating wastage of time: It is necessary to track the learning capabilities of employees and
determine how much time they require to learn. Organisations can encourage employees with
slower learning speeds to improve their performance through training and development initiatives.
 Implementing safety precautions: Every company is responsible for the safety of its employees,
managers and clients working within its premises. This requires offering training sessions on
workplace safety, information about proper handling of equipment and the creation of safe and
friendly products.
 Assisting effective management: It is essential to develop effective management, planning and
control in the company to avoid management-related issues. The knowledge offered during a
training program can enable employees and employers to handle challenging situations more
effectively.

3. Decide on training methods and develop a detailed plan

A thorough training plan consists of learning methods, content matter, learning flow and other essential
aspects. Here are a few methods of training that you can choose from:

 Classroom training: This can encourage employee growth and lead to healthy relationships that
enable new employees to feel supported and welcome. Classroom training can also include
coaching, teaching and mentoring to focus on sharing knowledge.
 Computerised training: This offers flexibility and scalability, as any number of participants can join
the program and progress at their own pace. This type of training involves implementing virtual
classroom features such as screen-sharing, audio-visual tools and video recording.
 Simulation-based training: In this type of training method, employees deal with real-time
hypothetical situations and are required to solve them. This training method is often suitable for
those who handle heavy and expensive machinery.
 On-the-job or hands-on training: This allows employees to understand the working environment
and acquire new competencies. The training also helps you use special equipment in a live-work
practise or training environment.
 Role-playing: The process consists of the trainee and trainer, where the trainees act as if they are
dealing with a problem and are responsible for solving it without guidance. Participants are
required to act fast and realistically in various dynamic situations.
 Case study: In this method, a participant gets a real or imaginary scenario that depicts everyday
work situations. They then receive basic instructions to analyse the case and come up with the best
possible solution to help improve their problem-solving skills.
 Training videos: Many people prefer watching a video over reading, so videos can help them learn
important information more quickly. This can help make the training process interactive,
demonstrative and more engaging.

4. Implement the training program

After deciding on a training plan and method, the organisation can execute the training process
through comprehensive, step-by-step instruction and coaching. For this, the company can schedule
training activities and use the required resources. Based on the size of the group and the type of
training, the company may decide on a suitable location for the training to help make it more
successful.

5. Evaluate the output

It is essential for organisations to assess the impact of the program, its effectiveness and the degree
of its success. You can ask the employees for feedback to know whether the program was helpful
and to review if they have any suggestions for improvement. You can also conduct quizzes,
practical exercises and tests to assess the success of the training.

6. Monitor performances

The last phase before completing training and development is to monitor employee performance.
Based on the training assessment results, management can find out if the training was adequate for
the present or if they may require advanced sessions. The management can also plan future training
and development programmes and their scope accordingly.

Benefits Of Training And Development

Improving employee skills and knowledge is essential to sustain a business. Training and development
can help organisations identify and retain top talent, improve productivity, increase job satisfaction,
improve employee morale and earn more profits. Businesses that devote time to employees and focus
 on developing their skills often see fewer absentees and higher productivity in the organisation. Here
is a list of ways that training and development play a crucial role in increasing business productivity:

Optimum utilisation of human resources: An organisation can train its employees to enhance their
potential. Training and development help the organisation make the best use of its employees and
leverage their skills for increased output.
Development of a high-skilled and motivated workforce: Employees may feel more
confident and enthusiastic if they undergo regular training and participate in development
workshops where they can learn new techniques and adapt to innovations more readily,
contributing to an organisation's development.
Development of team spirit: Because training often takes place in groups, employees get a
chance to interact with each other, discuss organisational issues, explore their strengths and
weaknesses and try to learn from each other, resulting in strong team building.
Creation of a healthy work environment: Regular training and development initiatives can help
employees foster positive thoughts and modify their behaviour in a way that is conducive to
creating a healthy work environment.

15 Effective Methods of Training and Development

One of the key duties of the human resource management department is training and development.
Employees are trained and taught technical knowledge related to their duties in a systematic manner
during training. It focuses on educating employees on how to use certain machines or do specific jobs in
order to boost productivity. In this post, we will discuss the 15 most effective methods of Training and
Development.
Development, on the other hand, refers to those in managerial positions' total holistic and
educational progress and maturity. Understanding, attitudes, flexibility, leadership, and human
relationships are all part of the development process.
The importance of training and development has never been greater than it is now, in a time of
great diversity of talents and sophisticated technologies. Skills are declining, and businesses are feeling
down. This is probably why businesses have now devoted all their attention to regular staff training,
investing up to $ 87.6 billion by 2018.
However, only 34% of these businesses believe that training is helpful. As the industry
evolves, it's more important than ever for Training and Development professionals to understand how to
make their programs as effective as possible. The first step is to select methods of training and
development for appropriate employees.

Different Methods of Training and Development

1. Classroom Lecture Method:
This is the most widely utilized, straightforward, cost-effective, and traditional way. It saves time
since it reaches the greatest number of individuals in the shortest amount of time. It consists of the
instructor giving a speech with relatively no discussion. Methods of Training and Development and
presentation that is clear and direct. The method's flaws include that the lecture lasts longer than the
average human attention span of 15 minutes, and the presentation's contents are readily forgotten.
The level of take-home learning is unknown because the method does not allow for active
participation on the part of the learners. Furthermore, a lecture may be beneficial only if the
presentation is done well. While lectures are effective at disseminating knowledge, they have not
proved very effective at changing human behavior or instilling commitments in the minds of the
audience. The lecture-cum-demonstration method is an adaptation of this method in which the
presenter emphasizes a skill or piece of information by demonstrating it in action.

2. Group Discussion Method:

It is a way for developing trainees' knowledge and attitudes. Image sets of people evaluate various
empirical studies for commonalities in order to discover the underlying general principles in this
strategy. They then combine their ideas and concentrate their efforts on a single subject at a time,
speaking from a variety of perspectives inside the group. In this system, an instructor is optional,
but a leader is required. The method's multiple advantages include the ability to create more ideas
from each session. Furthermore, each member has the option to submit his or her own ideas and
receive comments from other members of the group. Peer pressure and group commitments help to
guarantee that decisions made in the group are followed. As a precaution, attention must be made
to ensure that all members participate and that a few members do not dominate the proceedings or
predetermine the route of discussion.

3. Simulation Exercises Method:

Simulators are a variety of training gadgets that simulate the real world in increasing degrees of
complexity. They range in complexity from simple paper mock-ups of mechanical devices to
computer-generated entire settings. In fact, some believe that case studies, role-playing, and a
variety of other methodologies can all be classified as simulations. The benefit of simulation
approaches is that they increase the possibility of learning without causing damage to equipment or
human life or exposing participants to the numerous risks associated with actual performance. Most
traffic regulations, signals, and procedures for driving, for example, might be taught in a park that
replicates the main road or through a computer game including vehicle or two-wheeler driving.
More complicated simulators are used to teach piloting planes. The approaches are indirect, but
they could be costly. The method necessitates a particular level of understanding, information
processing, and learning transfer on the part of the trainees.
4. Role-playing Method:
The role partners define the role, which is a set of expectations centered on a certain job. Trainer-
trainee, buyer-seller, interviewer-interviewee, and so on are all reciprocal roles that are
characterized in pairs. Inter-role conflicts, intra-role issues, role overloads, and role under loads are
all problems that come with playing roles. Role confusion arises as a result of these roadblocks.
Trainees must get role clarity in order to be trained to perform roles. This may entail negotiations
between role senders and role receivers on their expectations of one another, as well as counter-
expectations. In the role-playing method, participants are forced to respond to specific challenges
and expectations of individuals that they may experience in their work. Interviewing, bargaining,
grievance handling, performance review, buying and selling, and effective communication are
among skills that are frequently taught through role-playing. It encourages people to develop good
interpersonal skills.

5. Case Study Method:

It is a written, narrative depiction of an actual circumstance or incident involving an organization
and its business, illustrating any challenge that participants may confront in their work. Participants
are expected to come up with as many valid answers or decisions as they can that meet the
circumstances in the case. For the participants, a case study might pique their attention and
stimulate their thinking. It aids in the development of the participants' analytical, thinking, and
problem-solving abilities. The case study method allows for a full grasp of reality since it
demonstrates and closes gaps in incomprehension. It also aids in reinforcing messages delivered
through lectures, group discussions, and other means. The method's downside may be the difficulty
in creating an adequate number of motivating instances that accurately mirror the trainees' real-life
situations.

6. Sensitivity Training, T Group Training, or Laboratory Training Method:

It's a series of experiences in unstructured, agenda-free groups aimed at increasing people's
awareness of themselves (self-insight), their immediate environment, and their impact on others. T-
groups, unlike many other programs, is concerned with the real problems that occur within the
group. People are encouraged to communicate freely and actively in order to become more
sensitive to others' sensitivities and to work more effectively and responsibly together. Members
are competent to identify human interaction difficulties and recognize group dynamics. Participants
are encouraged to share their thoughts and feelings with one another in a more open, unstructured,
friendly, and honest way than is normal in a business or social setting. Participants discover
improved ways of behaving for good interpersonal connections without the use of power or
authority over others as a positive outcome of the strategy. People may resent negative input and
respond with rage if the strategy is used incorrectly. People must first be well equipped to take
constructive criticism in order to effectively manage conflicts.

7. Management Games Method:

Games are employed more as a training tool than as a form of entertainment. Trainees are separated
into teams and given common tasks on which they will compete to reach decisions, as well as
collaboratively implementing and assessing the game-related decisions. Every team, for example,
would be given blocks of wood and one of the members would be blindfolded with a piece of
fabric. The participant would have to stack the blocks one on top of the other, following the other
members' directions and guidance. The incentives would grow exponentially as they progressed
toward larger goal heights. While playing the game, this game is utilized to bring out the nuances
of teamwork, leadership styles, and communication patterns displayed by the members. The
method's drawbacks include the fact that games can often lead to a lack of seriousness in some
trainees, as well as the fact that learning is indirect and sluggish. However, it aids in the delivery of
messages in a non-threatening and entertaining manner.

8. Outward Bound Training (OBT) Method:

Managers and other staff members participate in OBT by meeting and cohabiting as a team in an
unknown wilderness, away from the workplace and the hustle and bustle of daily life, where they
would stay in cabins or tents for a set number of days. They put their survival abilities to the test
while also learning about themselves and their hidden potential for creativity, cooperation, and
leadership. Participants are given the opportunity to learn about their own limitations and potential.
Participants, regardless of their official position or seniority, would have to learn to be more natural
in their behavior and shed their professional masks. It is a costly process, and the knowledge gained
may not be transferable to other people or situations.

9. IBT (In-Bag Training) Method:

IBT is a training approach in which the learner examines a basket full of papers and files related to
his field of work and makes recommendations on issues found within. This strategy is intended for
managerial trainees who want to improve their decision-making and problem-solving skills. This is
a type of simulation training that is based on real-world business situations and so transportable to
the workplace. Typically, the participant is required to set priorities for and then handle a variety of
office papers, such as memoranda, reports, phone messages, and emails that would normally pass
through a manager's desk. There are at least two stages to the method. The participant begins by
working through the case on his own for a fixed amount of time, without discussing the
information with anyone. The issues of who, which, how, what, where, why, and when of each
choice or step are then analyzed and discussed by the other participants. The advantages of this
method include combining the best of traditional case studies with modifications to allow for
greater flexibility, realism, and involvement. The emphasis here is on thoroughly understanding
things, which is an opportunity that comes around far too seldom during busy working days. It is
carried out in a relaxed environment that encourages experimentation and learning, rather than in
the confines of a boss-subordinate relationship.

10. Vestibule Training Method:

This type of training takes place away from the production area, on equipment that is quite similar
to the ones used on the job. It's a form of off-the-job training in which individuals receive
instruction in a realistic employment setting but in a location other than where they'll be working.
A group of lathes, for example, could be housed in a training facility where trainees will be taught
how to use them. The method is commonly used to train typists and bank tellers, among other
things. The term 'vestibule' refers to an entrance. As a result, vestibule training aids in full-fledged
job entry. Vestibule training has a number of advantages, one of which is that it relieves the
employee of the strain of having to perform while learning. Production or supervisory disruption is
minimized during training. The downsides include the additional investment in equipment and the
need for more trainers.

11. Apprenticeship Training Method:

It incorporates both classroom and on-the-job training. An apprenticeship is a training approach in
which learners at a beginner level, known as 'apprentices,' work under the supervision of a skilled,
certified instructor and are paid less than workers. The strategy combines education and
employment and is designed to prepare workers with specific levels of certification to fulfill the
industry's rising needs. Special skills such as mechanical, electronic, and tailoring are developed
using this method. Apprenticeships have long been utilized in skilled trades such as plumbing,
carpentry, machining, and printing. The thorough breadth of the training ensures high-quality
outcomes, despite the lengthy time commitment. Employees hired under the apprenticeship
program are expected to hit the ground running, which means they must begin performing at a high
level right away. Slow learners, on the other hand, are unable to acquire the same levels of mastery
as others due to the standard period of apprenticeship training.

12. Work Shadowing Method:

When preparing a second-line leader to take on the post of the head, this training method is used
because the candidate would not benefit from attending any other formal training program. Direct
participant observation of critical moments in the current incumbent's work-life would be the
greatest way to be trained for a future executive role. The trainees are forced to stay in the company
of the role model whose work they are supposed to learn. By physically being in the presence of
the job-holder, trainees learn the subtleties of a high-level profession. Following the model's
working styles allows for a higher level of learning while also assisting the trainee in imbibing the
model's ideals and principles. However, caution must be exercised to avoid circumstances in which
trainees are not warmly welcomed and are perceived by department supervisors as a disruption to
their daily routines.

13. Programmed Instruction Method (PIM):

PIM delivers instruction without the need for an instructor to be there. Instructions are
written in such a way that all future learning is contingent on the acquisition and retention of past
information in order to ensure a sequential approach to learning. Information is split down into
small chunks called 'frames' using this process. The student reads each frame in order and answers
questions meant to test their understanding. The learners receive quick feedback on their response
accuracy based on their responses. If the students have correctly answered all of the questions, they
go on to the next frame. If not, the frame is repeated. Immediate reinforcement and the freedom for
learners to progress at their own pace are two key elements of this technique. Programmed
instructions can be displayed on a computer or in a book.

14. Large Scale Interactive Events (LSIE) Method:

When compared to other ways, the method has a number of distinct advantages. To begin,
this method emphasizes the sharing of expertise by all participants, as opposed to other methods of
training and development in which the instructor supplies the majority of the inputs and may even
regard trainees as ignorant or unskilled in the topic being covered. LSIE is based on the belief that
all participants, by virtue of having been in their job for a certain amount of time, have some level
of expertise that should be shared and combined with that of others.

The second benefit is that this method overcomes the limitation of other methods of training
and development in terms of the number of people who can be trained per batch. The main
advantage of this method is that it can train a group of 300 – 400 people at the same time without
sacrificing the effectiveness of other methods of training and development. The use of group
processes is the third advantage. While the trainer's role is limited to a brief but inspiring
presentation to stimulate participant thinking, the methods of training and development allow for
active participation of all participants who are assigned various roles such as sub-group leader,
recorder, summarizer, presenter, and so on. A fourth advantage of the LSIE is that the organization
places a strong emphasis on extensive on-the-spot documentation of people's points of view.
Finally, the method culminates in the large group as a whole addressing the common issues.
Priorities are set on areas of intervention at this stage, and a plan of action is drawn and accepted
based on voting by members, thereby building commitment among all participants to implement
the agreed-upon plans. One disadvantage of the method is that it may necessitate a large number of
volunteers to assist with the proceedings.

15. Personal Coaching Method:

It is an on-the-job approach in which a manager has the opportunity to teach an employee, typically
his direct subordinate, one-on-one. Coaching is the process of assisting oneself and others in
gaining new perspectives on their intentions and behaviors, as well as understanding what is
possible and how to access inner resources such as motivation, commitment, passion, and so on. As
a coach, the manager gently confronts employees with their flaws and suggests corrective actions.
The supervisor is also on the lookout for ways to encourage good performance. Coaching is widely
regarded as one of the most effective methods of training and development. Constant supervision
causes the trainee to learn quickly.