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    Training and Development New

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    Mihir Hareet
    The document discusses the key differences between training and development. Training focuses on imparting specific skills for current job roles, while development aims to build competencies for future roles through a long-term perspective. Some key training methods discussed include on-the-job training such as coaching and job rotation, as well as off-the-job methods like lectures, role playing and simulations. The training process involves analyzing needs, setting objectives, organizing programs, and evaluating results.

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    Training and Development New

    Uploaded by

    Mihir Hareet
    27 views20 pages
    The document discusses the key differences between training and development. Training focuses on imparting specific skills for current job roles, while development aims to build competencies for future roles through a long-term perspective. Some key training methods discussed include on-the-job training such as coaching and job rotation, as well as off-the-job methods like lectures, role playing and simulations. The training process involves analyzing needs, setting objectives, organizing programs, and evaluating results.

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    The document discusses the key differences between training and development. Training focuses on imparting specific skills for current job roles, while development aims to build competencies for future roles through a long-term perspective. Some key training methods discussed include on-the-job training such as coaching and job rotation, as well as off-the-job methods like lectures, role playing and simulations. The training process involves analyzing needs, setting objectives, organizing programs, and evaluating results.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    27 views20 pages

    Training and Development New

    Uploaded by

    Mihir Hareet
    The document discusses the key differences between training and development. Training focuses on imparting specific skills for current job roles, while development aims to build competencies for future roles through a long-term perspective. Some key training methods discussed include on-the-job training such as coaching and job rotation, as well as off-the-job methods like lectures, role playing and simulations. The training process involves analyzing needs, setting objectives, organizing programs, and evaluating results.

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    © All Rights Reserved
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    Download as pptx, pdf, or txt
    of 20

    Training and Development

    Training

    “Training is an act of increasing the knowledge and skills of


    an employee for doing a specific job”.

     
    Training focuses on the current employee needs or
    competency gaps

    It involves changing of -
    > Skills > Attitude > Knowledge
    Development
    It is the overall development of the competency of
    managerial personnel in the light the present
    requirement as well as future requirements.

    It involves in changing :-
    > Technical Skills
    > Human Skills
    > Conceptual Skills
    Objectives of Trg. & Dev.

    • Increase in Efficiency

    • Increase in Morale of Employees

    • Better Human Relations

    • Reduced Supervision

    • Increased Organizational Viability and Flexibility


    Training vs. Development
    Training Development
    1.Training means learning skills and knowledge 1. Development refers to the growth of
    for doing a particular job and increases skills the employee in all respects. It is
    required for a job. more concerned with shaping the
    attitudes

    2. Training generally imparts specific skills to the


    employees
    2. Development is more general in
    nature and aims at overall growth of
    the executives.

    3. Training is a Reactive process


    3. Development is a Proactive process
    •
    Training Development
    4. Training is concerned with 4. Development builds up
    maintaining and improving competences for future
    current job performance. performance and has a long-
    term perspective
    Thus, it has a short-term
    perspective

    5. Development is career-centered
    5. Training is job centered in in nature.
    nature.

    6. The role of trainer or 6. All development is ‘self-


    supervisor is very important development’ and the executive
    in training has to be internally motivated
    for the same.
    Internal Processes and Training Mechanisms based on
    4 Pillars necessary for Success

    Foundation Training Quality Training New Hire Training

    Domain Training Role Based Training Process Training

    Client Facing Training Soft Skills Training Leadership Development


    Training

    Efficiency and Continuous Improvement


    On –the – Job Training
    Productivity Training Process
    Training Need Analysis
    STEP 1.

    Conduct and Develop Training Need Analysis:

    a. Organizational Analysis
    b. Task Analysis
    c. Man Analysis
    a. Organizational Analysis –

    - identification of its long-term objectives


    - defining its operational objectives
    - detailed analysis of the organizational
    structure, objectives, human resource
    and future plans
    b. Task/Job Analysis –
    - detailed summary of a job, its various
    operations and conditions under which it has to
    be performed.

    c. Man/Individual Analysis-
    - individual employees abilities, his skills and
    inputs required for job performance or
    individual growth and development
    STEP 2
    Setting Training Objectives

    Specific Objective of Training


    Overall Purpose
    for Training
    Increased productivity
    Improved quality
    Better human resource
    planning Increased
    Higher morale
    Organizational
    Better health and safety
    Prevention of obsolescence Effectiveness
    Enhanced personal growth
    STEP 3
    Organization of Training Programme
    - Trainee and Instructor
    - Period of Training
    - Training Methods and Material

    STEP 4
    Evaluation of Training Results
    Training Methods

    On – the - Job Off – the - Job

    Job Rotation Role Play

    Coaching Lecture Method

    Job Instruction Training (JIT) Business Games

    Apprenticeship Conferences

    Internship Vestibule Training

    Simulation Training
    Training Methods
    On-The-Job Training(OJT) refers to new or inexperienced employees learning
    through observing peers or managers
    “to learn by doing itself”

    Advantages :
    a. Enhances the transfer of learning – training setting and
    work setting is same
    b. May reduce cost – avoid the cost of separate training
    facility
    c. Enhances employee motivation – job–relevancy of the
    training is more obvious to trainee

    Disadvantage :
    May disrupt normal operations
    May have safety issues
    May have distractions that interfere with learning
     Coaching –

    -involves direct personal instructions and guidance


    -extensive demonstrations and
    -continuous critical appraisal and correction.

     Job Rotation –

    -periodical rotation of a trainee from one job to another


    -helps trainee to understand the larger organizational perspectives &
    different functional areas
    -provides the chance of employee’s development from within the
    organization
    >Job Instruction Training (JIT) –
    “Training Through Step-by-step”

    Sequential arrangement of all steps followed in job performance ie;


    What, Why and How to be done
    - Providing general description of the job, its importance, duties and
    responsibilities involved
    - Positioning trainees at workplace, explaining the various steps
    involved and the reasons for these steps
    - Allowing trainees to try out work performance and correcting the
    errors
    - Encouraging queries regarding the job
    Training Methods
    Off-the-Job training :- training takes place off-the-job ; at a Training
    Facility designed for training

    Advantages :
    a. Avoids disruption of normal operations
    b. Minimizes distractions
    c. Avoids safety concerns

    Disadvantages :
    a. Cost may be higher due to cost of training facility
    b. Transfer of training becomes difficult due to difference between
    training setting and work setting
    c. Training motivation may be reduced because the job- relevancy of
    the training is not obvious
    > Vestibule Training –
    - Actual work conditions are stimulated in a class- room
    - Material, files and equipments used in actual job performance
    are used in training
    - duration of training – few days to few weeks

    > Role–Playing –
    - Method of human interaction that involves realistic behaviour
    in imaginary situation
    - Involves action doing and practice
    - Participants play role of certain characters eg: HR manager,
    worker, sales officer
    - This method is used for developing interpersonal interactions and
    relations
    > Lectures -
    - Knowledge based management development
    method
    - Large number of people can be instructed at
    the same time
    - More direct
    - Time factor
    - Controlled by the instructor
    - Minimum participation of trainees
    - Ability of trainees cannot be assessed
    - Motivation is low
    Training Evaluation

    Assessing the effectiveness of the training program in


    terms of benefits to the trainees and the company

    -To determine the accomplishment of training objective


    -To determine the correcting performance deficiency
    -To determine the cost effectiveness
    -To determine program failure

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