HUMAN RESOURCE

MANAGEMENT

CHAPTER-3
TRAINING AND
DEVELOPMENT
 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.
 OBJECTIVES OF
TRAINING AND DEVELOPMENT
• To provide job related knowledge to the workers.
• To impart skills among the workers systematically so that they may learn quickly.

• To bring about change in the attitudes of the workers towards fellow workers,
supervisor and the organization.
• To improve the productivity of the workers and the organization.
• To reduce the number of accidents by providing safety training to the workers,

• To make the workers handle materials, machines and equipment efficiently and
thus to check wastage of time and resources.
• To prepare workers for promotion to higher jobs by imparting them advanced skills.
 DIFFERENCE BETWEEN
TRAINING & DEVELOPMENT
• Training is a short-term reactive process meant for operatives and
process while development is designed continuous pro-active process
meant for executives. In training employees' aim is to develop
additional skills and in development, it is to develop a total personality.
• In training, the initiative is taken by the management with the
objective of meeting the present need o fan employee. In development,
initiative is taken by the individual with the objective to meet the
future need of an employee.
 DIFFERENCE BETWEEN TRAINING &
DEVELOPMENT
BASIS TRAINING DEVELOPMENT

Management development
Training is the process of refers to teaching managers
DEFINITION
teaching employees the and professionals to
basic skills they need to increase knowledge, skills,
perform their jobs. attitude, needed for future
jobs.

PRESENT / Training is present-day Development is future day

FUTURE oriented. oriented.
PARTICIPAN Training programs are Development programs are
T arranged for employees arranged for executives.

LEVEL
It is the lower level It is a higher level learning
learning program. program.
 DIFFERENCE BETWEEN TRAINING &
DEVELOPMENT
BASIS TRAINING DEVELOPMENT

Training is imbibed for Development is imbibed for

enhancing much more enhancing specific skills
AREA
skills and knowledge to the and knowledge to the
employees. executives

Skill level is changed Behavior level is changed

CHANGE
through Training through Development.

Training is a narrower Development is a broader

FOCUSED concept focused on job- concept focused on
related skills personality development
 DIFFERENCE BETWEEN TRAINING &
DEVELOPMENT
BASIS TRAINING DEVELOPMENT

Training is aimed at The development aims at

AIM
improving job-related overall personal
efficiency and effectiveness including job
performance efficiencies.

Training refers only to

Development refers to the
instruction in technical
INSTRUCTION philosophical, theoretical
and mechanical
and educational concept.
operations.

Training courses are Development involves a

PERIOD typically designed for a broader education for long
short-term period. term purposes.
 TRAINING METHODS IN HRM

• Training method refers to a way or technique for improving the knowledge and

skills of an employee for doing assigned jobs perfectively.
• The organization has to consider the nature of the job, size of the organization &
workers, types of workers, and cost of selecting a training method.
• The choice of training method depends on the organization’s needs, the type of
skills to be developed, and the availability of resources.
• A combination of on-the-job and off-the-job training methods can be used to
provide a comprehensive training programmes for employees
 ON THE JOB TRAINING

This type of training also known as job instruction training is most commonly
used as a method. Under this method, the individual is placed on a regular job
& taught the skills necessary to perform the job.
• Job Rotation: It involves the movement of the trainee from one job to
another. The trainee receives job knowledge & gains experience from his
supervisor or trainer. This type of training gives an opportunity to the trainee
to understand the problem of employees on other jobs & respect them.
• Coaching: The trainee is placed under a particular supervisor who functions as
a coach in training the individual. The supervisor provides feedback to the
trainee on his performance & offers him some suggestions for improvement.
 ON THE JOB TRAINING

•  Job Instruction: This method is also known as step-by-step training. Under

this method, the trainer explains to the trainee the way of doing the jobs,
knowledge & skill and allows him to do the job. The trainer appraises the
performance, provides information & corrects the trainees.
• Committee Assignment: Under this method, a group of trainees is given and
asked to solve an actual organizational problem. The trainees solve the
problem jointly and develop teamwork
• Internship training: Under this method, instructions through theoretical and
practical aspects are provided to the trainees. Usually, students from the
engineering and commerce colleges receive this type of training for a small
stipend.
 OFF THE JOB TRAINING

Under this method of training, the trainee is separated from the job situation and his
attention is focused on learning the material related to his future job performance.
• Vestibule training: In this method, actual work conditions are simulated in a classroom.
Material files and needed equipment are also used in training. This type is used for
training personnel for clerical and semi-skilled jobs.
• Role-Playing: It is defined as a method of human interaction that involves realistic
behavior in an imaginary situation. This method of training involves action doing the
practice. This method is mostly used for developing interpersonal interaction and
relations.
• Lecture Method: The lecture is a traditional & direct method of instruction. The
instructor organizes the material & gives it to a group of trainees in the form of a talk.
This is beneficial to train a large group of trainees.
 OFF THE JOB TRAINING

• Conference : It is a method for clerical, professional & supervisory personnel. This

involves a group of people who put forth ideas, examine & share facts, ideas assumptions
& draw a conclusion. The success of this method depends on the leadership qualities of
the person who leads the group.
• Programmed Instructions: In recent years this method has become popular the subject
matter to be learned is presented in a series of carefully planned sequential. This method is
expensive & time-consuming.
• Case study method: Usually case study deals with any problem confronted by a business
which can be solved by an employee. The trainee is given an opportunity to analyse the
case and come out with all possible solutions. This method can enhance analytic and
critical thinking of an employee
 EXECUTIVE DEVELOPMENT

• Executive development in HRM refers to the process of identifying, training, and developing
the skills and abilities of senior-level executives within an organization. This process is designed
to enhance the leadership, strategic thinking, and decision-making capabilities of executives,
enabling them to effectively manage the organization and achieve its goals.
• Executive development programs typically involve a combination of training, coaching,
mentoring, and experiential learning opportunities. These programs may be customized to meet
the specific needs of individual executives or groups of executives within an organization.
• The goal of executive development in HRM is to create a pipeline of talented leaders who can
drive the organization forward and ensure its long-term success. By investing in the
development of its executives, an organization can improve its overall performance, increase
employee engagement and retention, and maintain a competitive edge in the marketplace.
 MEANING OF HRD

• Human Resource Development (HRD) refers to the

process of developing the knowledge, skills, and abilities
of employees within an organization. It involves a range
of activities, including training, coaching, mentoring, and
career development, aimed at improving the performance
and productivity of employees.
 ROLE OF HRD

The role of Human Resource Development (HRD) is to support the growth and development of
employees within an organization. This involves a range of activities aimed at improving the
knowledge, skills, and abilities of employees, including training, coaching, mentoring, and career
development.
The specific roles of HRD can be summarized as follows:
• Identify Training Needs: HRD professionals are responsible for identifying the training needs of
employees within an organization. This involves assessing the skills and knowledge required for
each job role and identifying any gaps that need to be addressed.
• Develop Training Programs: HRD professionals are responsible for developing training programs
that meet the needs of employees. This involves designing and delivering training courses,
workshops, and other learning opportunities that are tailored to the specific needs of employees.
 ROLE OF HRD

• Deliver Training: HRD professionals are responsible for delivering training programs
to employees. This involves facilitating training sessions, providing coaching and
feedback, and ensuring that employees have the resources they need to succeed.
• Evaluate Training Effectiveness: HRD professionals are responsible for evaluating
the effectiveness of training programs. This involves assessing the impact of training
on employee performance and identifying areas for improvement.
• Support Career Development: HRD professionals are responsible for supporting the
career development of employees. This involves providing guidance and support to
employees as they progress through their careers, identifying opportunities for growth
and development, and helping employees to achieve their career goals.
 IMPORTANCE OF HRD

• Enhances Employee Performance: HRD programs help employees to acquire new

skills and knowledge, which can improve their job performance. This, in turn, can lead
to increased productivity, better quality of work, and higher job satisfaction.
• Increases Employee Retention: When employees feel that their employer is investing
in their development, they are more likely to stay with the organization. This can help to
reduce turnover and the associated costs of recruitment and training.
• Supports Organizational Growth: HRD programs can help to develop a pool of
talented employees who can take on leadership roles and drive the organization forward.
This can support the growth and success of the organization in the long term.
 IMPORTANCE OF HRD

• Improves Organizational Culture: HRD programs can help to create a culture

of learning and development within an organization. This can foster a sense of
community and collaboration among employees, leading to a more positive and
productive work environment.
• Ensures Compliance: HRD programs can help to ensure that employees are
aware of and comply with relevant laws, regulations, and policies. This can help
to reduce the risk of legal and regulatory issues for the organization.
HRD is essential for the growth and success of an organization. By investing in the
development of its employees, an organization can improve performance, increase
retention, support growth, improve culture, and ensure compliance.
 THANK YOU 