Training and Development MBA

TRAINING AND DEVELOPMENT
BY. NIKHIL CHAUHAN

 Training is a systematic development of the knowledge, skills and
TRAINING attitudes required by employees to perform on a given task or
job.
“Training is the act of  It is a continuous and life long process
increasing the knowledge &
skills of an employee for doing  It’s a short term process.
a particular job”  Refers to instruction in technical and mechanical problems.
 Specific job related purpose
▪ Flippo
DEVELOPMENT
“Development covers not only
those activities which improve job
performance, but those which • It is a long term Educational Process
bring about growth of personality” • Refers to philosophical and theoretical education
• General knowledge purpose
*Mr. Emoia
FEATURES OF TRAINING
 Clear Purpose:
The objective of the programme should be clearly specified. The training should be result oriented.
 Training Needs:
The training needs of employees should be clearly defined.

 Relevance:
The training programme and its contents must be relevant to the requirements of the job for which it is intended.
 Balance between Theory and Practice:
A good training programme should provide a balanced mix of theory and practice the theoretical framework should be backed by practical
application to provide all round training.
 Management Support:
Top management must actively support the training programme so that the training programme may help the employees to yield better
results. Once the employees get the support form management support the perform there job more effectively.
TRAINING AND DEVELOPMENT OBJECTIVES
 Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual
contribution to an organization.
 Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness.
 Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs.
 Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the
society.
IMPORTANCE OF TRAINING AND DEVELOPMENT
 Optimum Utilization of Human Resources

Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the
organizational goals as well as their individual goals
 Development of Human Resources
Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and
behavioral skills in an organization. It also helps the employees in attaining personal growth.
 Development of skills of employees
Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human
intellect and an overall personality of the employees.
 Productivity
Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.
 Organization Culture
Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.
PURPOSE OF TRAINING AND DEVELOPMENT:
 When the employees are trained it enables them to achieve the required level of performance which in turns increases
the productivity.
 Training helps in increasing the knowledge and skills of employee
 When the employees are trained it becomes easy for them to adapt themselves according to the changes made in
business.
 Training reduces the cost of supervision. Trained employees needs less guidance which in turns reduces the needs for
supervision
NEEDS OF TRAINING AND DEVELOPMENT
 To enable the new recruits to understand work
A person who is taking up his job for the first time must become familiar with it. For example, if a fresh graduate
is appointed as a clerk in a bank, he must first of all gain knowledge of work assigned to him.
 To enable existing employees to update skill and knowledge
Training is not something needed for the newly recruited staff alone. Even the existing employees of a concern
may require training. Such training enables them to update their skill and knowledge.
 To enable an employee who has been promoted to understand his responsibilities
Training is essential for an employee who has just been promoted to a higher level job. With an evaluation in his position in
the organization, his responsibilities are also going to multiply.
 To enable an employee to become versatile .
ADVANTAGES OF TRAINING
 Quick Learning
 Higher Productivity
 Less Supervision
 Economical Operation
 Better Management
 High Earnings
DISADVANTAGES OF TRAINING AND DEVELOPMENT
• Training & Skill Development Cost Time and Money

• Sparing Extra time for Training can be Stressful for Workers
• Training Sessions can be Complicated
• Lack of Interest
• Switching to a New Job
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
Training Development
1. Training refers to teaching specific skills &behavior 1. Development is more general, aims to provide
knowledge & understanding
2. Training is meant for operatives
2. Development is meant for managers
3. Training improves specific skills relating to a job
3. Development improves total personality of an
4. Training is one shot deal
individual
5. Scope of training is to individual employees
4. It’s a continuous process
5. Scope is for entire work group or organization

PROCESS OF TRAINING AND DEVELOPMENT
 Determine the need of training and development for individuals or teams
First of all the need has to be seen for training and development.
 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.
 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
 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.
 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.
METHODS OF TRAINING AND DEVELOPMENT
ON THE JOB TRAINING METHODS
 It is also known as job instruction training

 It is most commonly used method
 Under this method, the individual is placed on a regular job & taught the skills necessary to perform that job.
 This method is also called “learning by doing”
 In this method trainee learns under the guidance or supervision of the supervisor or instructor
Job instruction training (JIT)
The job instruction method is a four-step teaching process including formation, demonstration, operation try out and
follow-up. It is used mainly to train workers on how to do their prevailing jobs. A trainer, administrator, or associate
acts as a coach.
Coaching
Coaching is a manner of routine training and responses given to the employees by recent supervisors. It includes the
on-going process of learning by actions. It can be determined as an informal, random planning and development
exercise administrated by supervisors and associates.
Job Rotation
This class of training includes the activities of learner from one task to another. It assists him to acquire a general
perspective of how the company functions. The function of job rotation is to support trainees accompanying broader
administrative aspect and a higher realization of various working areas along with an improved sense of their career,
goals and passion.
Apprenticeship Training
Most skilled employees like carpenters, electricians are trained by way of formal apprenticeship educational
programs. Apprentices are learners who invest a recommended time functioning with an experienced mentor or
trainer. Articleship and graduate fellowship are complementary to apprenticeship as they also need high levels of
assistance from the trainee.
Mentoring
Mentoring is a connection in which a leading manager in a company acquires the accountability for educating junior
personnel. Technical, social, and political skills are usually transferred in such a connection from the more knowledgeable
person to their junior
Committee Assignments
In the path of the committee assignment, trainees are endorsed to handle problems which the management is facing. The
company expects a relatable solution for the problem from the trainees, and by hiring the deserving candidates, the
committee gives their employees an acquaint experience and gives them the information which helps them to recognize
company’s governing mechanisms and issues.
OFF- THE- JOB TRAINING METHODS
 Under this method the trainee learns outside the job and involves himself in full time learning.
 In this method of training, the trainees is separated from the job situation & his attention is focused upon learning the
material related to his future job performance.
 There is an opportunity for freedom of expression for the trainees.
Vestibule Training
Clerical and semi-skilled employees of the company are trained in this method for a few days. The company provides
the equipment’s for such training, and these kinds of training are provided in classrooms, in which trainees have to
face various work situations which they really need to face while working in the company.
Role-playing
In this training, the company tries to build the imaginary situations on which the trainee has to
work and teaches the trainee how to behave and perform their work on being on that position in
a realistic situation. The trainees play various roles such as manager, clerk, supervisor,
accordingly with their work profile. Role-playing is conducted to develop the quality of
maintaining inter-personal relations in the company.
Lecture Method
This method is most common and generally used by every organization for giving training to the recruited
employees. The trainee can provide vast information regarding the company’s working policies to a
various number of employees altogether in this method which saves time as well as the cost of the
company.
Behaviorally Experienced Training
A few training programs aim at spontaneous and developmental learning. In this place, personnel can learn the
manner of conducting oneself by role-playing in which the role participants try to act their role in that matter of a
case, as they confer in real-life scenes.
Programmed Instruction
This approach has become famous in recent years. The topic to be learned is discussed in a sequence carefully to
prepare subsequent units. These units are organized from elementary to more complicated levels of teaching. The
trainee inspects these units by solving queries.
Thank you

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TRAINING AND DEVELOPMENT

BY. NIKHIL CHAUHAN

 Specific job related purpose

The training needs of employees should be clearly defined.

 Optimum Utilization of Human Resources

 To enable the new recruits to understand work

• Training & Skill Development Cost Time and Money

5. Scope is for entire work group or organization

 It is also known as job instruction training

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