TRAINING

&
DEVELOPMENT
 WHAT IS TRAINING?

Training is a systematic process through which an

organization’s human resources gain knowledge and
develop skills by instruction and practical activities that result
in improved corporate performance.

Training need = standard performance – actual performance.

 DEVELOPMENT
It’s a related process,
which aims not only to
improve performance,
but also bring about
growth of personality,
attaining maturity, and
actualisation of potential.
EDUCATION
It is the understanding of
the interpretation of
knowledge.
It has no definitive
answer, rather develops a
logical and rational mind.
DIFFERENCES BETWEEN TRAINING,
DEVELOPMENT & EDUCATION

 Training is short term, task oriented and targeted on

achieving a change of attitude, skills and knowledge
in a specific area. It is usually job related.

 Development is a long term investment in human

resources.

 Education is a lifetime investment. It tends to be

initiated by a person in the area of his/her interest.
IMPORTANCE AND NEED OF TRAINING

 Aids in new entrants attaining role clarity

 Promotions
 Prevents skill obsolescence
 Improves quality and productivity
 Meet organizational objectives
 Improves organizational climate
 Prevent accidents
 To support personal growth and development
TRAINING NEEDS
 THE DIFFERENT TYPES OF TRAINING

 Induction and orientation training

 Promotional training
 Refresher training
 Skills training
 Internship training
 Cross functional training
TRAINING PROCESS

5 STEP PROCESS
1. Assessment of Training
Needs
2. Establishment of Training
Goals
3. Devising Training
Programme
4. Implementation of Training
Programme
5. Evaluation of Training
Programme
TRAINING
PROCESS
1. Training
Requirement:
2. Assessment of
The need for training
Needs: Once the 3. Designing Training
could be identified
through a diagnosis of needs are identified, Programme: Every training
present and future the objectives for programme encompasses
challenges and through which the training is to certain issues such as:
a gap between the be conducted are What methods are to be
employee’s actual established. The used for the training?
performance and the objectives could be What will be the level of
standard performance. based on the gaps training? etc. Also, the
comprehensive action
seen in the training
The needs assessment plan is designed that
programmes includes the training
can be studied from two
conducted earlier. content, material, learning
perspectives:
Individual and group. theories, instructional
design, and other
requisites.
4. Implementation of the
Training Programme: The 5. Evaluation of the
training will be Training Programme:
conducted either in- Employees are 6. Support: Just
house or outside the asked to give their like the after sales
organization. feedback on the services, it is to
training session and provide support
whether they felt to the results or
The time for the training is
useful or not. points of
set along with the trainer
Through feedback, discussion that
who will be conducting an organization can
the training session. Also, have been
determine the weak
the trainees are observed after
spots if any, and
monitored continuously getting and
can rectify it in the
throughout the training analysing the
next session.
programme. feedback.
CLASSIFICATION OF TRAINING
METHODS
1) On the job
2) Vestibule
3) Classroom methods
 Lectures
 Conference
 Case study
 Role play
 T-Group/Sensitivity
 Other (Simulation,Games,In-Basket)
 ON THE JOB TRAINING

(At the place of work)

 Coaching
 Understudy
 Positional rotation
 Job Instruction
JOB INSTRUCTION TRAINING

 Similar to OJT
 Requires skilled trainers
 Known as training through step by step learning
 Need for extensive job analysis, training schedules and
prior assessment of trainee’s job knowledge
 Trainee put into actual work site by trainer and shown how
the work is done step by step and trainee has to try out and
errors are corrected
 Demerit: interfere with production and quality
 VESTIBULE TRAINING

(Adapted to the environment at the place of work)

 Used for semi skilled workers

 Attempts to duplicate on the job situations in a classroom
 Classroom has equipment and machines which are identical
to the place of work. Trainee can concentrate on learning the
new skill rather than performing an actual job
 Once theory is completed in classroom practical work will be
carried out in production line
 CLASSROOM (OFF THE JOB)

(Away from the place of work)

 Lectures
 Conferences
 Group discussions
 Case studies
 Role play
 Programmed instruction
 T-Group training/Sensitivity/laboratory
 Management Games
 Simulations
 In Basket Training
MANAGEMENT
DEVELOPMENT
MANAGEMENT DEVELOPMENT

 Management development is a systematic process of growth

and development by which the managers develop their
ability to manage.
OBJECTIVE OF MANAGEMENT
DEVELOPMENT

 To improve the performance of manager

 To increase the versatility of management group
 To improve thought process and analytical ability
 To broaden outlook of executives regarding his role
and responsibility
 To understand conceptual issue.
 To increase morale.
 To understand the problem of human relation and
improve human relations skill.
EXECUTIVE DEVELOPMENT

 The whole of activities aimed at developing the skills and

competencies of those that (will) have executive positions in
organization
 Executive development means not only improvement in job

performance, but also improvement in knowledge .

OBJECTIVE OF EXECUTIVE
DEVELOPMENT

 Improve the performance of managers at all level.

 Improve the thought processes & analytical abilities.
 Identify the persons in the organization with the
required potential and prepare them for higher
positions in future.
 Provide opportunities to executives to fulfill their
career aspiration.
PROFESSIONAL DEVELOPMENT

 Process of improving and increasing capabilities of staff

through access to education and training opportunities in
the workplace, through outside organization, or through
watching others perform the job.

 It refers to skills and knowledge attained for both

personal development and career advancement
OBJECTIVE OF PROFESSIONAL
DEVELOPMENT

 To improve your skills and knowledge in order to raise

the level of your job performance

 To learn new skills and knowledge in order to take on

new responsibilities and enrich your current job

 To learn new skills and knowledge in order to advance

your career
 APPROACHES TO EMPLOYEE
DEVELOPMENT

 Mentoring
 Committee Assignment
 Job Rotation
 Business Workflow Analysis
 Lecture courses and Seminars
 Outdoor Training
 Simulations
ORGANIZATIONAL
DEVELOPMENT

 It facilitates long-term organization wide changes thus,

focusing on constructively changing attitudes and values
among members.

Organizational Development techniques:

 Survey Feedback
 Consultation
 Team Building
 Intergroup Development
THANK YOU!

BY:
PRASHANT TIWARI (03416659317)
PRAVESH CHAUHAN (03516659317)
PRIYANSH DHAKA (03616659317)
RAHUL KUMAR GOEL (03716659317)
RIDHIMA WAHI (03816659317)