Anda di halaman 1dari 16

Assignment on

Training and Development

Submitted to:
Prof. Silky Sharma Submitted By:
Human Resource Bhumika Arora
Management MBA 2nd Sem
Amity Business School
Greater Noida
Training and Development
Training and Development is a subsystem of an organization which emphasize on the
improvement of the performance of individuals and groups. Training is an educational
process which involves the sharpening of skills, concepts, changing of attitude and
gaining more knowledge to enhance the performance of the employees. Good &
efficient training of employees helps in their skills & knowledge development, which
eventually helps a company improve.
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.”
Learning and Development
Learning and development, a subset of HR, aims to improve group and individual
performance by increasing and honing skills and knowledge. Learning and
development, often called training and development, forms part of an organization's
talent management strategy and is designed to align group and individual goals and
performance with the organization's overall vision and goals.

On a practical level, individuals responsible for learning and development must

identify skills gaps among groups and teams (often through SMART objectives, one-to-
one interviews and performance appraisals) and then finding suitable training to fill
these gaps.

Procurement is an important part of the training and development process because

training providers must be cost-effective and appropriate for the organisation’s needs.
Good training provides individuals with tools and skills and shows them how to apply
these new tools and skills within their own organization and role.
Relation between Training and
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 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 need of an OBJECTIVE: To meet the future need of an
employee employee

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

Importance of Training and
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:

 Optimum utilization of Human resources

 Development of skills
 To increase the productivity
 To provide the zeal of team spirit
 For improvement of organization culture
 To improve quality, safety
 To increase profitability
 Improve the morale and corporate image
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.

 When management thinks that there is a need to improve the

performances of employees
 To set up the benchmark of improvement so far in the performance
improvement effort
 To train about the specific job responsibility
 To test the new methodology for increasing the productivity
Advantages of training and
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
 Helps employees develop new skills and increases their knowledge.
 Improves efficiency and productivity of the individuals as well as the teams.
 Proper training and development can remove bottle-necks in operations.
 New & improved job positions can be created to make the organization leaner.
 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
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
2. Establish specific objectives & goals which need to be achieved
3. Select the methods of training
4. Conduct and implement the programs for employees
5. Evaluate the output and performance post the training and development
6. Keep monitoring and evaluating the performances and again see if more
training is required.
Training Need Assessment
a. To determine whether training is needed
b. To determine causes of poor performance
c. To determine content and scope of training
d. To determine desired training outcomes
e. To provide a basis of measurement
Steps in the Needs Assessment Process:
Step One: Identify Problem Needs:
 Determine the context
 Perform gap analysis
 Set objectives
Step Two: Determine Design of Needs Analysis:
 Establish method selection criteria
 Assess advantages and disadvantages for methods

Step Three: Collect Data:

 Conduct interviews
 Administer questionnaires and surveys
 Review documents
 Observe people at work

Step Four: Analyze Data:

 Conduct qualitative or Quantitative Analysis
 Determine solutions/recommendations

Step Five: Provide Feedback

 Write report and make oral presentation
Step Six:
 Develop Action Plan for Providing Training:
Training Need Identification
Training need identification is a tool utilized to identify what educational courses or
activities should be provided to employees to improve their work productivity. Here the
focus should be placed on needs as opposed to desires of the employees for a constructive
In order to emphasize the importance of training need identification we can focus on the
following areas:-
 To pinpoint if training will make a difference in productivity and the bottom line.
 To decide what specific training each employee needs and what will improve his or her
job performance.
 To differentiate between the need for training and organizational issues and bring about a
match between individual aspirations and organizational goals.
Identification of training needs is important from both the organizational point of view as
well as from an individual's point of view. From an organization's point of view it is
important because an organization has objectives that it wants to achieve for the benefit of
all stakeholders or members, including owners, employees, customers, suppliers, and
neighbors. These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximizing opportunities for development.
Different Levels at which it is to be
Identification of training needs can be done at three levels to ascertain three kinds of needs: -
 Organizational Needs
These concern the performance of the organization as a whole. Here identification of training needs is
done to find out whether the organization is meeting its current performance standards and objectives
and if not, exploring ways in which training or learning might help it to do so. Sometimes organizational
training needs are also identified when the organization decides that it has to adopt a major new
strategy, create a new product or service, undergo a large-scale change programme, or develop
significant new relationships, such as joining with others to form new partnerships.
 Group Needs
Since working in groups and teams have become very much prevalent in today's corporate world that is
why nowadays there is increased emphasis given on team effectiveness and team performance. So
training needs are nowadays even identified at the group level. Training needs here are concerned
basically with the performance of a particular group, which may be a team, department, function, sub-
unit, or so on. Information about this group's performance may identify areas of need - which, again, may
be for training or other interventions. It is used to find out how efficiently a particular team or group goes
about its business and meets its current objectives. 
 Individual Needs
These concern the performance of one or more individuals (as individuals, rather than as members of a
group). Here identification of training needs is about finding out to what extent individuals need to learn
or be trained in order to bring their current performance up to the required level as a result of changes in
methods and processes that call for new competencies and skills.
Technology Is Changing
Workforce training has never been exciting. Employees are given a handbook they need
to read, a course to complete or a workshop to sit through. It’s not an effective method,
but time and budget constraints restrict employers from improving their educational
Technology is removing these barriers. New tools are changing the way employees learn
on the job and are improving the process for both employees and employers.
Here are some of the ways technology is causing employee training to evolve:
Blended Approach
This teaching method is more interactive and experiential for employees. For example, in
the past, employees may have watched a video about communicating with clients.
With a blended learning style, employees watch a video with background information on
client communication, observe a co-worker in action, and then tackle a client email or
call with direction from that co-worker.
With a mixed approach, employers can cut the costs and time of classroom-style
learning, while employees benefit from both independent and interactive instruction.
On-Demand Knowledge
Training is no longer limited to work hours. With mobile devices and apps, employees can
access educational materials anywhere, at anytime.
With mobile learning, employees can start training before their first day on the job.
Employees can watch video introductions from company leadership on their tablets, get
familiar with their project management system and other programs on their smartphones,
and read through basic company policies on self service portals.
These portals allow employees to access educational materials on their own time. With
some basic knowledge under their belts, employees feel more comfortable walking through
the door on their first day and take less time to train on the job.
In this system, employees learn a skill or process at the time they need to use it.
This way, professionals immediately put their knowledge to practice, making them much
more likely to remember the information.
This approach also encourages employees to continue learning and improving throughout
their career, not just during the onboarding phase.