TRAINING AND DEVELOPMENT
INTRODUCTION
• Some employees may have previous knowledge
of jobs while others may entirely be new.
• Large organisations may not recruit already
trained persons.
• Separate training departments are required to
prepare workers for undertaking the jobs.
• It improves the performance of employees on
present jobs and prepares them for taking up
new assignments in future
TRAINING
 Training is an organised procedure for increasing the
knowledge and skill of people for a specific purpose
 The trainees acquire new skill, technical knowledge,
problem-solving ability etc.
 Gives an awareness of rules & procedures to guide
their behaviour
 “Training is the systematic development of the
knowledge, skills and attitudes required by an
individual to perform adequately a given task or job.”
-Michael Armstrong
TRAINING
• Organised procedure
• Specific purpose
• Skill, technical
knowledge, problem
solving etc.
• Semi skilled and
skilled perons like
mechanics and
operators
DEVELOPMENT
• Long term
educational process
• General purpose
• Managerial
personnel
• Conceptual &
thereotical
knowledge
EDUCATION
• Study of a particular
syllabus
• Acquired before
joining service
• Social, intellectual
and physical
development
NEED AND IMPORTANCE
OF TRAINING
 Increased productivity
 higher employee morale
 less supervision
Less wastage
Easy adaptability
Reduced turnover and absenteeism
Employee development
OBJECTIVES OF TRAINING
DEVELOP CAPABILITIES OF EMPLOYEES
IMPROVING LEVELS OF PERFORMANCE
AWARENESS ABOUT WORK
PREPARING EMPLOYEES FROM WITHIN
BRING EFFICIENCY
INTRODUCING LATEST TECHNIQUES
TYPES OF TRAINING
1. ORIENTATION OR INDUCTION TRAINING
2. ON THE JOB TRAINING
3. OFF THE JOB TRAINING
4. REFRESHER TRAINING
5. VESTIBULE TRAINING
6. APPRENTICESHIP TRAINING
7. ELECTRONIC TRAINING
8. INTERNSHIP TRAINING
ON THE JOB TRAINING METHODS
COACHING
JOB/ POSITION
ROTATION
ON THE JOB
SPECIAL
ASSIGNMENTS
UNDER STUDY
OFF THE JOB TRAINING
LECTURE OR CLASS ROOM/
DISCUSSION
THE CONFERENCE METHOD
PROGRAMMED INSTRUCTIONS
SEMINAR OR TEAM DISCUSSION
CASE STUDIES
STEPS IN TRAINING PROGRAMME
•
•
•
•
•
•
INDENTIFYING TRAINING NEEDS
GETTING READY FOR THE JOB
PREPRATION OF THE TRAINEE
EXPLAINING THE JOB SEQUENCE
ACTUAL TRY OUT
FOLLOW UP
TRAINING Vs DEVELOPMENT
1.
2.
3.
4.
5.
Training means learning skills &
knowledge for doing a
particular job. It increases job
skills.
The term training is generally
used to denote imparting
specific skills among operative
workers & employees.
It is concerned with maintaining
and improving current job
performance. Thus it has a
short term perspective.
It is job centered in nature.
The role of trainer or supervisor
is very important in training.
1.
Development means the growth of
an employee in all respects. It
shapes attitudes.
2.
The term development is
associated with the overall growth
of the executives.
3.
It seeks to develop competence
and skills for future performance.
Thus it has a long term perspective.
4.
5.
It is career centered.
All development is self
development. The executive has to
be internally motivated for self
development.
EXECUTIVE DEVELOPMENT
• Human resource development is a process of
improving and developing an employee in
accordance with his aspirations and
potentialities on the one hand and the
company’s requirement on the other.
• OBJECTIVES OF EXECUTIVE DEVELOPMENT
METHODS OF EXECUTIVE
DEVELOPMENT
COACHING
METHOD
ON THE JOB
METHODS
OFF THE JOB
METHODS
JOB ROTATION
PARTICIPATION IN
DELEBERATIONS
OFF THE JOB METHODS
ROLE PLAYING
CASE STUDY
MANAGEMENT GAMES
IN-BASKET
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CONFERENCE
SENSITIVITY OR T-GROUP
MADE BY:
SANDEEP
ASSIST. PROF. IN GCCBA-42