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TRAINING AND DEVELOPMENT

Prof. Preeti Bhaskar

Training
Skills Attitude Knowledge

Definition :Acc. to Michael Armstrong the systematic development of knowledge, skills and attitudes required by an individual to perform adequately a given task of job.

Acc. to Dale S. Beach, Training is the act of increasing knowledge and skills of an employee for doing a particular job.

Training is expensive. . Without training it is more expensive

Nehru

Training and Development Needs

Standard Performance

Comparison

Actual Performance

Training and Development Needs

Gives rise to.

Training is given on four basic grounds:


New candidates who join an organization

are given training. This training familiarize them with the organizational mission, vision, rules and regulations and the working conditions.
knowledge.

The existing employees are trained to refresh and enhance their

If any updates and amendments take place in technology, training is

given to cope up with those changes. For instance, purchasing a new equipment, changes in technique of production, computer implementation . The employees are trained about use of new equipment's and work methods.

When promotion and career growth becomes important. Training is

given so that employees are prepared to share the responsibilities of the higher level job.

Objectives of Training
1. Improving Employee Performance:- Training helps in bridging the gap between the actual and the expected performance of the employee by enhancing their knowledge and skills. Updating Employee Skills:- Training updates enable employee to update their skills and helps integrate the technological changes successfully into organizational systems and processes.

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Avoiding Managerial Obsolescence:- Rapid changes in the technological, legal, and social environment have an impact on the way managers perform their jobs and those who do not adapt to these changes become obsolete and ineffective.
Preparing for Promotion and Managerial Succession:- Training helps an employee acquire the skills to assume greater responsibilities. Retaining and Motivating Employees:- One way to motivate and retain employee is through a systematic program of career planning and development. Creating an Efficient and Effective Organization:- A manage who has well trained and well equipped employee needs to spend less time supervising them.

4. 5. 6.

BENEFITS OF TRAINING
Improving Employee Performance Updating Employee Skills Avoiding Managerial Obsolescence Creating an Efficient and Effective Organization Improves morale of employees Less supervision

Fewer accidents Preparing for Promotion and Managerial Succession Chances of promotion. Retaining and Motivating Increased productivity Employee

Areas of Training
1.

Company Policies and Procedures:- An employee should acquaint himself with the organizations rules, practices, processes and procedures, apart from the organizational policies and procedures. Skill-based Training:- Employees should be provided training to match the skill requirement of the jobs they perform. Human Relations Training:-In an org, employees interact with their peers, supervisors, subordinates, suppliers, and also with external agents like government agencies, or legal bodies. Problem Solving Training:-

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3.

4.

5.

Managerial and Supervisory Training:- All employees in an org. perform managerial and supervisory functions such as Planning, organizing, directing, controlling, and decision-making. Thus training in these areas is necessary for each employee.

WHY T & D
No one is a perfect fit at the time of hiring and some training & development must take place. Planned development programs will return values to the organization in terms of : increased productivity reduced costs Morale Flexibility to adapt to changing requirements and Molds employees attitude

Helps them achieve better co-operation Creates greater loyalty to the organization Reduces wastage and spoilage Reduces constant supervision

Improves quality

Methods of Training
On-the Job Training
Trainee

Off-the Job Training


Organizing Special Curriculum and Classes Organizing Conference and seminars Training in Education Institutions

Case Study Method Role Playing Method Lecture Method Incident Analysis Method

Job Rotation Board Membership meeting Vestibule training

Coaching Temporary promotions

ON-THE-JOB METHODS
COACHING &MENTORING Coaching is a one-on-one relationship between trainees and supervisors which offers workers continued guidance and feedback on how well they are handling their jobs. Mentoring is a particular form of coaching used by experienced executives to groom junior employees. JOB ROTATION: The trainee is periodically rotated from job to job instead of sticking to one job so that he acquires a general background of different jobs. Job rotation is used by many organizations to develop all round workers. APPRENTICESHIP TRAINING Apprentices are trainees who spend a prescribed amount of time working with an experienced guide, coach or trainer.it is a kind of on the job training that usually combines job training with class room instruction in trade schools, colleges or universities. COMMITTEE ASSIGNMENTS Trainees are asked to solve an actual organizational problem. The trainees have to work together and offer solution to the problem.

OFF THE JOB METHODS


VESTIBULE TRAINING: Actual work conditions are simulated in a class room. Theory can be related in practice in this method. ROLE PLAYING:A method of human interaction that involves realistic behavior in imaginary situations. The participants play the role of certain characters such as the PRODUCTION MANAGER,MECHANICAL ENGINEER etc. LECTURE METHOD: It is a direct method of instruction. Lecture must motivate and create interest among trainees. It can be used for a large group of trainees. CONFERENCE/DISCUSSION APPROACH: The trainer delivers a lecture and involves the trainee in discussion so that his doubts about the job get clarified. PROGRAMMED INSTRUCTION: The subject matter to be learned is presented in a series of carefully planned sequential units. The trainee has to answer these questions/units.

DEVELOPMENT

DEVELOPMENT

Development relates to the development and growth of the employees in an organization through a systematic process. It helps in the developments of the intellectual, managerial, and people management skills of managers.
It trains managers to understand and analyze different situations, and to arrive at and implement the correct solutions.

Management development relates to the development and growth of the employees in an organization through a systematic process. It helps in the developments of the intellectual, managerial, and people management skills of managers. It trains managers to understand and analyze different situations, and to arrive at and implement the correct solutions.

DEVELOPMENT
More future oriented and more concerned with education than is training. Management Development activities attempt to instill sound reasoning processes to enhance ones ability to understand and interpret knowledge. It focuses on the personal growth & on: Analytical Conceptual Human

Skills

DEVELOPMENT PROGRAMS
Decision making: In basket Business games Case studies Interpersonal: TA Role play Organizational:

Position rotation Multiple Management

Objectives of management Development


Improving the employee performance Enabling the senior manager to have overall perspective about the organization and also equipping them with necessary skills to coordinate the various units of the organization . Identifying the employees with executive talent and developing them so that they can occupy managerial position in the future. Motivating the managers to perform more effectively in accordance with the organizational goals Updating managers from time to time about the latest challenge and development s in their respective fields Improving the analytical and social areas Providing insight into conceptual issues relating to economic , technical and social areas

Improving human relation skills and encouraging creative thinking

Management Development Methods


1. On-the Job Development Methods:- These methods help the employee to improve his skills in the actual work environment, during the course of his work, are termed on-the-job development. The well known on-the-job methods are coaching, job rotation, under study assignment, and multiple management. 2. Off-the-job Development Methods:- Off-the-job methods try to fill the gaps arising out of the limitations of on-the-job methods. These techniques are Case studies, Business games, Role plays, The incident method and the in-basket method.

Simulation Exercises
A. Case study:- Case studies which are prepared based on the actual experiences of organizations, help the candidates the real problems faced by managers in organizations. B. Business Games:- The trainees are divided into different groups or teams. They play the roles of competing firms in a simulated market. C. Role Playing:- Participants enact roles to solve problems that are common in real-life situations. D. Incident Method:- This method aims to develop the intellectual ability, practical judgment and social awareness of the employee. Each employee is given a written incident which he analyzes, identifies the problems and the probable causes and suggests solution. E. In-basket Method:- This method simulates the important aspects of a managers job. Candidate is given documents similar to the items normally found in a managers in-basket, such as memos , letters, and reports.

Sensitivity Training
Changing individual behavior through unstructured group interaction. A. Transactional Analysis:- This is a theory of personality and provides an approach for defining and analyzing the interaction between people. The basic theory is that and individuals personality comprises of three ego states, namely- the parent, the child, and the adult ego states. These states are not concerned with age; instead, they reflect different aspects of the human ego. Conferences:-A meeting of people to discuss a topic of common interest is referred to as a conference. Lectures:- A lecture is the simplest technique of presenting and explaining a series of facts, principles and concepts.

B. C.

THANK YOU

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