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Chapter-13

Models of Training and


Development
Meaning of Model
Model is a symbol which helps to develop an
idea about anything.
Model is a framework.
Model is a structure.
Importance of Model
1. It shows a framework of the system.
2. It gives at glance knowledge.
3. It shows the location of aspects of the
system.
4. It identifies various elements of the system.
5. It clarifies the significance of the system
components.
Objectives/ Purpose of the Model
1. To provide an overview of the system.
2. To explain the whole system symbolically.
3. To identify the location of the components.
4. To explain the significance of the elements.
5. To interpret the whole theme of the system.
6. To save time of a reader or researcher.
7. To give idea about anything in a framework.
Types of Models
1. Generalized Model
2. Specialized Model
3. Conceptual Model
4. Qualitative Model
5. Quantitative Model
6. Structured Model
7. Unstructured Model
Different Models of Training and
Development
A. Generalized Quantitative Management
Training System Model (Proposed):

In the model the researcher has divided the whole


management system into 6 stages as-
1. Management training plans
2. Management training policies
3. Assessment of Management Training Needs
4. Designing Management Training Program
Different Models of Training and
Development
5. Implementation of Management Training
Program
6. Evaluation of Management Training Program

B. Traceys Model of Management Training:


In this model the author has given 5 steps for
making management training plans and
policies. These are as follows:
Different Models of Training and
Development
1. Enterprise policies
2. Management training policies
3. Designing management training programs
4. Resource requirements
5. Budgets
Different Models of Training and
Development
Limitations of Traceys Management Training
Model:
Designed to explain the steps of management
training plans only.
Did not discuss about the environmental
forces which can affect the plans and
objectives of the organization
Did not give any instruction to execute the
training plans and achieve training objectives
Different Models of Training and
Development
C. De Cenzo and Robbinss Model of Training:

In this model 6 steps have been discussed. The


steps are as follows:
1. Preparing employees to do current job more
effectively.
2. What efficiencies if any do incumbents have in
the skills, knowledge, abilities required to
exhibit the necessary job behaviors?
3. Is there a need for training?
Different Models of Training and
Development
4. What are the organizations?
5. What behaviors are necessary for each job
incumbents to complete his or her arrange
tasks?
6. What tasks must be completed to achieve its
goals?
Different Models of Training and
Development
Limitations of De Cenzo and Robbinss Model:
Did not explain the stages of employee training
clearly
Has been prepared for the current employees
only
Has not discussed the procedures of designing
training programs to be executed for the
employee training
Has not mentioned any method to be used for
imparting employee training.

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