Training and development Introduction
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The document discusses training, development, and their differences. It provides an overview of traditional and modern views of training, with the modern view seeing training as a complex process requiring motivation and support to lead to improved performance. Training is presented as a formal way to modify employee behavior and skills through learning activities, while development focuses more on future career growth. The document outlines reasons companies provide training, including increased productivity and quality, and reduced accidents and turnover. It discusses when training is needed and its advantages for both employees and organizations.
Training and development Introduction
- 1. TRAINING AND DEVELOPMENT LECTURE-1 Compiled and Presented by: Shalini
- 2. Training is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance
- 3. DOES TOP MANAGEMENT VIEW TRAINING AS AN HRD INITIATIVE? • Traditional View Training is transformed into action immediately. Learning is a simple • Modern View Skills are acquired through training and practice but it must be supported by motivation so as to lead to action. Training is a complex
- 4. Cont’d. • Individual action leads to improvement on the job performance. • The responsibility of HRD begins and ends with the Training • Norms of workgroup and organizational climate matter since unused individual learning leads to frustration. • HRD has the responsibility
- 5. OLD AND CONSERVATIVE VIEW: • Why should management spend on training when the employee may quit after he has been trained? • The employee should pay for the training either through contribution, sacrifice or by signing a bond.
- 6. MODERN AND PROGRESSIVE VIEW • Modern management should spend on training irrespective of who will quit. • It is better to have some trained employees who will stay on than to have none of the employees trained. • When a trained employee leaves he takes with him a gratitude and that in the end enhances organization's brand image.
- 7. Differences: Learning Training Development Who Non-managers Managers What Technical Theoretical Why Specific job General When Short term Long term
- 8. Purpose of Training • To increase productivity and quality • To promote versatility and adaptability to new methods • To reduce the number of accidents • To reduce labour turnover
- 9. When does the need for training arise? • The installation of new equipment or techniques • A change in working methods or products produced • A realization that performance is inadequate • Labour shortage, necessitating the upgrading of some
- 10. Advantages of Training 1.Leads to improved profitability and/or more positive attitudes toward profits orientation. 2. Improves the job knowledge and skills at all levels of the organization. 3. Improves the morale of the workforce. 4. Helps people identify with organizational goals. 5. Helps create a better corporate image.
- 11. 6. Fasters authentically, openness and trust. 7. Improves the relationship between boss and subordinate. 8. Aids in organizational development. 9. Learns from the trainee. 10. Helps prepare guidelines for work
- 12. Areas of Training The Areas of Training in which training is offered may be classified into the following categories: Knowledge Here the trainee learns about a set of rules and regulations about the job, the staff and the products or services offered by the company. The aim is to make the new employee fully aware of
- 13. Areas of Training Conti. Social Skills The employee is made to learn about himself and other, develop a right mental attitude, towards the job, colleagues and the company. The principal focus is on teaching the employee how to be a team member and get ahead.
- 14. Issues in Employee Training 1.Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs. 2. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks.
- 15. 5.Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace. 6. Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get
- 16. Responsibilities For Training • Top Management-Frames Training Process • HR Dept- Plans, establishes and evaluates • Supervisors-Implement and apply development procedure • Employees-Provide feedback, revision and Suggestions
- 17. THANK YOU