Training & Development

Training & Development
By Shivanand Madgonde
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Definition of Training & Development
1. Training & Development is any attempt to improve current or future
employee performance by increasing an employee’s ability to perform
through learning, usually by changing the employee’s attitude or
increasing his or her skills and knowledge.
2. Training & Development is a subsystem of an organization which
emphasize on the improvements of the performance of individuals
and groups.

Definition of Training
Training is the formal and systematic modification of behaviours through
learning which occurs as a result of education, instruction, development
and planned experience.
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.
Training is about knowing where your are in the present & 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.
 It’s a short term process.
 Refers to instruction in technical and mechanical problems
 Targeted in most cases for non-managerial personnel
 Specific job related purpose

Definition of Development
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.
Development means those learning opportunities designed to help
employees to grow. Instead it provides the general knowledge and
attitudes, which will be helpful to employers in higher positions.
 It’s a long term educational process
 Refers to philosophical and theoretical educational concepts
 Managerial personnel
 General knowledge purpose

Difference Between Training & Development
Training Development
Helps the Individual to do their current jobs Helps the individual handle future
responsibilities
Training is skills focused Development is creating learning abilities
Training needs depend upon lack or
deficiency in skills
Development depends on personal drive and
ambition
Training is a narrower concept focused on job
related skills
Development is a broader concept focused
on personality development
Training may not include development Development includes training wherever
necessary
Training is aimed at improving job related
efficiency and performance
Development aims at overall personal
effectiveness including job efficiencies
Training is meant for operatives Development is meant for executives
AIM: To develop additional skills AIM: To develop the total personality
OBJECTIVES: To meet the present need of an
employee
OBJECTIVE: To meet the future need of an
employee
Initiative is taken by the management Initiative is taken by an individual

Training
Existing:
Skills
Knowledge
Attitude
Required:
Skills
Knowledge
Attitude
Training helps to
Build the gap

Role of Training & Development
 Increase in efficiency
 Increase in morale of employees
 Better Human Relations
 Reduced Supervision
 Increased Organizational Viability and Flexibility.

Importance of Training & Development
 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
 Benefits of the organization, Individual & Group.
 Benefits the Personnel & Human Relations, Intra group,
internal group relations.

Reason of Training & Development
 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.
 New technology
 Cost control
 Role & Career flexibility
 New appraisal techniques
 Skills & labour shortage
 Product & service quality
 Globalization and speed of change

Needs of Training
 Installation of new equipments or techniques
 Change in working methods or products produced
 Labour shortage, necessitating the upgrading of some employees
 Promotion or transfer of individual employees.
 Ensures availability of necessary skills and there could be a pool of
talent from which to promote from.
 Reduces constant supervision
 Improve quality
 Increase efficiency

Advantages of Training
 Lead to improved profitability and/or more positive attitudes toward
profits orientation.
 Improves the job knowledge and skills at all levels of the organisation.
 Improves the morale of the workforce.
 Helps people identify with organizational goals.
 Helps create a better corporate image
 Fasters authentically, openness and trust.
 Improves the relationship between boss and subordinate.
 Aids in organizational development.
 Learns from the trainee.
 Helps prepare guidelines for work.

Disadvantages of Training
 The financial cost of training may be high
 Once staff are fully trained they may leave to take up a better paid job.
 Work time is lost while staff are being trained.
 The quality of training must be high for it to have a positive effect.
 Potential disruption to production.
 Quality depends on ability of trainer and time available.

Objectives of Training
Job Satisfaction Employee Stability
Morals among
employees
Increase
Efficiencies &
Quality
Employee
Motivation
Adopt new
technologies &
methods
Increase
Innovation
Increase
Productive
Reduce
employee
Turnover

Inputs of Training & Development
 Skills
 Education/ Knowledge
 Development
 Ethics
 Behaviour
 Problems solving skills
 Decision Making
 Attitudinal changes

Assessment of Training Needs
 Performance Appraisal Results
 Employment/Skills Tests
 Employee Opinion/Climate Surveys
 Employee Grievances/Complaints
 Customer Returns/Calls
 Accidents & Scrap
 New Equipment / Software
 Changes in System/ Procedures
 New equipment/Technology
 Job Re-design
 business objectives
 Layoffs/Transfers/New Hires
 New Systems/Procedures
 Changes in Laws/Regulations

Methods Training
On the Job Training
 Coaching
 Job Instruction
 Job Rotation
 Mentoring
 Apprenticeship
 Internship
Off the Job Training
 Lectures
 Conferences
 Group discussion
 Brainstorming
 Electrical Training
 Simulation
 Role Playing
 Case Study
 Induction
 Audio-Visual material

Outcomes of Training
 Information such as facts, techniques, and procedures that
trainees can recall after the training.
 Skills that trainees can demonstrate in tests or on the job.
 Trainee and supervisor satisfaction with the training program.
 Changes in attitude related to the content of the job training.
 Improvements among individual, group, or company
performance.

Process of Training Program
A. Training need assessment
B. Develop training plan
C. Determine types & methods of training
D. Identify Goals & Objectives
E. Implement training program
F. Evaluation of training
G. Feedback

Stages of Training Evaluation
1. Describe the outputs. Outputs are descriptive data about the
training programs and participants, including demographic data.
2. Pre-training assessment. This step uncovers the participants’
past experience as well as current competencies, learning needs,
and expected application of learning.
3. Post-assessment (reactions). This addresses participants’
reactions to the training experience— for example, their learning
environment, format and instructor methods, general satisfaction.
4. Post-assessment (learning). This piece is a self-assessment of
knowledge or skills gained and the participants’ expected
application of learning.
5. Follow-up. This process may include several methods to assess
the outcomes and effect of training programs over time.

Methods of Training Evaluation
1. Tests: Standard tests could be used to find out whether trainees have
learnt anything during and after the training.
2. Interviews: Interviews could be conducted to find the usefulness of
training offered to operatives.
3. Studies: Comprehensive studies could be carried out eliciting the opinions
and judgments of trainers, superiors and peer groups about the training.
4. Human resource factors: Training can also be evaluated on the basis of
employee satisfaction, decrease in employee turnover, absenteeism,
accidents, grievances, discharges, dismissals, etc.
5. Cost benefit analysis: The costs of training (cost of hiring trainers, tools to
learn training centre, production stoppage) could be compared with its value
(in terms of reduced learning time, improved learning, superior performance)
in order to evaluate a training programme.
6. Feedback: The training evaluator should follow it up sincerely so as to
ensure effective implementation of the feedback report at every stage.

Training & Development

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