2. •Training is the act of increasing knowledge & skill of
employees for doing particular job.
•Development is learning opportunities designed to
help employees grow.
•Refer to the imparting of specific skills, abilities &
knowledge to an employee.
•Training & development =Standard performance –
Actual performance.

3. Education
Formal education is usually thought of studies done in schools. The
students range from the very youngest through college to those in adult
education.
There is also informal education or self-study, where adults read books,
listen to tapes and learn through other media. Observing life itself is a
form of education.
The objective of classes or of self-education is usually to gain
knowledge about facts, events, principles, concepts, and such. In some
classes the student is required to demonstrate the memorization of
facts and the association between concepts. In other classes, they must
apply rules to solve problems.
Testing concerns memorization and understanding, plus perhaps
analytic and problem solving skills.

4. Training
• On the other hand, formal training is usually concerned with
gaining a skill. Training is done in trade schools, seminars,
and business training classes. Learners of training are usually
adults, although there are some classes to teach youngsters
certain skills.
• Informal training is usually done through reading, viewing or
listening to how-to material. Sometimes that material is then
used as a guide, while the person applies the skills learned.
For example, you may refer to a how-to book when trying to
fix your plumbing at home.
• Verification of skills is best achieved by actually doing
something in the real world. Sometimes tests given in trade
schools check for knowledge, as opposed to skill. Often in
corporate training sessions and in seminars, there is no
verification that the learner had achieved the desired skills.

5. Objectives of T & D
•To prepare employees to meet present as well as
changing requirement of job
•To prevent obsolesce
•To impart the new entrants basic knowledge & skills
•To prepare employees for higher level tasks
•To develop potentialities
•To develop smooth & efficient working of department
•To ensure economical output of required quality
•To build a second line of competent officers

6. Needs of T & D
•Personal Growth
•To increase productivity
•To improve organizational culture
•To improve health & safety

7. Training Process
Identifying the
training needs
Setting training
objectives
Designing
training methods
Administering
training program
Evaluating
effectiveness
Follow up

8. Identifying Needs
•Diagnoses present problem & future Challenges to be
met through T&D
•Needs assessment occurs at two levels: Individual &
Group
•Assessment of needs must also focus on anticipated
skills of employees
•Issues in Needs Assessment : Organizational Support,
Organizational Analysis, Person Analysis, Task & KSA
analysis

9. Setting objectives of Training
•Needs assessment helps to prepare a blueprint that
describes objectives.
•Provides input for designing training programme

10. Designing training methods
•On-the –Job
•Off- the job
•Critical issues- Who re the trainee, who re the
trainers, methods, what learning principles are needed

11. Administering training program
•Includes-Deciding location, scheduling programme,
conducting prog. Monitoring the progress of trainees.

12. Evaluation
•“Any attempt to obtain information on the effects of
training performance & to assess the value of training
in the light of that information.”
•Evaluation of results
•To ensure changes in trainees
•To determine cost effectiveness

13. Principles of evaluation
•Must be continuous
•Must be specific
•Evaluation specialist must be clear about goals &
purpose of evaluation
•Realistic

14. Four levels of evaluation
•Reaction
•Learning
•Job Behaviour
•Result

15. On The Job Training
•Job Rotation
•Coaching
•Job Instruction
•Committee Assignment
•Internship

16. Methods of Training
On The Job Training
Off The Job Training
Task & KSA

17. Off The Job Training
•Vestibule Training
•Role Playing
•Lecture Method
•Discussion
•Programmed Instruction

18. Evaluation of Training Programme
•“Any attempt to obtain information on the effects of
training performance & to assess the value of training in the
light of that information.”
•Leads to controlling & correcting the training programme.

19. Hamblin suggested five levels of evaluation
•Reaction
•Learning
•Job Behaviour
•Organization
•Ultimate value

20. Hamblin suggested five levels of evaluation