Training and development help employees and organizations in several ways. They involve assessing needs, designing programs, implementing training, and evaluating effectiveness. The goal is to provide employees with skills, education, and opportunities to grow. This benefits organizations through improved performance, productivity, and morale, and benefits individuals through career development, satisfaction, and self-improvement. Proper training and development are important for organizational success.

1. Training and
developmenT

2. Training
Definition:
“ Training is the organized procedure in which
the people learn knowledge and/or skill for
definite purpose. ”
- Dale S.
Training = standard - actual
Need performance performance

3. Development
Development refers to the learning
opportunities designed to help employee grow.
Education
It is theoretical learning in classrooms.

4. Inputs in training and development
1. Skills
2. Education
3. Development
4. Ethics
5. Attitudinal Changes

5. Needs assessment
b)Organizational
support.
c)Organizational
Training process
analysis.
d)Task and KSA
analysis. Training validity
e) person analysis.
Development of
criteria
Instructional
objectives Transfer validity
Selection and design of
instructional programs.
Intra-organizational
Use of validity
evaluation
Training
models.
Inter-organizational
validity

6. Needs assessment
• Organisation Support
• Organisational Analysis
• Task and KSA Analysis
• Person Analysis.

7. Designing Training and
Development Programme
Who are the trainees?
Who are the trainers?
What methods and techniques?
What should be the level of learning?
What principles of learning?
Where to conduct the programme?

8. Methods and techniques of training
Training methods are categorized into two
groups:
(ii)On-the-job.
(iii)Off-the-job.

9. On-the-job training
1. Orientation training.
2. Job-instruction.
3. Apprentice training.
4. Internships and assistantships.
5. Job rotation.

10. Off-the-job training
• Lecture.
• Films.
• Television.
• Conference or discussion.
• Case study.
• Role playing.
• Simulation.
• Programmed instruction.

11. WHAT SHOULD BE THE LEVEL OF
LEARNING?
• There are 3 basic levels at which inputs can be
taught-
o Fundamental knowledge
o Skills development
o Increased operational efficiency

12. Learning Principles
1. Employee motivation
2. Recognition of individual differences
3. Practice opportunities
4. Reinforcement
5. Knowledge of results (Feedback)
6. Goals setting
7. Schedules of learning
8. Transfer of learning

13. IMPLEMENTATION OF THE TRAINING
PROGRAMME
• Programme implementation involves action
on the following lines-
2. Deciding the location and organizing training
and other activities.
3. Scheduling of training programme.
4. Conducting the programme.
5. Monitoring the progress of the trainees.

14. EVALUATION OF THE PROGRAMME
Need for Evaluation:
Correcting performance deficiencies.
To determine the cost effectiveness of the
programme.
Useful to explain programme failure, should it
occur.

15. Criteria for Evaluation
1. Training validity
2. Transfer validity
3. Intra-organisational validity
4. Inter-organisational validity

16. Techniques of Evaluation
1. Use experimental and control groups
2. Time-series analysis
3. Questionnaire

17. Levels of Evaluation
• Evaluation of training can take place at four
levels:
2. Reaction
3. Learning
4. Behaviour
5. Results
• The four levels form a hierarchy.

18. Result
Behavior
Learning
Reaction

19. IMPEDIMENTS TO EFFECTIVE
TRAINING
• Management commitment is lacking and
uneven.
• Aggregate spending on training is inadequate.
• Educational institutes award degree but
graduates lack skills.
• Organised labour can help.
• Large-scale Poaching of trained workers.

20. HOW TO MAKE TRAINING EFFECIVE?
• Allocation of major resources and adequate
time to training.
• Ensure that training contributes to competitive
strategies of the firm.
• Ensure that a comprehensive and systematic
approach to training exists.
• Training and retraining should be done on a
continuous and ongoing basis
• Make learning one of the fundamental values
of the company.

21. HOW TO MAKE TRAINING EFFECIVE?
• Ensure that there is a proper linkage between
organizational, operational and individual
training needs.
• Create a system to evaluate the effectiveness
of training.

22. BENEFITS OF EMPLOYEE TRAINING
• Benefits to the organisations.
• Benefits to the individual.
• Benefits In HR.

23. Benefits to the Organisations
Improves the morale of the workforce.
Improves the job knowledge and skills at all
levels of the organisations.
Helps people identify with organisational
goals.
Leads to improved profitability.
Aids in improving productivity and/or quality
of work.

24. Benefits to the Individual
Helps the individual in making better
decisions and effective problem solving.
Aids in encouraging and achieving self-
development and self-confidence.
Provides information for improving
leadership, knowledge, communication skills
and attitudes.
Increases job satisfaction.

25. Benefits in HR
Improves communication between groups and
individuals.
Aids in orientation of new employees and
those being transferred or promoted.
Improves interpersonal skills.
Provides a good climate for learning, growth
and co-ordination.
Makes the organization a better place to work
and live.