Training and Development


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In this presentation, we will discuss the importance and understanding of Training and Development of employees in an organization. Types of training and understanding the steps in conducting a training program are also presented here in this presentation.
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Training and Development

  1. 1. Chapter6 Training & Development Objectives:• Understand the importance of Training & Development in an organization• Understand the skills required by the manager to make business successful and the role of management/executive development programs.• Understand the responsibility and the steps in conducting a training programme.• Understand different types of training methods and their appropriate applications.• Understand how to evaluate training programmes so as to serve the purpose.
  2. 2. Chapter6 Training & Development Structure:6.1 Training & Development6.2 Management/Executive Development6.3 Responsibilities of Training6.4 Steps in Training Programme6.5 Training Evaluation6.6 Off-the-job training method6.7 On-the-job technique6.8 Summary
  3. 3. Chapter6 Training & Development6.1 Training & Development• Training is instruction in technical and mechanical operations. They have short durations and more tangibly stated objectives.• Development courses are longer with broader perspective.
  4. 4. Chapter6 Training & Development6.2 Management/Executive Development• According to Kantz, a manager needs three types of skills:a) Technicalb) Humanc) Conceptual• Executive Development is an attempt at improving an individual’s managerial effectiveness through a planned and deliberate process of learning. The change is addressed in the following areas: Knowledge, Attitude, Behavior, Performance, End-operational results.• Management Development addresses: Improvement in managerial performance & the Organization of Management succession
  5. 5. Chapter6 Training & Development6.3 Responsibility for Training• Training is the responsibilities of four entities:a) The top management- frames training policiesb) The personnel/HR department- plans, establishes, evaluates instructional programmes.c) The supervisor- implements & applies developmental proceduresd) The employee/trainee- who provide feedback, revision, and suggestions post-training.
  6. 6. Chapter6 Training & Development Points to be considered on Training• Trainees should feel the need to learn, they are more responsive• Learning is effective when reinforcement in the form of reward/punishment is present.• Trainees need to be given feedback and guided into further action steps.• There must be some means by which trainees practice and repeat behaviors on-the-job which they learn in training.• The training material and delivery should be made as simple and easy-to-understand as possible.
  7. 7. Chapter6 Training & Development6.4 Steps in Training Programmes:1. Identification of Training needs/gap2. Preparation of the Training module3. Preparation of the Learner4. Presentation or Delivery of operations and knowledge5. Performance try-out6. Follow-up and programme evaluation
  8. 8. Chapter6 Training & Development6.5 Training Evaluation• Training has to serve the purpose for which it is intended. It has to be effective. The outcomes of the Training needs to be measured based on the following four contexts:1. Reaction – trainee’s reaction to the training, trainer, methodology, etc.2. Learning – did the trainee learn what he was to learn3. Behavior- has the trainee’s behavior changed because of the training4. Results- is he showing the changed behavior through newer, better results
  9. 9. Chapter6 Training & Development• Questionnaires or structured interviews are useful in feedback• Support material for training involves lectures, role-playing, manuals, slides, movies, etc.
  10. 10. Chapter6 Training & Development Why Training fails• Top management is unclear about what they need and they lack vision.• The trainee is disinterested• The trainer is unclear or incompetent• The training module does not address the training gap• The training gap itself is not understood• Budgetary constraints make companies undercut on quality and focus on training.
  11. 11. Chapter6 Training & Development6.6 Off-the-Job Training Methods1. Lectures- speaker/expert talks and audience listens and learns2. Conferences- participants involve with each other on a common area of interest. Cross learning develops.3. Group discussions – seminars4. Case studies- simulation of real life situation through a narration in the form of Case paper5. Role playing- enacting roles and learning by “doing”6. Programmed Instructions- procedural steps are created and need to be followed without deviations by the trainees7. Group Training- team exercises with role play and learning of team dynamics
  12. 12. Chapter6 Training & Development Summary• Training & Management/Executive Development are processes which bring about improvement in aptitudes, knowledge, skills, and abilities of employees at al levels.• Objectives of Training need to be clearly defined, conducted through logical steps, followed by evaluation.• Training needs to be identified on the basis of individual and organizational needs, which are different.• Various methods and techniques of Training comprising on-the-job & off-the-job has been discussed.
  13. 13. Chapter6 Training & Development6.7 On-the-Job Technique• It is based on the fact that people learn faster when they learn on- the-job.• The most popular techniques in on-the-job training are:1. Coaching or guided method2. Job rotation method3. Participation in Boards and Committees4. Vestibule Training5. Apprenticeship training6. Simulation
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