1. Presented by Ms Harpreet Gill
Cert IV Human Resource

2. WHAT IS TRAINING AND DEVELOPMENT
It is the immediate
improvement required to
employees
i.e. Skills and knowledge
to perform their task in
the organisation
Training Development
It is a process of
preparing employees for
future position and
improve their personal
skills to handle the critical
situations in an
organisation

3. TRAINING &DEVELOPMENT
PHILOSOPHY
 Makes a major contribution to the successful
achievement of the organisations’ objectives
 benefits all stakeholders
 should be integrated with support the business
and HR strategies
 Should be Performance related
 Should involves everyone
 Individual learning based on self-managed
learning supported by coaching, mentoring and
formal training.

4. Improves
Efficiency
Improves Quality
Versatility in
Operations
Employees
StabilityIndividual Aspirations and
needs
Right quality to meet
present and future
Demand
Objectives

5. IMPORTANCE

6. STRATEGY FOR CREATING A LEARNING CULTURE
 Develop and share the vision
 Empower employees
 Provide a supportive learning environment
 Use coaching techniques
 Provide guidance, time, resources and feedback
 Managers act as ‘role models’
 Encourage networks- communities of practice
 Align system to vision

7. METHODS OF TRAINING

8. METHODS TO DEFINE T&D PROGRAM
Performance
Development Review
360 Degree Feedback
Objectives and Issues
Training
Management Development

9. ASSESSMENT METHODS FOR TRAINING
 Structures interviews on individual
or group level  Critical incidents Techniques
 Self-administered assessment tools
(e.g. tests)
 Participated or non-participated
observation
 Rating from peers, supervisors,
subordinates
 Off-side needs assessment
workshops
 Shadowing, diaries  Professional auditing by (external)
experts
 Coaching

10. ORGANISATIONAL DEVELOPMENT
 Empowering leaders
and individual
employees
 Creating a culture of
continuous
improvement and
alignment around
shared goals
 Making change easier
and faster
 Putting the minds of all
employees to work
 Enhancing the quality
and speed of decisions
 Making conflict
constructive instead of
destructive
 Giving leaders more
control over results, by
giving employees more
control over how they
do their jobs.

11. OTHER DEVELOPMENT AREAS
 Professional
Development
 Management and
Supervisors
Development
 Technological
Development
 Workshop
Development
 Leadership
Development
 Experiential Learning
 Self-efficacy
 Visioning
 Attitude

12. TRAINING EVALUATION
 Reaction
-What is the reaction of the employees after
the training programme?
 Learning
-Whether employee learned from the training
or not?
 Behaviour
- Any change in his behaviour while performing
the task/
 Result
-Whether training is successful or not?

13. BENEFITS OF TRAINING AND
DEVELOPMENT
 to improve business performance, productivity and efficiency
– helping gain a competitive edge
 improvement in employees' skills and knowledge for their
current job role
 increasing employees' generic skills – i.e. employability
skills or key competencies (e.g. team work, problem solving,
communication)
 compliance with legal requirements
 organisational development – i.e. the fostering of shared
attitudes and values, change management, etc.
 talent management and succession planning
 employee career development
 employee motivation.