Training is the act of increasing the knowledge and skills an employee for a doing particular job” Training is job oriented, it bridges the gap between what the employee has what the job demands  It is the application of knowledge & gives people an awareness of rules & procedures to guide their behavior It helps in bringing about positive change in the knowledge, skills & attitudes of employees

2. DEFINITION OF TRAINING
Training is the act of increasing the knowledge and
skills an employee for a doing particular job”
Training is job oriented, it bridges the gap between
what the employee has what the job demands
It is the application of knowledge & gives people an
awareness of rules & procedures to guide their behavior
It helps in bringing about positive change in the
knowledge, skills & attitudes of employees

3. OBJECTIVES
► Improve the performance of employees at all level
► Identify the persons in organization
► Improve the thought processes & analytical abilities
► Provide opportunities to executives to fulfill their
career aspiration

4. NEED FOR TRAINING
♥♥ Increasing qualitative demands for managers and
workmen
♥♥ Need for both individuals and organization to grow at
rapid pace
♥♥ To meet challenges posed by the global competition
♥♥ To enable employees to move from one job to another

5. IMPORTANCE OF TRAINING
• Improves Morale of Employees
• Less Supervision
• Fewer Accidents
• Chances of Promotion
• Increased Productivity

6. Training and Development Instructional methods
There are two types of Job training :
• On-the-job training
• Off-the-job training

7. On-the-job training
- takes place in a normal working situation
- Probably the most widely used methods of training
(formal and informal)
- One approach to systematic on-the-job training is the
Job- Instruction-Training (JIT) system

9. Off-the-job training
- takes place away from normal work situations
- comprises of a place specifically allotted for the training
purpose that may be near to the actual workplace, where
the workers are required to learn the skills and get well
equipped with the tools and techniques that are to be
used at the actual work floor

11. The Benefits of Training
♥Gives the supervisor more time to manage
♥ Standardized performance
♥ Less turnover
♥ Consistency
♥ Better service
♥ Gives the workers confidence to do their jobs
♥ Reduces tension
♥ Boost morale and job satisfaction
♥ Reduces injuries and accidents
♥ Gives them a chance to advance
♥ Gives the business a good image and more profit

12. COMPONENTS OF TRAINING NEEDS
♦ Organizational analysis
♦ Operational/Task analysis
♦ Man analysis

13. Organizational analysis
It involves a comprehensive analysis of organization in
terms of its objectives, resources, resource allocation and
utilization, culture, environment, and so on…
Task analysis
also called job or operational analysis
This involves a detailed analysis of various components of a
job, its various operations, and the conditions under which it
has to be performed
Man analysis
This component is focus on man analysis as on the
individual employee, his skill, abilities, knowledge and attitude

14. Evaluation of Training
► Its defined as any attempt made to obtain information,
or say, feedback on the effects of training programmed
and to adjudge the value or worth of the training in the
light of that information

15. RESISTANCE TO TRAINING
• Normally people experience difficulties in learning new skills &
knowledge.
• The employees feel that management will entrust more work or new
kinds of work which would require additional skills & knowledge.
• Training programme & sessions disturbs the employees from
performing the routine duties & tasks.
• They are expected to learn more difficult activities & unlearn already
practiced skills.
• They loose their job authority & are expected to learn like students
during their training programme.

16. Management Development / Executive development
- Executive development includes the process by which
managers and executives acquire not only skills and
competency in their present job but also capabilities for
future managerial tasks of increasing difficulty and scope
- Executive development is a planned and organized
process of learning.
- It is an ongoing and never ending exercise

17. EXECUTIVE DEVELOPMENT
☻ Executive development means not only
improvement in job performance, but also
improvement in knowledge.
☻ It helps to understand cause & effective
relationship, synthesizes from experience, visualizes
relationship or thinks logically.

18. Purpose
The basic purpose of executive development is to
improve managerial performance by imparting
knowledge, changing attitudes or increasing skills.

19. FEATURES OF EXECUTIVE DEVELOPMENT
♣ It is a planned effort to improve executives’ ability to handle a variety of
assignments.
♣It is not a one-shot deal, but a continuous, ongoing activity.
♣ It aims at improving the total personality of an executive.
♣ It aims at meeting future needs unlike training, which seeks to meet current
needs.
♣ It is a long-term process, as managers take time to acquire and improve their
capabilities.
♣ It is proactive in nature as it focuses attention on the present as well as future
requirements of both the organization and the individual.

20. IMPORTANCE OF EXECUTIVE DEVELOPMENT
– Invaluable investment in the long run as it helps managers to
acquire requisite knowledge, skills and abilities needed to handle
complex situations in business
– Enables executives to realize their own career goals and
aspirations
– Helps executives to step into superior positions easily
– Assists executives in enhancing their people- management skills,
taking a holistic view of various problems.

21. METHODS
1. Decision-making skills
(a) In-basket
(b) Business game
(c) Case study
2. Interpersonal skills
(a) Role play
(b)Sensitivity training
(c)Behaviour Modelling
3. Job knowledge
(a)On-the-job experiences
(b) Coaching
(c) Understudy
4. Organizational knowledge
(a) Job rotation
(b) Multiple management
5. General knowledge
(a)Special courses
(b)Special meetings
(c)Specific readings
6. Specific individual needs
(a)Special projects
(b)Committee assignments

22. Prepared by:
Bayangan, Mary grace
Bulalet, Jenalyn F.
Cacatian, Ellen Grace