1. Training involves changing job related skills, knowledge and behaviour
 demands
 Specific job needs and correct deficiencies in performance
 Concentrates on individual employee
 Emphasis on improving performance of X in the short term—quickly
 Bring about relatively permanent change in X’s behaviour
 Focus on bridging gaps between what X possesses and what the job
NATURE OF TRAINING

2. TRAINING DEVELOPMENT
Non-managerial personnel Managerial personnel
Technical/mechanical operations & conceptual
ideas Theoretical knowledge
Specific job-related skills General knowledge
Short term Long term
Focus on individual The whole work group
Result of management initiatives Result of inspiration coming from within
Current needs of job and/or individual. Future needs of the job as well as individual
TRAINING VS. DEVELOPMENT

3. IMPROVE JOB-RELATED SKILLS AND
KNOWLEDGE
GENERAL KNOWLEDGE AND
UNDERSTANDING OF TRAINEE
Practice oriented Theory based
Job-centric and company specific Broad and comprehensive
Trainee learns quickly and applies the learning
immediately
Immediate gains not visible and do not find
meaningful expression while at work.
TRAINING VS. EDUCATION

4.  Offer instruction, coaching & help to new recruits
 Prepare existing employees for higher level jobs
 Give refresher training so that employees understand latest changes
 Make the employee mobile and versatile
 Bridge gap between what X has and what the job demands
 Get the employee gain recognition and acceptance from peers
PURPOSES OF TRAINING

5. BENEFITS TO BUSINESS
 Trained workers are more efficient & effective
 Trained workers make proper use of materials, equipment and
adopt safe ways of doing things
 Trained workers deliver excellent results
 Training opportunities make workers more loyal and
committed to their jobs
 The organisation has good quality workforce that can exploit
business opportunities from time to time
IMPORTANCE OF TRAINING

6. BENEFITS TO EMPLOYEES
 Training makes employees more skilled
 Growth opportunities to trained workers improve
 Training makes people mobile and versatile
 Trained workers can avoid mistakes and accidents
 Trained workers learn to cope with organisational changes in a better
manner
 Training is an excellent investment in improving the quality of
workforce in an organisation
IMPORTANCE OF TRAINING

7.  Knowledge Social skills
 Technical skills Techniques
 Skills training Refresher training
 Cross functional Team training
 Creativity training Diversity training
 Literacy training Orientation training
KEY AREAS & TYPES OF TRAINING

8. 1. Assessment of Training needs
a. Organization analysis
b. Task analysis
c. Person analysis
2. Identification of Training objectives
a. Innovative
b. Problem solving
c. Regular
3. Organizing the Training programme
a. Responsibility for training
b. Short listing trainers and trainees
c. Training content and training period
d. Training implementation
4. Evaluation of the Training programme Questionnaires
a. Tests
b. Interviews
c. Studies
d. Cost benefit analysis
e. Feedback
KEY STEPS IN A TRAINING PROGRAMME

9.  Modelling
 Motivation
 Reinforcement
 Feedback
 Speed practice
 Whole training
 Active practice
 Applicability of training
 Environment
PRINCIPLES OF TRAINING