While conducting training and development programs the companies should be well versed with its fundamentals comprising of the various principles , models , need etc . We at growth factor will take you along the these T&D fundamentals

1. TRAINING & DEVELOPMENT:
FUNDAMENTALS

2. TRAINING & DEVELOPMENT: SOME FACTS
• Less than 5% of the total workforce in India has undergone formal skill
training
The 2016-17 annual report of the Ministry of Skill Development & Entrepreneurship
• 65-75%, or 15 million Indian youth enter the workforce each year are not
job-ready or suitably employable
The feedback from corporate India and research institutes
• Just 4.69% of India’s workforce is formally skilled, as against 52% in the US,
68% in the UK, 75% in Germany, 80% in Japan, 96% in South Korea, and
24% in China.

3. PETER’S PRINCIPLE
…. the tendency in most
organizational hierarchies,
such as that of a corporation,
is for every employee to rise in
the hierarchy through promotion
until they reach a level of
respective incompetence.
Hence, to combat this
incompetence, it is imperative for
every company to conduct
training and development.

4. TRAINING
 Generally conducted for operational
activities, it helps in improving the
performance on the current job or
prepares them for the intended job.
 Keeps updating knowledge, skill, and
attitude in tune with the changing
requirement of the organization.
 Ensures the improvement in the
employee behavior and organizational
effectiveness.

5. DEVELOPMENT
 Development improves not only
those activities which improve
job performance, but also brings
out the growth potential.
 Intended to equip person to earn
promotion and hold a greater
responsibility.
 Improving personality and
mental attributes.

6. NEED FOR TRAINING & DEVELOPMENT
1. Increased use of technology
2. Labor turnover
3. Need for additional hands
4. New employee: Induction &
apprentice
5. Promotion, Career development
6. Increasing the employee morale
7. Decreasing grievances and
minimizing accident rates
8. Refresher training for old employees

7. CHALLENGES FACED IN INDIA
1. Schedule selection
2. Rapid changes
3. Age, gender and professional
status
4. Organizational barriers
5. Individual barriers to learning

8. TRAINING AND DEVELOPMENT
PROGRAM MANAGEMENT

9. ADDIE MODEL
 The model was based on an earlier ID
model, the Five Step Approach, which
had been developed by U.S. Air Force.
 ADDIE model retained this five-step
feature, and included many sub-stages
within each of the five broad phases.
 Due to the hierarchical structure of
the steps, one had to complete the
process in a linear fashion, completing
one phase before starting the next.

10.  ANALYSE: Identify the performance problem or the gap
between the current and the desired performance.
 DESIGN: Determine the learning objective, both in
knowledge and performance.
 DEVELOPMENT: Organize the knowledge& performance
objectives, instructional material, course design and
model from he design stage to achieve the learning
objectives. The above stage includes the determination
of how the trainer and the employee will perform to
achieve the learning objective.
 IMPLEMENTATION: The following stage includes the
process when conditions are determined under which the
training will be offered, and the solution implemented.
 EVALUATION: Determine if the training methods and
materials were effective and successful, in accomplishing
the goal and objective that were established.

11. TYPES OF TRAINING &
DEVELOPMENT PROGRAM

12. 1. It is usually about a job related skill
2. It teaches technological aspects of job.
3. It may be used differently in different
industries for different purposes.
4. It is mostly performed in- house, but
may also be administered from outside.
TECHNICAL TRAINING

13. SALES TRAINING
Concentrates on
training of individuals to
communicate with customers
in a persuasive manner and inculcate
other useful skills for sales positions

14. SOFT SKILL TRAINING
personality traits, social graces,
communication and personal habits
that are used to characterize
relationship with other people. It
might include how to answer a
phone or how to be friendly and
welcoming to the customers.
Soft skills may be used in various
environments.

15. ORGANISATIONAL DEVELOPMENT
Uses knowledge and techniques
from the behavioral science to
analyze existing
organizational structure and
implement changes
in order to improve the
organizational effectiveness

16. CAREER DEVELOPMENT
Used for formal development of an employee within an organization by
providing a long term development strategy and training programs to
implement this strategy and achieve individual goals.

17. MANAGEMENT DEVELOPMENT
Trains
managers and supervisors
in basic leadership skills
enabling them to
function effectively
in their position.

18. Thank You
Thank You