TRAINING AND DEVELOPMENT

1. METHODS OF TRAINING AND
DEVELOPMENT
Innovative Journal of Business and
Management 4: 2 March – April
(2015) 35 – 41.
Author:
Kanu Raheja
Assistant Professor, MBA,
Satpriya Group of Institutions,
Rohtak .
Corresponding Author:
Kanu Raheja Assistant
Professor, MBA, Satpriya
Group of Institutions, Rohtak
.
SIRAZUL ISLAM

2. METHODS OF TRAINING AND
DEVELOPMENT
Presented By
Md.SarwarHossain(M171101
)
Mohammad Sirazul Islam
(M171102
Md.MynulIslam (M171103)
Md.Abdul Matin
(M1711
Md.Jamal Uddin
(M17111
Presented To
Mr.Md.Sahabuddin
Associate Prof.
Chittagong University

3. TRAINING AND
DEVELOPMENT
is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioral
change takes place in structured format

4. TRADITIONAL AND MODERN APPROACH OF
TRAINING AND DEVLOPMENT
• Traditional Approach – Most of the organizations before never used to
believe in training. They were holding the traditional view that managers
are born and not made. There were also some views that training is a
very costly affair and not worth. Organizations used to believe more in
executive pinching. But now the scenario seems to be changing.
• The modern approach of training and development is that Indian
Organizations have realized the importance of corporate training.
Training is now considered as more of retention tool than a cost. The
training system in Indian Industry has been changed to create a smarter
workforce and yield the best results

5. Importance of Training and Development
I. Help in addressing employee weaknesses
II. Improvement in workers performance
III. Consistency in duty performance
IV. Ensuring worker satisfaction
V. Increased productivity
VI. Improved quality of services and products
VII. Reduced cost
VIII. Reduction in supervision
MR.ABDUL MATIN

6. Difference between Training & Development

7. Training Methods
On-the-job
Training Methods
Off-the-Job
Training Methods
SARWAR HOSSAIN

8. On-the-job Training Methods
1. Coaching
2.
Mentoring
3. Job
Rotation
4. Job
Instruction
Technology
5.
Apprentices
hip
6.
Understudy

9. Off-the-Job Training Methods
1. Lectures
and
Conferences
2. Vestibule
Training
3.
Simulation
Exercises
4.
Sensitivity
Training
5.
Transaction
al Training
MYNUL ISLAM

10. Sensitivity Training

11. Transactional Analysis

12. Steps to Develop an Effective Employee
Training Program
1. Identify goals.
2. Acquire training resources.
3. Create a schedule.
4. Find a trainer.
5. Communicate effectively.
6. Track progress.
7. Encourage feedback.
MR. JAMAL UDDIN

13. EVALUATION OF TRAINING
One way to evaluate training is to
examine the costs associated with the
training and the benefits received
through cost/benefit analysis.

14. BENCHMARKING
TRAINING
To do benchmarking, HR professionals in an
organization gather data on training and compare it to
data on training at other organizations in the industry
and of their size.

15. LEVELS OF EVALUATION
REACTION
LEARNING
BEHAVIOR
 RESULTS

16. EVALUATION DESIGNS
POST-MEASURE
PRE-/POST-
MEASURE
PRE-/POST-
MEASURE WITH
CONTROL GROUP