The document discusses training concepts and provides definitions of training and development. It explains that training involves acquiring knowledge and skills to improve employee performance, while development aims to increase learning abilities and personal effectiveness. The types of training discussed include on-the-job and off-the-job methods. Blended learning using e-learning, classroom, and on-the-job techniques is highlighted as an effective approach. The need for continuous training and development is emphasized due to factors like globalization, new technology, and changing work environments.

1. Introduction
to training concept
What I hear, I forget.
What I see, I remember.
What I do, I understand."
- Confucius

2. Opening Case
SALES TRAINING AT ABC COMPANY

3. Definition
It is a learning process that
involves the acquisition of
knowledge, sharpening of skills,
concepts, rules, or changing of
attitudes and behaviors to
enhance the performance of
employees.

4. Definition
Training & Development is any attempt to improve current or future employee performance by
increasing an employee’s ability to perform through learning, usually by changing the employee’s
attitude or increasing his or her skills and knowledge

5. Meaning
The need for Training and Development is determined by the employee’s performance
deficiency, computed as follows -
 Training & Development Need = Standard Performance – Actual Performance .

6. Need for training
Individual level-
Diagnosis of present problems and future
challenges.
Improve individual performance or fix up
performance deficiency.
Improve skills or knowledge or any other
problem.
To anticipate future skill-needs and prepare
employee to handle more challenging tasks.
To prepare for possible job transfers.

7. Need for training
Group level
To face any change in
organization strategy at group
levels.
When new products and services
are launched.
To avoid scraps and accident
rates.

8. Need for training
 Globalization.
 Need of leadership.
 Increased value placed on intangible assets & human capital.
 Focus on link to business strategy.
 Attracting & retaining talent.
 Customer service & quality emphasis.
 Changing demographics & diversity of the work place.
 New technology.
 High performance model at work systems.
 Economic changes.

9. Importance of Training & Development
 Helps remove performance deficiencies in employees
 Greater stability, flexibility and capacity for growth in an organization
 Accidents, scraps and damages to machinery can be avoided
 Serves as effective source of recruitment
 It is an investment in HR with a promise of better returns in future
 Reduces dissatisfaction, absenteeism, complaints and turnover of employees

10. Distinction between Training and Education
Training Education
 Application oriented  Theoretical Orientation
 Job experience  Classroom learning
 Specific Task in mind  Covers general concepts
 Narrow Perspective  Has Broad Perspective
 Training is Job Specific  Education is no bar

11. Difference between Training and
Development
Training Development
 Training is skills focused  Development is creating learning
abilities
 Training is presumed to have a
formal education  Development is not education
dependent
 Training needs depend upon lack
or deficiency in skills  Development depends on
personal drive and ambition
 Trainings are generally need
based  Development is voluntary
 Training is a narrower concept  Development is a broader concept
focused on job related skills focused on personality
development
 Training is aimed at improving job
related efficiency and performance  Development aims at overall
personal effectiveness including
job efficiencies

12. Types of training
On the Job Training Methods-
Job Rotation
Job Coaching
Job Instruction
Apprenticeships
Internships and Assistantships

13. Types of training
 Off the Job Trainings-
 Classroom Lectures:
 Audio-Visual
 Programmed Instructions
 Computer Aided Instructions
 Simulation-
a) Case Studies
b) Role Plays
c) Sensitivity Trainings

14. Changing trend in learning

15. Article
From Pie in the Sky to the Palm of your Hand:
The Proliferation of Devices Spurs More Mobile Learning

16. Application
At KFC QLD, all employees
receive extensive training
provided through using
blended learning techniques
(e-learning, on-the-job and
formal classroom). The
company employs over 4000
Team Members, 450
Management and 60 Shift
Supervisors, located in 119
restaurants throughout Qld.
The restaurant teams are
supported by 80 professionals
based at the support centre in
Brisbane.

17. Application
 All team members receive comprehensive training in the following areas
 Customer Service
 Food Preparation
 Cash Handling
 Food Safety
 Stock Control
 All Shift Supervisors/management participate in our KFC Global Training curriculum (40
core competencies). The training is designed and facilitated by accredited professionals
(internal and external) to ensure all Shift Supervisors/Management gain the skills,
knowledge and experience to operate our successful restaurants

18. Case Study
Toyota motor company’s - Toyota technical training institute in India

19. Research Paper
Training & Development Practices & Performance of LIC

20. Thank You