The document discusses the importance of training and development for teachers, defining it as a process that systematically increases their work-related knowledge and skills to improve performance. It outlines the steps in developing an effective training and development program, including identifying needs, preparation, implementation, and follow-up. The findings suggest that training is seen as enhancing productivity, satisfaction, and opening new opportunities when adequate opportunities and modern methods are provided.

1. TRAINING AND DEVELOPMENT
Presentedto: Dr. Muhammad Amin
Presented By:
Bilal Iqbal (142208)
Muhammad Umar Farooq (142219)
M.A Education (L & M)
DIVISION OF EDUCATION
UNIVERSITY OF EDUCATION, LAHORE

2. TRAINING AND DEVELOPMENT
• We do believe that supporting teachers in
their professional development leads to
improved outcomes for learners.
• Good-quality training and reflective
professional development are essential
parts of a teacher’s professional life.
Why do Need Teachers Training &
Professional Development ???

3. TRAINING AND DEVELOPMENT
Introduction of the study
MEANING OF TRAINING
• It is the process of increasing
the knowledge and skills for
doing a particular job.
• It is an structured method by
which people acquire knowledge
and skills for a definite purpose.
MEANING OF DEVELOPMENT
“Development is a long
term educational process utilizing
a systematic and organized
procedure by which managerial
personnel get conceptual and
theoretical knowledge.”
Swanson & Holton;
“Training and development is defined as a process of
systematically developing work-related knowledge and expertise in
people for the purpose of improving performance.”

4. TRAINING AND DEVELOPMENT
Introduction of the study
TRAINING AND
DEVELOPMENT CYCLE
STEPS IN TRAINING AND DEVELOPMENT
PROGRAM
 Identifying the training needs
 Getting ready for the job
 Preparation of the leader
 Preparation of operation and
knowledge
 Performance try order
 Follow up action

5. Coaching
Job rotation
Temporary promotion
Workshops and Seminars
Planned progression Conferences
Creation of assistant to positions Field Work/ Study
ON THE JOB TRAINING
TRAINING AND DEVELOPMENT
Internships
Apprenticeship; Activity Plan

6. TRAINING AND DEVELOPMENT
Objectives of the On the Job Training
Increase in Efficiency of Teachers
Increase in Morale of Teachers
Better Human Relations of
Colleagues
Reduced Supervision Stress
Increased Organizational Viability
and Flexibility.

7. TRAINING AND DEVELOPMENT
Limitation of the On the Job Training
• The training may not be rigorous, efficient or systematic;
• Trainees may be given boring and repetitive tasks;
• Some workers may not be good at teaching their own
skills; they may pass on bad work practices as well as
good ones;
• The needs of the trainee may be subordinated to other
priorities;
• Untrained workers can make mistakes and create
hazards.
• Can slow down production that can disrupt the workflow
• Job Rotation teaches current employees how to do
various jobs over time.

8. 1. Findings
2. Recommendation
TRAINING AND DEVELOPMENT
3. Conclusion

9. TRAINING AND DEVELOPMENT
Evaluation
What
Why
When
How

10. TRAINING AND DEVELOPMENT
Findings
The major findings are enumerated as follows:
• Training is considered as a positive step towards
augmentation of the knowledge base by the trainees
• Training opportunities offered by the Organization is
Leadership and In-house training.
• Time period of on the job training is adequately
manageable for trainees.
• Training given to Juniors and New staff in the
Organization is the reason of Job satisfaction.
Cont..

11. TRAINING AND DEVELOPMENT
Findings
• Training is helps to enhancing productivity and
performance because the knowledge and skills gained
from the training program directly applied.
• Trainees get highly satisfied that the freedom is
given to employees to show their skill and knowledge
during training programs.
• Reduces employee boredom and Increases skills
• Opens new opportunities to employees

12. TRAINING AND DEVELOPMENT
Recommendation
• Use of latest training
methods will enhance the
effectiveness of the training
programmes.
• The training sessions could
be made more exciting if the
sessions had been more
interactive.
• Increase the number of
training programmes in the
organization.
• Workshops training is more
helpful to enhance the
performance of the employees.
• The future area of
training and development can
be prior as technical training.
• A major complaint
about the training session is
time gap between each
session it leads to
unproductive.
• Respondents are
mostly recommended on non
availability of the skilled
trainer.

13. TRAINING AND DEVELOPMENT
Conclusion
• The present day study conclude that majority of the
employees will take interest in attending training
programs.
• Most of them will agree that they could transfer the
learning by implementing new knowledge, skill, ability,
and technology that they got from the training
program.
• In general, the Institutions should provide a very
well designed and widely shared trained policy to its
employees.

14. TRAINING AND DEVELOPMENT
REFERENCES
• http://businesscasestudies.co.uk/aldi/business-expansion-through-training-and-
development/on-the-job-training.html#ixzz3XlOLJqmt
• http://www.ukessays.com/essays/management/advantages-and-disadvantages-
of-on-the-job-training-management-essay.php#ixzz3XlOqkV6W
• http://www.slideshare.net/nverteji/training-development-16133193?related=1
• http://www.slideshare.net/Monishaangel/training-development-
32823092?related=2
• http://econ.core.hu/file/download/greenbook/chapter8.pdf
• http://www.theguardian.com/teacher-network/teacher-
blog/2013/jan/29/professional-development-teacher-training-needs

15. TRAINING AND DEVELOPMENT