Training and development is a vital part of human resource development and ensures learning and behavioral changes occur in a structured way. It refers to obtaining or transferring the knowledge, skills, and abilities needed to perform specific tasks. An organization's training aims to help employees acquire job-related competencies, while development has a longer-term focus on preparing employees for future roles. Siemens implements training and development strategies to retain its leading position by identifying skill needs, providing training, evaluating effectiveness, and supporting employees' long-term growth. This benefits Siemens through a flexible, committed workforce that improves productivity and revenue.

1. TRAINING &
DEVELOPMENT
STRATEGIES
Lijoe Mathew
Sini Rajan
S4 MBA
MACFAST,Tiruvalla

2. TRAINING AND DEVELOPMENT
 Training and development is vital part of the human
resource development.
 It is a subsystem of an organization.
 It ensures that randomness is reduced and learning or
behavioral change takes place in structured format.
 Training and Development refers to the process to
obtain or transfer knowledge, skills and abilities needed
to carry out a specific activity or task.

3. Training(today……)
“An organization’s planned efforts to help employees acquire
job-related knowledge, skills, abilities, and behaviors, with the
goal of applying these on the job.”

4. Development(tomorrow….)
“Learning that goes beyond today’s job and has a long term
focus, so development is Strategic Training”.

5. Objectives of Training and Development
 Improving quality of workforce.
 Enhance employee growth.
 Prevents obsolescence.
 Assisting new comer.
 Bridging the gap between planning and implementation.
 Health and safety measures

6. Difference between T&D
Training Development
Current and future
Focus Current Job
jobs
Work group or
Scope Individual employees
organization
Time Frame Immediate Long term
Prepare for future
Goal Fix current skill deficit
work demands

7. strategic training and development
process

8. Strategies for Effective Human ResourceTraining
and Development in 21st. Century
 The main focus is how to link HR with business strategies.
 The corporate training must be understood in terms of paradigm shift that is
taking place in Indian Industry.
 Three factors have added new dimension to the need for training in all
industries , they are
1) Liberalization
2) Imbalance in demand and supply of professional talent
3) Growing expectation of employees regarding their professional and
personal development.
 Training is an effort into immediate position while development is an effort
directed towards growth.

9. Training and development as a strategy for growth
A Siemens case study
 Siemens is a leading technology business and one of the largest electrical and
electronics engineering companies in the world.
 It employs over 20,000 people .
 The company designs and manufactures products and services for both industrial
customers and consumers.
 It operates in three main sectors:
 In industry, Siemens develops systems for transport,
 In energy, Siemens' work is wide-ranging. It makes systems for
transmitting and distributing power for power companies
 In healthcare, it specializes in equipment to help medical
diagnosis, such as MRI scanners and imaging technology.

10.  To keep its world-leading position and grow in a competitive
environment.
 Siemens aims to deliver quality products and services.
 Siemens manages its ongoing need for skills through training and
development.
Identify the need for Training Training
1 2
Evaluation of T & D Developments
4 3
Steps taken by Siemens to keep their leading position

11. Benefits that Siemens can attain
through training and development
 Flexible adaptable employees take on new roles and
technology
 Improving productivity and earning more revenue
 Long-term employee commitment
 Attractive to future employees
 Employee confidence, motivation and job satisfaction

12. CONCLUSION
 Training and development, has its strategic positioning and it
directly contributes towards organizational business goals and
objectives.
 Training and development helps the growth of a business.
 Training and development cannot be disconnected from the
business activities of the organizations
 Training and development improves efficiency and productivity of
employees and lead the organization towards success.