This document discusses training and various aspects related to training such as the definition of training, differences between training and education, advantages of training, types of training, and training methods. It defines training as a planned instruction to guide behavior and increase an employee's knowledge and skills. The types of training discussed include pre-service training, orientation training, in-service training, in-house training, and on-the-job training. The training methods explained are discussion, demonstration, lecture, brainstorming, case study, role play, business games, and field trips.

1. Presentation By
Dr. Mahendra Kumar
Samarath
03AHE/16

2. TRAINING
 It is referred to as planned instruction to guide
behaviour.
 A/c Flippo, it is an act of increasing knowledge and
skills of an employee.
 ILO defined training as activities aimed to provide
attitude, knowledge and skills required for
employment in a particular occupation for exercising
a function in any field of activity.

3. Training Vs Education
TRAINING EDUCATION
•Meant for those in jobs.
•Learners are adult and from different
background.
•Organized for shorter duration and
specific.
•Planned on the basis of needs of
participants.
•Focussed and Flexible.
•Aims to improve performance of
people.
•Attended by fresh and inexperienced
learners.
•Similar in background and
characteristic.
•Long term affair.
•Broad and caters general needs of
people.
•Rigid
•Concerned with enhancing knowledge.

4. Advantages of Training
 Provide job related skills
 Orient people to organisations
 Prepare people for higher responsibilities
 Develop personal effectiveness of people
 Develop professionalism and positive learning culture
in organizations
 Increased Productivity

5. TYPES OF TRAINING
 Pre-service training
 Orientation/induction training
 In-service training
 In-house training
 Out door training
 Conventional training
 Experiential training
 Participatory training
 On the job training

6. Contd….
 Co-training/team training
 Management development training
 Sensitivity training
 Grid training
 Farmers’ training
 Extension personnel training

7. Pre-service training
 Imported before entering the job.
 Meant for preparing.
 Direct link between curriculum and nature of job.

8. Orientation/induction training
 After entry to acquaint new employees with
background information, philosophy, code of conduct,
activities and procedures.
 Part of socialization process.
 Short duration

9. In-service training
 In course of the service period to keep the employees
up to date.
 Refresher training, overseas training and training for
acquiring higher professional qualification.

10. In-house training
 Within the organization to develop employees.
 In-house training centres are located within an
organization.

11. Out door training
 Opposite of classroom training.
 Physical involvement to give a sense of reality.

12. Conventional training
 Traditional manner.
 Trainer is expert planner and implementer of training
programme.
 Trainees undergo planned training.

13. Experiential training
 Trainer organizes experience to make learners active.
 Real or simulated situations are created.
 Trainers act as facilitators, catalysts or resource
persons.

14. Participatory training
 Open, interactive, inviting learning atmosphere is
created to learn through cooperation and self
initiative.

15. Co-training/ Team training
 Two or more trainers plan, conduct and evaluate
training together.
 Team of trainers share roles and support each other
harmoniously.
 Helps in creating variety of interaction and getting
feedback.

16. Management development
training
 Attempt to improve managerial performance.
 In-house programmes like courses, coaching,
rotational assignment, seminars, exexcutive Mba
programmes.

17. Sensitivity training
 T-group or L-group
 Sensitizes the participants about behaviour of self,
others and interpersonal relationships.
 Focussed on process of group behaviour.

18. On the Job Training
 Methods of training used to develop employers
while on job through job-rotation , mentoring,
action, learning etc.

19. Farmers’ training
 Training of farmers, farm women and youths
associated with agriculture and allied areas.
 Must be practical, based on needs and resources.
 Training should be also on conflict resolution, poblem
solving, interpersonal relationships, negotiations and
entrepreneurship.

20. Extension personnel training
 Training of extension personnel in technical subject
matter areas, communication, management,
instruction etc.

21. Training Methods
 Discussion
 Demonstration
 Lecture
 Brainstorming
 Case method
 Role play
 Field trips
 Business games

22. Discussion
 Verbal interaction between two or more people.
 Suits the characteristics of adult learners.
 Provides an opportunity to participate in the process
of learning.
 Control rests in the hands of learners.
 Requires special skill to create conducive environment.
Advantages
 Helps in exchanging experiences
 Uses collective wisdom

23. Contd…
 Involves learners fully in the process.
 Helps in improving communication and leadership
skills of the learners.
Limitations
 Quite time consuming.
 May not equally involving all.
 Not suitable for all kind of objectives.

24. Demonstration
 Trainer shows step by step process of a method/operation.
 Useful for teaching skills.
 Advantages
 Stimulates interests of learners.
 Builds confidence of the learners in the method.
 Immediate feedback or demonstration is possible.
 Limitations
 Takes more time and effort.
 Can build false confidence if opportunity to practice is not
available.

25. Contd...
Steps :
 Attractive opening.
 Purpose clarification.
 Demonstration.
 Initiate critical discussion.
 Encourage practice by learners.
 Summarize.

26. Lecture
 Oldest forms of instruction.
 One way communication.
 Large amount of information can be shared in less time.
 Effective when accompanied by appropriate visual support,
written material, summary notes and handouts.
Advantages
 Effective for concepts and theories.
 Covers large group of participants.
 Saves time.
 Can be used in combination with other methods.

27. Contd…
Limitations
 Makes participants passive.
 No feedback.
 Not suitable for complex skills.
 No role of participants.

28. Brainstorming
 Used in small groups to generate creative ideas without
inhibition.
 Idea is to benefit from diversity of experience, collective
thinking and synthesis of contribution in an open and
accepting atmosphere.
Advantages
 Quite interactive.
 Non judgemental
 Useful to solve problems.
 Can be used as a complimentary method.
Limitations
 Difficult to conduct with large group.
 Not all brainstorming exercises prove equally creative and
innovative.

29. Case method
 Case is detailed description of lifelike situations based on
adequate data throwing light on the problem.
 Case study involves detailed examination of a specific
situation.
 It develops skills to analyse situation critically and apply
relevant principles.
Advantages
 Brings a sense of realism about the situation through
detailed description.
 Keeps the participant active through equal contribution
and intensive interaction.
 Helps in developing systematic approach to problem
solving.

30. Contd…
Limitations
 Cases are difficult to write.
 Expert resource persons are needed.
 Training through case studies takes a lot of time.
 Cases may not fit for all type of learning objective.

31. Role Play
 Participants act out certain roles in an informal manner
without any script.
Advantages
 Helps in bringing sensitivity among participants about
certain behaviour.
 Changes attitude of people.
 Explore delicate human relations.
Limitations
 Requires competent trainers to facilitate role play
effectively.
 Participants may take it casually.
 Situation may get artificial if not handled appropriately.

32. Business Games
 Simulations or games are imitations of real life
situation in an organization.
 Provide opportunities to make decisions based on life-
like situations.
 Trainers process the behaviour of the participants to
derive lessons out of the game.
Advantages
 Quite involving.
 Interest level is high.
 Helps to model the ideal behaviour.

33. Field trips
 Refers to visits made by participants to actual sites to
enable learners to see some of the things, learnt during
training.
Advantages
 Helps learners to relate to concepts and ideas
 Breaks monotony of class
 Provides fresh ideas
Limitations
 Expensive to carry out
 Becomes pleasure trip rather than educational trip.
 Requires lot of planning and coordination.

34. References
 New directions in extension training by D C Mishra
 Management of training : A guide for trainers by
Birendra Kumar and S K Kashyap

35. THANK YOU