The document outlines the importance of training and development in organizations, emphasizing employee orientation, in-house training, mentoring, and external training as key components. It details various types of training delivery methods and essential factors for successful training initiatives, including needs assessment, learning objectives, and measuring effectiveness. Additionally, it highlights the significance of socialization and structured guidance to reduce employee turnover and enhance job performance.

1. TRAINING & DEVELOPMENT

2. OUTLINE
 Definition
 Training can include
 issues to be addressed in order to ensure the success of any training initiative
 Employee Orientation
 Stages of Employee Orientation
 In-house training
 Mentoring
 External Training
 Types of training delivery method

3. WHAT DOES MEAN BY TRAINING & DEVELOPMENT?
TRAINING AND DEVELOPMENT IS A SUBSYSTEM OF AN ORGANIZATION
WHICH EMPHASIZE ON THE IMPROVEMENT OF THE PERFORMANCE OF
INDIVIDUALS AND GROUPS.
TRAINING IS AN EDUCATIONAL PROCESS WHICH INVOLVES THE
SHARPENING OF SKILLS, CONCEPTS, CHANGING OF ATTITUDE AND
MORE KNOWLEDGE TO ENHANCE THE PERFORMANCE OF THE EMPLOYEES.

4. Trainingcaninclude:
Technical training
helps to teach new employees the technological
aspects of the job.
Quality training
refers to familiarizing employees with the means
of preventing, detecting, and eliminating non-
quality items, usually in an organization that
produces a product.
Competency-based
or skill-based
training
includes proficiencies needed to actually perform
the job.
Soft skills training
refers to personality traits, social graces,
communication, and personal habits that are
used to characterize relationships with other
people.
Safety training
refers to training on relevant safety and health
standards to help ensure employees can perform
their work in a way that is safe for them and
their co-workers.

5. Training is something that should be planned and developed in advance. The following
issues should be addressed in order to ensure the success of any training initiative:
Needs assessment and
learning objectives. Once
you have determined the
training needed, you can set
learning objectives to
measure at the end of the
training.
Consideration of
learning styles. Making
sure to teach to a variety
of learning styles.
Delivery
mode. Most training
programs will include
a variety of
delivery methods.
Timelines. How long
will it take to develop
the training? Is there
a deadline for
training to be
completed?
Communication.
How will employees
know the training is
available to them?
Measuring
effectiveness of
training. How will you
know if your training
worked? What ways
will you use to measure
this?
Budget. How much money
do you have to spend on
this training?
Delivery style. Will the training
be self-paced or instructor led?
What kinds of discussions
and interactivity can be
developed in conjunction with
this training?
Audience. Who will be part
of this training? How can
you make the training
relevant to their individual
jobs?

6. The first step in training is employee
orientation.
Employee orientation/induction is a process
used to welcome new employees into the
company.
The purpose of the orientation process is
to help employees to gain an
understanding of the company policies
and learn how their specific job fits into
the big picture.
A mentor will be appointed and will take
responsibility for the orientation of new
staff.
The overall goals of employee orientation/induction are as follows:
To reduce start-up costs. If an
orientation is done right, it can
help get the employee up to
speed on various policies and
procedures, so the employee
can start working right away. It
can also help ensure that all
hiring paperwork is filled out
correctly, so the employee is
paid on time.
To reduce anxiety. Starting a
new job can be stressful. One
goal of an orientation is to
reduce the stress and anxiety
people feel when going into an
unknown situation.
To reduce employee
turnover. Employee turnover
tends to be higher when
employees don’t feel valued
or are not given the tools to
perform. An employee
orientation can show that the
organisation values
the employee and provides
tools necessary for a successful
entry.
To set expectations and
attitudes. If employees know
from the start what the
expectations and attitudes, they
tend to perform better.

7. stages of employee orientation/induction process:
Socialisation
This refers to the process of a new employee learning norms and
values of work roles within the organisation, as well as becoming
familiar with colleagues and their roles.
Information Sessions
These should relate to the organisation, its goals and rules and
the culture of corporate. Sessions can be tailored for specific
departments, on top of the general organisation-wide training.
Guided Tour
Tours of the facility or facilities are key to making new staff feel at
home, as well as allowing them to understand the work of the
organisation.
Training
Person/job specific skills training and development sessions are
essential. This includes outlining what the day-to-day duties of
the job will entail, which should be based on the job description.
Occupational health &
safety information
This refers to any information relevant to occupational health and
safety such as, evacuation and emergency procedures, etc.
Information on
performance review
This refers to detailed information regarding when performance
appraisals take place and how these will be conducted. This is
particularly important for new roles that are subject to a
probationary period.

8. In-
House
Trainin
g
• In-house training programs are typically developed by
the hiring organisation.
• This is usually the second step in the training process
and often is ongoing.
• In-house training programs can be training related to a
specific job, such as how to use a particular kind of
software.
• Training may be self-led learning or tiered,
competency-based training with a clear ladder of
progression.
• Many companies provide in-house training on various
HR topics as well, meaning it doesn’t always have to
relate to a specific job.

9. Mentorin
g
• After orientation and in-house training, companies offers
mentoring opportunities as the next step in training.
• This is usually the third step in employee training.
• Sometimes a mentor may be assigned during in-house
training.
• A mentor is a trusted, experienced advisor who has direct
investment in the development of an employee.
• A mentor may be a supervisor, but often a mentor is a
colleague who has the experience and personality to help
guide someone through processes.
• To work effectively, a mentoring program should become part
of the company culture; in other words, new mentors should
receive in-house training to be a mentor.
• While mentoring may occur informally, a mentorship program
can help ensure the new employee not only feels welcomed
but is paired up with someone who already knows the ropes
and can help guide the new employee through any on-the-
job challenges.

10. Externa
l
Trainin
g • External training includes any type of training that is not
performed in-house.
• This is usually the last step in training, and it can be
ongoing.
• It can include sending employees to conferences or
seminars for leadership development or even paying
tuition for a class or course they want to take.

11. Types of
training
delivery
method
Lectures
Online or
Audio-Visual
Media Based
training
On-the-Job
Training
Coaching and
Mentoring
Outdoor or Off-
Site
Programmes

12. Types of
training
delivery
method
Lectures
Online or
Audio-Visual
Media Based
training
On-the-Job
Training
Coaching and
Mentoring
Outdoor or Off-
Site
Programmes
• This type of training is led by a trainer
or a teacher, who covers a specialised
topic, such as how to use a new piece of
technology or soft-skills based training.
• Lectures can be held on-site in
conference rooms, lecture rooms and
classrooms.
• This tends to be an appropriate method
to deliver orientations and some skills-
based training.
Soft skills refer to personality traits,
social graces, communication, and
personal habits that are used to
characterise relationships with other
people.
For example, soft skills training may
focus on how to answer the phone or
how to be friendly and welcoming to
customers.

13. Types of
training
delivery
method
Lectures
Online or
Audio-Visual
Media Based
training
On-the-Job
Training
Coaching and
Mentoring
Outdoor or
Off-Site
Programmes
• Affordable for businesses of all sizes to
purchase audio, video and computer
based learning.
• It could be called e-learning or Internet-
based, PC-based, or technology-based
learning.
• These may be podcasts, prepared
presentations, or online learning
platforms. These can all be used by
employees as and when they choose, and
are a relatively small investment for
a company.
• This might be a suitable delivery method
for safety training, technical training,
professional training and quality training.
However, for some training, such as soft-
skills training, skills training, managerial
training, and team training, another more
personalised method may be better for
delivery.

14. Types of
training
delivery
method
Lectures
Online or
Audio-Visual
Media Based
training
On-the-Job
Training
Coaching and
Mentoring
Outdoor or
Off-Site
Programmes
• On-the-job training is a hands-on
method of teaching the skills and
knowledge needed by employees to
perform a specific job within the
workplace.
• For instance, technical training
addresses software or other programs
that employees use while working in
the organisation. Skills training can also
feature as a type of on-the-job training
which focuses on the skills needed to
actually perform the job.
• For example, an administrative assistant
might be trained in how to answer the
phone, while a salesperson might be
trained in how to assess a customer's
needs and offer information to help
influence their buying decision.

15. Types of
training
delivery
method
Lectures
Online or
Audio-Visual
Media Based
training
On-the-Job
Training
Coaching and
Mentoring
Outdoor or
Off-Site
Programmes
• Younger or less experienced employees are
often paired with a coach or mentor.
• A mentor may be a supervisor, but often a
mentor is a colleague who has the experience
and personality to help guide someone through
processes.
• The mentor offers guidance, encouragement,
and insight to help the employee meet the
training objectives.
• This type of training is similar to the on-the-job
training delivery method, except a mentor
training method is less focused on skills training
and more focused towards the ongoing employee
development.
• Coaching systems tend to be a more
formalised training delivery method. Typically, a
manager will take on the role of a coach and
offer assistance to the employee through
feedback, observation, assessment,
questioning, etc.

16. Types of
training
delivery
method
Lectures
Online or
Audio-Visual
Media Based
training
On-the-Job
Training
Coaching and
Mentoring
Outdoor or
Off-Site
Programmes
Team building activities build bonds
between groups of employees who
work together. They may be physical
challenges, like rope or obstacle
courses, or problem solving tasks like
puzzles or escape rooms.

17. Key
Points
When developing your training plan, there are a number of elements that should be taken into account
such as:
• Needs assessment and learning
objectives
• Consideration of learning styles
• Delivery mode
• Budget
• Delivery style
• Audience
• Timelines
• Measuring effectiveness of training
Training can be classified into four main categories which include:
• Employee Orientation - this includes socialisation, information sessions, guided tours and general
training to help new employees learn how their role fits within the organisation as a whole.
• In-House Training - may be self-led learning or tiered, competency-based training with a clear
ladder of progression. Many companies provide in-house training on various HR topics as well.
• Mentoring - after the employee has completed orientation and in-house training,
companies see the value in offering mentoring opportunities as the next step in
training. A mentor may be a supervisor, but often a mentor is a colleague who has
the experience and personality to help guide someone through processes.
• External Training - includes any type of training that is not performed in-house such
as attending conferences, seminars or even paying tuition for a course.

18. Key
Points
Most training programs will include a variety of training delivery methods, such as:
• Lecturers
• Online or Audio-Visual Media based
Training
• On-the –job Training
• Coaching & Mentoring
• Outdoor or offsite programmes

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