This document provides an overview of training and development. It defines training as activities aimed at increasing employees' knowledge and skills for their jobs. Training and development are important functions of human resource management that ensure continuous skill development. The objectives of training include increasing employee and organizational performance, imparting new skills, changing attitudes, and preparing employees for more responsible roles. A variety of on-the-job and off-the-job training methods are discussed, along with the process of designing an effective training program by identifying needs, setting objectives, organizing the program, and evaluating results. The document also covers management development and reasons for employee training and development programs.

1. PRESENTATION ONPRESENTATION ON
TRAINING &TRAINING &
DEVELOPMENTDEVELOPMENT

2. What is Training?
Training is an organized activity for
increasing the knowledge & skills of
people for a definite purpose.
“Training is the act of increasing the
knowledge & skills of an employee for doing
a particular job.”-Edwin B. Flippo.

3. --
TRAINING AND DEVELOPMENT is a
subsystem of an organization and core
function of human resource management. It
ensures continuous skill development of
employees working in organization
and habituates process of learning for
developing knowledge to work. Training and
Development is the foundation for obtaining
quality output from employees.

4. Objectives of Training :-
• To increase the knowledge of workers in doing specific
jobs and to improve overall performance of the
organization
• To impart new skills among the workers systematically
so that they learn quickly.
• To bring about change in the attitudes of the workers
towards fellow workers ,supervisor & the
organization.
• To build second line of competent officers and prepare
them to occupy more responsible positions
• To reduce the number of accidents by providing safety
training to workers.

5. Training Needs & Importance
Higher Productivity:- It improves the level
of performance by using the method of work
Standardization of Procedure:- In formal
training the methods are standardized which help
in improving the quality of product and Services.
Less Supervision:-Well trained Employees are
self Reliant and motivated.
Economical Operation:-Trained Employees
make more usage of material and machinery,
Reduced wastage and Spoilage

6.  Higher Morale:- Proper Training Develop
Positive Attitude, Job Satisfaction and Creates
Job Security by removing employee Grievances.
 Organizational Climate:- It helps in
improving the Organizational climate as
industrial relation and Disciplines are improved ,
resistance to change are reduced,
Decentralization of Authority and Participative
management can be introduced
 Personal Growth:- It enlarges the knowledge
and Skills of the Employees which helps them to
grow in their career.

7. WHAT CAN TRAINING DO FOR
EMPLOYEES
 CONFIDENCE:-Training creates a feeling of confidence
in the minds of workers. It gives a feeling of safety &
security to them at the work place.
 NEW SKILLS:- Training develops skills which serves as
a valuable personal asset of a worker. It remains
permanently with the worker himself.
 PROMOTION:- Training provides opportunity for quick
promotion & self-development.
 HIGHER EARNINGS:-Training helps in earning higher
remuneration & other monetary benefits to the workers as
their productivity is increased.

8.  ADAPTABILITY:- Training develops adaptability among
workers. They don’t worry when work procedures & methods
are changed.
 INCREASED SAFETY:-Trained workers handle the
machines safely. They also know the use of various safety
devices in the factory,. Thus, they are less prone to accidents.

9. Types of Training
 Induction or Orientation Training:- It is
concerned with introducing or orienting a new
employee to the organisation & its procedure,
rules & regulation.
 Job Training:- It relates to specific job which the
worker has to handle, it gives information about
machines, process of productions, instructions to
be followed, methods to be used & so on.
 Internship Training:- Under this method, the
educational institute enters into arrangement
with an industrial enterprise for providing
practical knowledge to its students.

10.  Refresher Training:- It meant for the old
employees of the enterprise. The basic purpose of
refresher training is to acquaint the existing
workforce with the latest methods of performing
their jobs & improve their efficiency further. In
the words of Dale Yoder, “Retraining
programmes are designed to avoid personnel
obsolescence.”
 Training for promotion:- The talented employees
may be given adequate training to make them
eligible for promotion to higher job in the
organisation.

11. Training Methods
On-the-Job Methods Off-the-Job Methods
- Job Rotation
- Coaching
- Job Instruction
-Vestibule Training
- Role Playing
- Lecture Methods
- Conference or Discussion
-Programmed Instructions

12. Managerial on-the-Job Training
 Job rotation
– Moving a trainee from department to
department to broaden his or her experience
and identify strong and weak points.
On-the-Job Training Methods
This type of training, also known as job instruction
training is the most commonly used method. OJT has the
advantage of giving first hand knowledge & experience
under the actual working condition while the trainee learns
how to perform a job, he is also a regular worker rendering
the services for which he is paid.

13.  Coaching/Understudy approach
– The trainee works directly with a senior
manager or with the person he or she is to
replace.
 Job Instruction
– This method is also known as training
through step by step. Under this method,
trainer explains, the trainee the way of doing
the job, job knowledge & skills & allow him
to do the job. The trainer appraises the
performance of the trainee, provides feedback
information & corrects.

14. Off-the-Job Training Methods
 Under this method of training, trainee is
separated from the job situation & his
attention is focused upon learning the
material related to his future job performance.
There is an opportunity for freedom of
expression for the trainees. Off-the-job
training method are as follows :-

15. Off-the-Job Management Training and
Development Techniques
 Vestibule Training:-
– In this method, actual work condition are simulated in
a class room. Material, files & equipment those are used
in actual job performance are also used in training.
This type of training is commonly used for training
personnel for clerical & semi skilled jobs. The duration
of training ranges from days to a few weeks.

16.  Role playing
– Creating a realistic situation in which
trainees assume the roles of persons in that
situation. This method of training involves
action, doing & practice. The participants
play the role of certain characters, such as
the production manager, mechanical engineers,
superintendents, maintenance engineers,
quality control inspectors, foreman, workers
& the like. This method is mostly used for
developing interpersonal interactions &
relations.

17.  Lecture Method – The lecture is traditional &
direct method of instruction. The instructor
organises the material & gives it to a group of
trainees in the of a talk. To be effective, the
lecture must motivate & create interest among
the trainees. An advantage of lecture method is
that it is direct & can be used for a large group
of trainees.
 Conference or Discussion- It is a method in
training the clerical , professional &
supervisory personnel. This method involves a
group of people who pose ideas, examine &
share facts, ideas & data, test assumption, &
draw conclusion all of which contribute to the
improvement of job performance .Discussion

18.  Programmed Instruction- In recent years this
method has become popular. The subject
matter to be learned is presented in a series of
carefully planned sequential units. These
units are arranged from simple to more
complex levels of instruction. The trainees
goes through these units by answering
question or filling the blanks .

19. Design Of a Training Programme
1.Identification of Training needs
• Organisational Analysis
• Task Analysis
• Human Resource Analysis
2.Setting Training
Objectives
3.Organisation of Training
Programme*Trainee and Instructor
*Period of Training
4.Evaluation
of
Training
Results

20. (1) Organisational Analysis :-
It is a systematic study of the organisation in
term of its objectives, resource allocation and
utilisation, growth potential and its
environment. Its purpose is to determine where
training emphasis should be placed in the
organisation for increasing organisational
effectiveness. Organisational analysis involves
the following element:
(a) Analysis of Objectives
(b) Resource Utilisation Analysis
(2) Task Analysis:- It is a systematic
analysis of jobs to identify job contents,
1.Identification of Training needs:-

21. (3) Manpower Analysis:-
The quality of manpower required by the org. has
to be carefully analysed. It has to be done in the
light of both internal and external environment
of the organisation.

22. 2.Setting Training Objective:-
Once the training needs are identified, the
next step is set to training objectives in
concrete terms.
Specific Objectives of Training
IOverall Purpose
of Training
Increased
Organisational
Effectiveness
1. Increased Productivity
2. Improved Quality
3. Better H.R. Planning
4. Higher Morale
5. Better Health & safety
6. Prevention of Obsolescence
7. Enhanced Personal Growth

23. 3.Organisation of Training
Programme:-
a) Selection of Training Programme:- A
trainee should be trained for the kind of job he
likes & is fitted to perform. Careful screening
of candidates for training will raise the
effectiveness of the training programme.
b) Preparation of the Instructor :-
1.The instructor or trainer is a key figure in
an effective training programme.
2.Qualified instructor may be obtained from
inside or outside the organisation.
3. Trainee must be tolerant & patient.
4. Trainee must be able to appreciate the
value of training job in

24. c) Determination of training Period:- The
length of training period depends upon skill to
be acquired, the trainee’s learning capacity and
the training methodology used.
d)Training Methods & Material:- There are
several On-the job & Off-the-Job methods of
training. The choice of any method would
depend upon the specific objectives of the
training programme.
4.) Evaluation Of Training :-
It is essential to determine its effectiveness
in terms of achievement of specific training
objectives. Individual like to know how much
they learnt or how well they are doing. The

25. Effectiveness of Training
Training effectiveness is the degree to which
trainees are able to learn and apply the
knowledge and skills acquired during the
programme. It is influenced by the attitude,
interests, values and expectations of the trainees
and the training environment. A training
programme is likely to be more effective when the
trainees want to learn, are involved in their jobs
and have career plans. Contents of the training
programme, and the ability of trainers also
determine training effectiveness to a certain
extent.

26. The following criteria may be used to measure the
effectiveness of training :
(a)Reaction :- Trainees’ reaction to be objective,
contents and methods of training are good
indicators of effectiveness. In case the trainees
considered the programme worthwhile and liked
it, the training can be considered effective.
(b)Learning :- The extent to which the trainees
have gained the desired knowledge and skills
during the training period is a useful basis of
evaluating training effectiveness.
(c)Behavior :-Improvement in the job behavior of
the trainees reflects the manner and extend to
which the learning has been put to practice.

27. Management Development
It is an attempt to improve current or future
management performance by imparting
knowledge, changing attitudes or increasing
skills.
“Management Development is an educational
process utilizing a systematic and organized
procedure by which managerial personnel
learn conceptual and technical knowledge for
general purpose."

28. Objectives
• To increase quality of managers/executives
performance now and in future.
• To provide a steady source of competent persons
at different levels so as to meet the future
requirements of the organization.
• To enable the managers to understand the
problems of the business organization in so far as
they arise out of its policies and system of control.
• To create conditions and a climate which
contribute to the growth process.
• To replace elderly executives, who have risen
from low ranks, by highly competent and
academically qualified professionals.

29.  To increase the versatility of the managers
 To stimulate creativity in the thoughts of
the managers.
 To create a sense of inter-departmental
coordination among managers.
 To acquire knowledge about the problems
of human relations.

30. NATURE &CHARACTERISTICS
OF EMPLOYEE DEVELOPMENT
1. BEHAVORIAL CHANGE:-The management development
process focuses on the change in manager's behavior. This
change implies that there will be a change in knowledge and
attitude of managers going under development programs.
2. EDUCATION PROCESS:-Management development is an
educational process rather than training. It focuses on overall
personality development. The potential managers required to
have knowledge about business, environment, management
principles and techniques, human relations, specific industry
analysis and so on, which is possible through a continuous
development process.

31. 3.SELF DEVELOPMENT :-Managers develop themselves by
participating in the management development programs
organized by the company. Through the actual job performance
they can obtain real and authentic job experience. But the
managers should be motivated for self development and learning
activity as the company can merely provide such opportunities.
It means, the real inspiration of self development should arise
from the individuals.
4. CONTINUOUS PROCESS:-Management development is a
continuous process which begins by looking after the
organization's objectives, moves through the assessment of
current management process, and finally completes with the
evaluation of the changed behavior. However, this process goes
continuously as the demand for development.

32. On the Job Methods
 COACHING
In coaching the trainee is placed under a senior
manager who acts as an guide or coach and teaches
job knowledge and skill to the trainee. He instructs
him what he wants him to do, how it can be done
etc., and helps him to correct errors and perform
effectively.
This technique of development is quite rewarding. As
the managers learn by doing. It also creates the
opportunities for high level interaction and rapid
feedback on performance and provides an
opportunity to receive feedback from an expert.

33. JOB ROTATION
 It refers to the transfer or movement of executive
from one job to another . Such rotation may
continue for a period ranging from 6 months to
24 months. Under this method, the trainees are
rotated over various routine jobs in a department,
division or unit before they are due for promotion
as managers. The idea behind this is to give them
the required diversified skills and a broader
outlook, which are very important at the upper
management levels.
 It also help in assessing employees who have the
potential and caliber for filling the position

34. MENTORING
 Mentoring is an ongoing relationship that is
developed between a senior and junior employee.
Executive mentoring is generally done by someone
inside the company.
 By dealing with diverse mentee’s, the executive is
given the chance to grow professionally by
developing management skills and learning how to
work with people with diverse background, culture,
and language and personality types.
 This method allows the mentor to determine what is
required to improve mentee’s performance. Once
the mentor identifies the problem, weakness, and
the area that needs to be worked upon, the mentor
can advise relevant training.

35.  The mentor can also provide opportunities
to work on special processes and projects
that require use of proficiency.
 JOB - INSTRUCTION
TECHNIQUE(JIT)
Job Instruction Technique (JIT) uses a
strategy with focus on knowledge (factual
and procedural), skills and attitudes
development.

36. Off-the-Job
 Case Study
Case Studies try to simulate decision-making
situation that trainees may find at their work place.
The objective of the case study method is to get
trainees to apply known concepts and ideologies
and ascertain new ones. The case study method
emphasize on approach to see a particular problem
rather than a solution.
 It focuses on Assessing and developing
Knowledge, Skills and Attitudes (KSAs)
 Developing communication and interpersonal
skills
 Developing procedural and strategic knowledge

37. BUSINESS GAMES METHOD
 Under this, scheme an atmosphere is created in which the
participants play a dynamic role. Usually management
games consist of several teams which represent competing
groups. Each team consists of 2 to 6 persons.
 Each team has to make discussion and to arrive at
decisions concerning such as production; pricing, research
expenditure. The participants are assigned such roles as
Managing Director, General Manager etc. They make
decisions affecting price level, production volume and
inventory levels etc. These business games are intended to
teach trainees how to take management decisions in an
integrated manner. The participants learn by analyzing
problems and by making trial and error method.

38. IN-BASKET TECHNIQUE
 In this method, each team of trainees is given the
different files of correspondence of the business
problems. These are also called business papers like
memoranda, reports and other general papers which come
across the table of the manager. The trainees are asked to
study them, analyze them and make their comments on
the file.
• This technique focuses on:
Building decision making skills
• Assess and develops Knowledge, Skills and Attitudes
(KSAs)
• Develops of communication and interpersonal skills
• Develops procedural knowledge

39. REASONS FOR EMPLOYEE
TRAINING & DEVELOPMENT
Training and development are often initiated for an employee or a
group of employees in order to:
 Relevantly remain in business.
 Create a pool of readily available and adequate replacements for
personnel who may leave or move up in the organisation.
 Enhance the company’s ability to adopt and use advances in
technology because of a sufficiently knowledgeable staff.
 Build a more efficient, effective and highly motivated team,
which enhances the company’s competitive position and
improves employee morale.
 Ensure adequate human resources for expansion into new
programs.
 Pilot or test the operation of a new performance management
system.

40. BENEFITS OF TRAINING AND
DEVELOPMENT
 Workers are helped to focus, and priority is placed on
empowering employees.
 Productivity is increased, positively affecting the bottom line.
 Employee confidence is built, keeping and developing key
performers, enabling team development and contributing to
better team/organisation morale.
 Employees are kept current on new job-related information,
thereby contributing significantly to better customer service.
 Employees are updated on new and enhanced skills, with a
view to aligning them to business goals and objectives.
 After a downsizing, remaining workers are given the technical
and management skills to handle increased workloads.

41.  Job satisfaction, employee motivation and morale are
increased, reducing employee turnover.
 Processes increase in efficiency, resulting in financial gain.
 Companies with business problems are given a fresh or
unbiased professional opinion or exploration, evaluation, or
critique.

42. DIFFERENCE BETWEEN
1.Training means learning skills
&knowledge for doing a particular
job. It increases job skills.
2.The term ‘training’ is generally
used to denote imparting specific
skills among operative workers
&employees.
3.Training has a short term
perspectives.
4.Training is job-centered in
nature.
5.The role of trainer is very
important in training.
1.Development means the growth
of an employee in all respects. It
shapes attitudes.
2.The term ‘development’ is
associated with the overall growth
of the executives.
3.Development has a long term
perspectives.
4. Development is career-centered
in nature.
5.All development is ‘self
development’. The executive has to
be internally motivated for self
development.
TRAINING
DEVELOPMENT