This document provides an overview of training and development. It defines training as a systematic process through which an organization's human resources gain knowledge and develop skills through instruction and practical activities. Development is defined as a long-term investment in human resources for managerial jobs. The document discusses the scope and purpose of training, as well as types including soft skills, technical skills, on-the-job and off-the-job. It also outlines the training process, including needs assessment, development, implementation and evaluation. New training technologies and trends in learning are briefly mentioned.

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2. Farhana Zaheer
National Institute of labor Administration &
Training, Karachi-Pakistan
25 November,2020
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3. TRAINING AND
DEVELOPMENT
LEADERSHIP
MOTIVATION COMMUNICATION
Topic covered Today
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4. What is HRM??
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5. Human Resource Management is the
strategic approach to the effective
management of people in an
organization such that they help their
business gain a competitive
advantage
Define
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Exercise 1. Define T&D

9. Training is a systematic process
through which an organization’s
human resources gain knowledge and
develop skills by instruction and
practical activities that result in
improved corporate performance.
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What is Training?

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Training
•Skill enhancement
processes for non-
managerial jobs

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Development
•Skill enhancement
processes for managerial
jobs

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Differences between Training,
Education & Development
Training is short term, task oriented and targeted on
achieving a change of attitude, skills and knowledge in a
specific area. It is usually job related.
Education is a lifetime investment. It tends to be initiated
by a person in the area of his/her interest
Development is a long term investment in human
resources.

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Quran Says about…..

14. Tool For Enhancing
Job-related Performance
Enhancing Organizational
Effectiveness
Behavioral
Changes
Developing
Life Skills
Acquiring
KSA
Personal
Growth
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SCOPE OF TRAINING

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Purpose of Trainings

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TYPES OF TRAINING
Soft Skills
Training Technical
Skill

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Types of Training
On-the job-training (OJT)
• learn while you’re working
• Job-rotation, Coaching, Committee Assignments
Off -the job-training
• In house, training or classroom
• External, consultancies or attending classes
• Government talks, Distance learning, from books or notes,
Computer-assisted learning
• Interactive-video training, Video conferencing

18.  Traditional Approaches- Classroom Instruction
 Lecture and Discussion
 Case Study
 Role Playing
 Self-Directed Learning
 Readings, Workbooks, Correspondence Courses
 Programmed Instruction
 Simulated/Real Work Settings
 Apprentice training
 On-the-job training
 Job Rotation/Cross Training
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Instructional Techniques

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AREAS OF TRAINING
Company Policies And Procedures
Specific Technical Skill
Human Relations
Problem Solving
Managerial And Supervisory Skills

20. The Classic Training System
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Needs Assessment
Organizational analysis
Task/ KSA analysis
Development
of criteria
Training Objectives
Selection & design
of training program
Training
Use of
evaluation models
Training Validity
ROTI
Org. Effectiveness
Transfer Validity

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Training Needs Assessment
Organizational
Analysis
•Organization
learning culture
Person
Analysis
•Who needs
what kind of
training
Task Analysis

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Reasons of TNA
Out-dated organization system
•Technical advancements, cultural changes, new
systems, computerization
Career Planning
•Need for education and training programs
Employee Turnover
•Development plan for new employees

23.  Understanding GAP concept
 Performance between the actual & expected
results.
 This GAP can be separated into 3 main themes
1. Attitude
2. Skills
3. Knowledge
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The ASK Concept

24. Rank ASK by difficulty to develop in people
 Attitude
Most difficult
 Skills
Moderately difficult
 Knowledge
Easy
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Exercise 2

25. Phases of Skill Acquisition
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Acquiring
Reasonable
Information
Knowledge
Gathering
Back
Procedural
Knowledge

26. 1. Assessing training needs (TNA)
2. Preparing training plan
3. Specifying training objectives
4. Designing the training programs
5. Selecting the instructional methods
6. Completing the training plan
7. Implementing the training program
8. Evaluating the training (ROTI)
9. Planning future training
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Nine Steps in the Training Process

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Evaluating the Training
Immediate
Feedback
Post-Training Test
Post-Training
Appraisals
•Survey or interview
directly after training
•Trainee applying learned
tasks in workplace?
•Conducted by immediate
supervisors of trainees

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Benefits of Trainings

29. Training Calendar Example
1 2 3 4 5 6 7...
Attitude
Train the trainer
Job competency
Sales techniques
Telephone manner
…
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Training Area Month in the year

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Real learning Technology Trend

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New Training Technologies

32. Thank You
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