Training involves developing skills through instruction and practice to meet standards. It increases employee knowledge and skills to perform jobs correctly. Training is a continuous learning process where employees gain knowledge, enhance skills, and improve attitudes and behaviors for job success. There are various training methods, including on-the-job training, lectures, case studies, and role playing, which are used to meet objectives like increased productivity, quality improvement, safety, and effective management. Training and development both aim to help employees but differ in their focus, with training oriented towards present job skills and development focusing on long-term career growth.

1. Training constitutes a basic concept in human resource
development. It is concerned with developing a particular skill to a
desired standard by instruction and practice. Training is a highly
useful tool that can bring an employee into a position where they
can do their job correctly, effectively, and conscientiously. Training
is the act of increasing the knowledge and skill of an employee for
doing a particular job.
INTRODUCTION

2. Training is defined as a continuous learning process in which the
employees will acquire knowledge, enhance professional skills and
improve attitudes and behaviors to excel well on the job.
WHAT IS TRAINING?

3. NEED FORTRAINING: 1. Environmental changes:
Need for
Training:
2. Organizational complexity:
4. To match employee specifications
with the job requirements and
organizational needs:
3. Human relations:
5. Change in the job assignment:

4. Principles of Learning in Training
1. Practice:
2. Active Process:
3. Guidance:
4. Trainee Readiness:
5. Motivation:
6. Relevance:
7. Reinforcement:
8. Standard of performance:
9. Feedback:

5. Theories of Learning Human Resource Development
If you’ve ever wondered why some people succeed at learning new skills and
knowledge while others fail to grasp basic concepts, you may want to find out
more about learning theory. Theories of learning and human resource
development can help guide employees in their career development. By giving
your staff access to a broad spectrum of courses, workshops and self-paced
alternatives, you can enable their development and improve productivity for your
business at the same time.

6. BASIS FOR
COMPARISON
TRAINING DEVELOPMENT
Meaning Training is a learning process
in which employees get an
opportunity to develop skill,
competency and knowledge
as per the job requirement.
Development is an
educational process which is
concerned with the overall
growth of the employees.
Term Short Term Long Term
Focus on Present Future
Orientation Job oriented Career oriented
Motivation Trainer Self
Objective To improve the work
performances of the
employees.
To prepare employees for
future challenges.
Number of Individuals Many Only one
Aim Specific job related Conceptual and general
knowledge
Difference Between Training and Development:

7. Five Phases of Training
Model
1.Analysis:
.
2.Design:
3.Development:
4.Implementation:
5.Evaluation:

8. Importance of Training
(i) Advantages of standardization
(ii) Increasing organisational stability and flexibility
(iii) Heightened morale:
(iv) Reduced supervision and direction
(v) Economical use of resources

9. 01Coaching
Under this method,
the superior or an
experienced staff gives
instructions to the
workers to perform a
job.
02Mentoring
This training is given to
the managerial level
people, wherein the
senior or the manager
gives instructions to the
immediate subordinate
to carry out the day to
day functioning.
03Job Rotation
Under the job rotation,
an employee is often
shifted to the other
related jobs, with the
intention to make him
well versed with other
04Job Rotation
Under this training, a
trainer designs a step
by step training
program
05Understudy
Here, the superior gives
training to the
subordinate as an
understudy or an
assistant who is likely to
perform a superior’s job
in case of the vacancy
arising out of superior’s
retirement, transfer,
promotion or death.
06Apprenticeship
This type of training is generally given to
the people in crafts, trade and technical
fields that require a long-term learning
before they actually gain the proficiency in
their respective disciplines.
On-the-Job
Training
Methods

10. This will be a suitable
method when the
numbers of trainees are
quite large
Lectures
Under this method, the
superior or an experienced
staff gives instructions to the
workers to perform a job
Case study method:
Incidents are prepared
on the basis of actual
situations which
happened in different
organizations and each
employee in the training
group is asked to make
decisions as if it is a
real-life situation
Incident method
At present universities
and management
institutes gives great
emphasis on management
education.
Management education:
In this case also a problem
situation is simulated asking the
employee to assume the role of a
particular person in the situation
Role play
A meeting of several people to
discuss any subject is called
conference
Conferences

11. Objectives of Training and Development
1. Increased Productivity
2. Quality Improvement
3. Learning time Reduction
4. Safety First
5. Labour Turnover Reduction
6. Keeping yourself Updated with Technology
Effective Management