This document outlines the training and development process in an organization. It discusses how training can increase efficiency, morale, and flexibility while reducing supervision. It also describes the basic aim of training to suit organizational and individual needs. Various methods for identifying training needs include organizational, task, and man analysis. The document then covers establishing objectives, determining needs, selecting training methods, implementing programs, and evaluating their effectiveness. It provides examples of on-the-job and off-the-job training methods and stresses the importance of evaluation.

2. TRAINING DEVELOPMENT

3. Increase in Efficiency
Increase in Morale of Employees
Better Human Relations
Reduced Supervision
Increased Organizational Viability
and Flexibility.

4. Basic aim of Training
• Suitable change in the individual concerned.
• Should be related both in terms of organization's demand
and that of individual’s.
Various Methods for identifying Training Needs
• Organizational Analysis.
• Task Analysis.
• Man Analysis.

5. Evaluate T&D Programs
Implement T&D Programs
Select T&D Methods
Establish Specific Objectives
Determine T&D Needs

6. 6

7.  Desired end results
 Clear and summarize objectives must be
formulated
7

8. • On the job training
 Mentoring
 Coaching
 Job Rotation
 Internships
• Off the job training
 Distance Learning and Videoconferencing
 Classroom Programs
 Simulations
 Role Playing

9.  Implies change
 Qualified trainers must be available
 Trainers must understand company objectives

10. Evaluation
What
Why
When
How

11. • Reactions
• Learning
• Behavior – Transfer of Training
• Results or Return on Investment (ROI)

12. Top Management
Support
Technological
advances
Learning Style

13.  Training more specific to needs
 Lower costs
 Less time
 Consistent, relevant material

14. THANKYOU