This document discusses training and development. It defines training as the systematic modification of behavior through learning. It provides several definitions of training from different authors. It also discusses the objectives, components, process, and types of training. The training process involves planning, designing, and evaluating training. Planning includes assessing training needs, developing training strategies, and identifying resources. Needs assessment identifies competency gaps at the individual and organizational levels. Training strategies are then developed to address the identified needs.

1. TRAINING AND DEVELOPMENT
NAYANA N P
3RD SEMESTER
M.TECH HRD
NITTTR CHENNAI

2. DEFINITION- TRAINING
• Systematic modification of behavior through
learning, which occurs as a result of education,
instruction and development and planned
experience

3. PLANNING
TRAINING
DESIGNING
TRAINING
EVALUATING
TRAINING
F
E
E
D
B
A
C
K

4. DEFINITIONS
• “Training is the set of activities that provides the
opportunity to acquire and improve job related
skills.” – Schermerhorn, Hunt and Osborn
• “Training is the process of altering employee
behavior and attitudes in a way that increases
the probability of goal attainment. “– Irvin
• “Training is the process of acquiring the skills
necessary to do the job.” – Robert . N. Lussier

5. DEFINITIONS (continued.)
• “Training is one of the several responses that an
organization can undertake to promoted learning .
“–Reynolds
• “Training is a planned effort by a company to enable
employees to learn job related competencies. “–Noe
• “Training and development is the process of
developing expertise for the purpose of improving
performance. “ – Swanson and Holton

6. Objectives of Training
• Main objectives:: to help the organization
achieve its objectives by adding value to its
key assets-the people it employs
▫ Develop competencies
▫ Help people grow within the organization
▫ Reduce the learning time of employees

7. 3 components of training….
PLANNING
DESIGNING EVALUATION

8. HEAD COUNT
• Focus
• Benchmarks
• Time span
• Duration
• measures
TRAINING
• skill
• Behavioral
• Short to
medium
• Continuous
• Bottom line
DEVELOPMENT
• Process
• readiness
• Medium to long
• Milestones
• competencies
EDUCATION
• Concept
• Capacity
• Long
• Fixed
• professionalism
DIFFERENCE BETWEEN
TRAINING,DEVELOPMENT AND EDUCATION
Dr. Leonard Nadler’s equation
TRAINING + EDUCATION = DEVELOPMENT

9. TRAINING PARADIGMS
• Culture specific training language
training COGNITIVE
• Social skills training, coaching on
prejudices and communication
programs
EMOTIONAL
• Culture assimilator, social skills
training, focuses on intercultural
situations
BEHAVIOURAL

10. TRAINING CATEGORIES
BROAD
CATEGORY
ORAGISATION
SPECIFIC
GENERAL

11. TRAINING PROCESS
PLANNING
DESIGNING
EVALUATION OF
TRAINING

12. 1.Planning training
• Establishing the sequence and relationship of a
series of operations prior to commencing the
work
• Is a strategy for employees to develop work place
expertise ,both general and specific
• Essential if both long term and short term
objectives are to be achieved at the right time.
• 7 Stepped Process

13. P
L
A
N
N
I
N
G
T
R
A
I
N
I
N
G
Setting strategic direction
Training needs
assessment
Developing training
strategy
Developing training
strategies
Identifying training resources and
earmarking funds and staff
Developing training
calendar
To : designing
training

14. 1.Setting strategic direction :
STRATEGIC
PLAN
CURRENT
COMPETENCE
(PERFORMAN
CE)
DESIRED
COMPETENCY
LEVEL
FUTURE
PERFORMANCE
COMPETENCY
GAPS

15. 2.Training Needs Assessment
• analyze whether training could enhance goal
achievement
• Training SWOT strengths, weaknesses,
opportunities, threats have to be carried out
• Facilitate in efficient and effective goal
attainment of the organization and yield
• Must in an organisation to be updated

16. • Training must have a purpose and that can be
defined only if the learning need of the
organization and the groups and individuals
within it have been systematically identified and
analyzed.
• TNA can be done identified at the individual and
organizational level through the process of
analysis

17. Data for identification of training need
• Evaluation of personnel
• Analysis of work
• Analysis of skills
• Observation
• Changes in the organization or job
• Interviews between superiors and subordinates
• Analysis of data

18. Steps in TNA at organizational
,occupational and individual levels
1
• obtaining needs assessment through questionnaire, surveys, advisory groups, focus groups, Interviews
2
• Analyzing data for discrepancy
3
• Defining performance problems such as changing technologies
4
• Conducting research on performance solutions by locating agencies that are doing
• Determining costs of training and non training solutions through the involvement of all affected employees
5
• Determining best approaches to resolving problems and issues
6
• Conducting a cost benefit analysis
• Finding a business case for selected approach to project what financial benefit will result from the investment of
money on training

19. ORGANISATION
AL ANALYSIS
•OBJECTIVES
•RESOURCES
•ENVIRONMENT
INDIVIDUAL
ANALYSIS
•EXPECTED
PERFORMANCE
REQUIREMENTS
•ACTUAL
PERFORMANCE
GAP ANALYSIS
Analyzing the
gaps in
competence and
skills and action
required to fill
these gaps
Training
Needs
Identification
Training Needs Identification

20. Most common methods of diagnosis of
organizational training needs
• Evaluation of personnel
• Analysis of work
• Analysis of skills
• Observation
• Changes in the organization or job
• Interviews between superiors and sub ordinates
• Analysis of data

21. 3. Developing training strategy
• Developing training strategy involves
▫ Analyzing and identifying corporate and occupational needs
▫ Developing proposals on how these needs should be satisfied.
▫ Preparing plans and budgets for training activities
▫ Identifying external training resources, selecting external
training providers ,specifying what is required from them and
ensuring that their delivery of training meets the specification

22. Training strategy
Competency
gaps
Training strategy A
Training strategy B
Training strategy C
Cost
benefit
analysis
Training
plan/
business
case
Selected
training
strategy

23. 4.Developing training policies , plans
and procedures
• Gives guidelines for
▫ Amount of training needed
▫ The amount of money that should be allocated
▫ Scope and aims of training schemes
▫ Allocation of responsibilities for training
• Purpose of training plan is to identify the work to be
carried in to achieve agreed objectives
• Establishes general requirements for work process of
identifying ,providing and tracking employee training