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Training and development
Training and development is concerned with improving employee performance through learning and development activities. Training focuses on improving job-related skills and knowledge, while development aims to enhance overall personal effectiveness. Training needs are identified through performance reviews, interviews, and analyzing changes. Effective training requires management commitment, integrating training with business strategies, taking a systematic approach, promoting learning as a value, and evaluating training outcomes. The goal is to reduce deficiencies, increase stability and growth, and improve employee retention through training and development.
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Training and development
- 1. Training and Development PRESENTED BY:ABHIJIT NAYAK
- 2. Introduction Training anddevelopment is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.
- 3. Difference between T& D Training Development Development is creating learning abilities Development is not education dependent Development depends on personal drive and ambition Development is voluntary Development is a broader concept focused on personality development Development includes training wherever necessary Development aims at overall personal effectiveness including job efficiencies Training is skills focused Training is presumed to have a formal education Training needs depend upon lack or deficiency in skills Trainings are generally need based Training is a narrower concept focused on job related skills Training may not include development Training is aimed at improving job related efficiency and performance
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- 5. Why we need? Helps remove performance deficiencies in employees Greater stability, flexibility and capacity for growth in an organization Accidents, scraps and damages to machinery can be avoided Serves as effective source of recruitment It is an investment in HR with a promise of better returns in future Reduces dissatisfaction, absenteeism, complaints and turnover of employees
- 6. Training Inputs Skills Education Development Ethics Problem Solving Skills Decision Making Attitudinal Changes
- 7. Need of Training Individuallevel Diagnosis of present problems and future challenges Improve individual performance or fix up performance deficiency Improve skills or knowledge or any other problem To anticipate future skill-needs and prepare employee to handle more challenging tasks To prepare for possible job transfers Group level To face any change in organization strategy at group levels When new products and services are launched To avoid scraps and accident rates
- 8. Identification of TrainingNeeds Individual Training Needs Performance Appraisals Interviews Questionnaires Attitude Surveys Training Progress Feedback Work Sampling Rating Scales Group Level Training Needs Organizational Goals and Objectives Personnel / Skills Inventories Organizational Climate Indices Efficiency Indices Exit Interviews Quality Circles Customer Satisfaction Survey Analysis of Current and Anticipated Changes
- 9. How To MakeTraining Effective? Management Commitment Training & Business Strategies Integration Comprehensive and Systematic Approach Continuous and Ongoing approach Promoting Learning as Fundamental Value Creations of effective training evaluation system
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