Training and Development

1. Training and
development
By Praveen Bhardwaj
Presented to :- Mr. Ashish Kumar sir
bhardwajg9455@gmail.com

2. TRAINING :-
 “Training is the act of increasing the knowledge and skills of an employee for
doing a particular job”. --- By :- Edwin. Filippo
 “Training is the organized procedure in which people learn knowledge and skill
for definite purpose.” ----- By :- Dale S. Beach
 Training is a learning process involving the acquisition of skills and attitude.
 The main purpose of the training is to improve the current performance level of
the employees in an organization.
 Training refers to the process of imparting specific skills.

3. OBJECTIVES OF TRAINING
 To increase the knowledge of workers in doing specific job.
 To bring out change in the attitude of the workers towards the fellow workers,
supervisor and the organization.
 To impart the new skills among the workers systematically, so they learn quickly.
 To improve the overall performance of the organization.
 To prepare workers for higher jobs by developing advanced skills in them.
 To reduce the number of accidents by providing safety training to workers.
 To promote individual and collective morale, a sense of responsibility.
Cooperative attitudes and good relationships.
 To ensure economical output of required quality.

4. IMPORTANCE OF TRAINING
 Improvement in skill and knowledge .
 Higher production and productivity .
 Job satisfaction.
 Better use of resources.
 Stability and growth :- if an org. has a team of trained employees it can face future challenges
easily.
 Reduction in complaints and accidents.
 Adaptability.
 Reduced supervision :- well trained employees don’t need much supervision.
 Greater flexibility

5. TYPES OF TRAINING
 Orientation training.
 Job training.
 Apprenticeship training.
 Internship training
 On - job training
 Off - job training
Training and Development offer competitive advantage to a firm by removing
performance deficiencies; making employee stay long; minimizing accidents;
scrap and damage; and meeting future employee needs

6. ORIENTATION TRAINING
– It is a systematic and planned introduction and it’s concerned with inducting or
orienting a new employee to the organization and it’s procedure, Rules and
regulations.
– The main purpose is to give a ‘bird’s eye view ‘ of the organization where he has
to work .
– It’s very short informative training given immediately after recruitment
– It’s creates a feeling of involvement in the mind of newly appointed employees.
– It reduce anxiety and employee turnover.

7. APPRENTICESHIP TRAINING
– Apprenticeship training is one of the traditional method of training and is meant
to give trainees sufficient knowledge and skill in technical jobs.
– This types of training is very common in skilled trades such as electricians,
plumbers, carpenters, etc.
INTERNSHIP TRAINING
– Under this method, the vocational or educational institute enters into
arrangement with an industrial enterprise for providing practical knowledge to
it’s students

8. METHODS OF TRAINING
 On job training is a training
technique that involves
allowing the person to
learn the job by actually
performing it own the job.
 Off the job types of
training is imparted off
the job outside the work
premises.

9. DISTINCTION B/W TRAINING
AND DEVELOPMENT
– It’s the process of learning basic
skills and knowledge.
– It’s job oriented in nature.
– It’s concerned with maintaining and
improving current job performance.
– The term training is generally used
to denote imparting specific skills
to operative workers and
employees.
– The role of supervisor is very
significant in training.
– It means growth of the individual in
all respects.
– It’s career oriented in nature.
– It seeks to develop competence and
skills for future performance.
– The term development is associated
with the overall growth of the
executives.
– The executives has to be internally
motivated for self-development.
Training Development

10. PROCESS OF DESIGNING T&D
 Identifying the training objectives.
 The framework for analyzing a training problem.
 Developing the training course.
 Selecting training method and implement.
 Evaluation of training programme.
 Follow- up

11. THE BASIC ELEMENT OF AN
EFFECTIVE TRAINING DESIGN
 Focused on learner .
 Based on identified needs .
 Measurable objectives .
 Goal- oriented .
 Time bound.
 Availability of resources

12. EVALUATION ACTIVITIES
– Feedback
– Personal talk
– Written test
– Task performance
– Evaluate recording of programme

13. THANK YOU