1. The document outlines an introduction to training and development presented by 5 students and 2 faculty members. 2. It discusses the differences between training, which focuses on short-term skills, and development, which involves long-term personality and career growth. 3. The key methods of training covered are on-the-job training, which occurs while employees work, and off-the-job training, which takes place away from the workplace through lectures and simulations.

1. PRESENTED BY :
ROLL NO.
MS. GILLIAN DOURADO
68
MR. NAVIN DUBEY
69
MR. BURHANUDDIN KACHWALA
76
MR. RAMLAVAT PATEL
89
MS. AAYUSHI TREHAN
115
MR. SAVIO MENEZES
117
1/22/2014

2. WHAT WILL WE LEARN ???
 INTRODUCTION


TRAINING
DEVELOPMENT
 WHY TRAINING ?
 WHY NEEDS ASSESSMENT ?
 NEEDS ASSESSMENT METHODS
 METHODS & TECHNIQUES OF TRAINING


ON-THE-JOB TRAINING
OFF-THE-JOB TRAINING
 CAREER DEVELOPMENT
 SUMMARY
1/22/2014

3. INTRODUCTION TO TRAINING
1
 Training is :

a short term process

an activity based concept

skills are learned or relearned

aims to enhance individual effectiveness on the job

involving practical application of programmed knowledge
MET Institute of Management
HRM
1/22/2014

4. INTRODUCTION - DEVELOPMENT
2
 Development is less skill oriented
 Focuses
on knowledge about business environment,
management principles & techniques, human relations,
specific industry analysis
 It involves –

Personality development

A long run intervention

Relates individuals to the organization in terms of goals, skills, attitudes,
behaviors & values
MET Institute of Management
HRM
1/22/2014

5. INTRODUCTION (contd..)
3
 Training & Development are not synonymous terms
Training
Development
Focus
Current Job
Current and Future Job
Scope
Individual Employees
Work group or organisation
Time Frame
Immediate
Long Term
Goal
Fix Skill Deficit
Prepare for future work
MET Institute of Management
HRM
1/22/2014

6. WHY TRAINING ?
4
 An individual needs training when his or her performance
falls short of expectations
 Performance deficiency may be due to



KSA (knowledge, skills & abilities) deficiency
Incongruence between performance & reward
Inadequate feedback
 Should also focus on anticipated skills of an employee
 May also require training for new skills
MET Institute of Management
HRM
1/22/2014

7. NEEDS ASSESSMENT IN AN ORGANIZATION
5
 An organization spends vast sums of money on T&D
 It diagnosis present problems & future challenges
 Organizations that implement training programmes
without conducting needs assessment may indulge in
making errors
 It helps to develop the right person for the right Job
 It occurs at two levels viz., group & individual
MET Institute of Management
HRM
1/22/2014

8. Needs assessment methods
6
After
completion
of two
analysis,
objectives
for the
training
programmes
can be
derived
MET Institute of Management
HRM
1/22/2014

9. METHODS & TECHNIQUES OF TRAINING
7
TRAINING METHODS
On-the-job Methods
Off-the-job Methods
Orientation training
Job-instruction training
Apprentice training
Assistantship
Job rotation
Coaching
Lecture
Simulation
Laboratory training
Conference or Discussion
Case Study
Vestibule Training
MET Institute of Management
HRM
1/22/2014

10. METHODS OF TRAINING (CONTD..)
8
Which tool is eventually used depends upon :

Requirement of participants knowledge & skills

Its assessed need by the manager

Time & Cost constraints

Expertise of trainer
MET Institute of Management
HRM
1/22/2014

11. ON THE JOB TRAINING
9

On-the-Job-Training is the training that takes place while
employees are actually working

Skills can be gained while trainees are carrying out their
jobs

Benefits both employees and the business

Employees learn in the real work environment
MET Institute of Management
HRM
1/22/2014

12. METHODS OF ON THE JOB TRAINING
10
ORIENTATION TRAINING
APPRENCTICE TRAINING
JOB INSTRUCTION
TRAINING
MET Institute of Management
HRM
1/22/2014

13. ON THE JOB TRAINING (CONTD..)
11
JOB ROTATION
MET Institute of Management
COACHING
HRM
1/22/2014

14. ON THE JOB TRAINING (contd..)
12
Advantages of On-the-Job Training:

It is directly in the context of job

It is often informal

It is most effective because it is learning by experience

It is least expensive

Trainees are highly motivated

Free from artificial classroom situations
MET Institute of Management
HRM
1/22/2014

15. ON THE JOB TRAINING (contd..)
13
Disadvantages of On-the-Job Training:

Trainer may not be experienced enough to train or he may not be so
inclined

It is not systematically organized

Poorly conducted programs may create safety hazards
MET Institute of Management
HRM
1/22/2014

16. OFF THE JOB TRAINING
14
 It refers to the training done on behalf of employers and is
usually conducted away from their working location
 Involves
theories and practical application, including
appraisal and examinations done at provider's site
 To improve the employees' level of work performance
 It is usually done via lectures and seminars
MET Institute of Management
HRM
1/22/2014

17. METHODS OF OFF THE JOB TRAINING
15
LECTURE
SIMULATION
VESTIBULE TRAINING
MET Institute of Management
HRM
1/22/2014

18. OFF THE JOB TRAINING (CONTD..)
16
CONFERENCE TRAINING
MET Institute of Management
CASE STUDY
HRM
1/22/2014

19. OFF THE JOB TRAINING (contd..)
17
 ADVANTAGES

Gets employees away from their work environment to a place where
their frustrations and bustle of work are eliminated

Can be a source to supply the latest information, current trends, skills
and techniques

Experts in their field would cover these courses, and this would mean
that training for staff members would be taught to a reasonable standard

Sending an employee on a course could help to make an employee feel
more valued as they would feel as if they are receiving quality training
MET Institute of Management
HRM
1/22/2014

20. OFF THE JOB TRAINING (contd..)
18
 DISADVANTAGES

The overall cost could prove quite expensive

No guarantee that sufficient skills of knowledge will be transferable or
valuable

The different learning speeds of individuals who are usually forced to
progress at a compromise rate

Not all the learners will be starting at the same knowledge or skill level
MET Institute of Management
HRM
1/22/2014

21. CAREER DEVELOPMENT
19
 Career Development is a formal approach
 Benefits both employees & the organization
 Adds value to themselves & to the company
 It looks at :

how individuals manage their careers within and between organizations

how organizations structure the career progress of their members
MET Institute of Management
HRM
1/22/2014

22. SUMMARY
20
 Training is confined to shop-floor workers, whereas Development
is meant for executives
 Training & Development provides specific skills, abilities & skills
and knowledge to employees
 It lends stability & flexibility to an organization
 Accident, scrap and damage to machinery can be avoided or
minimized
 Future needs of employees will be taken care by training &
development
MET Institute of Management
HRM
1/22/2014

23. 1/22/2014