The document discusses training and development in organizations. It defines training as helping employees acquire basic skills for their job functions, while development deals with activities to expose employees to additional duties and positions. Reasons for training and development include remaining relevant in business, creating replacements, enhancing abilities, and ensuring resources for expansion. The purpose is to increase productivity, job satisfaction, and efficiency while decreasing supervision needs. The training process involves assessing needs, setting objectives, selecting trainees and methods, and evaluating. Methods include on-the-job by supervisors and off-the-job by internal or external instructors. Effectiveness is measured by trainee reaction, learning, and improved job behavior post-training. Legal issues around training include inadequate

1. P R E S E N T E D B Y : - S U N I L P A N D E Y
M B A 1 S T Y E A R
Training & Development

2. Definition
 Training is organizational effort aimed at helping
employees to acquire the basic skills required for the
efficient execution of the functions for which they are
hired.
 Development on the other hand, deals with
activities undertaken to expose employees to
perform additional duties and assume positions of
importance in the organizational hierarchy.

3. Why Training & Development
 Relevantly remain in business.
 To Create a pool for replacements.
 Enhance the company’s ability.
 Ensure adequate human resources for expansion into new
programs.
 When a performance appraisal indicates performance
improvement is needed.
 Succession Planning.

4. Purpose of Training and development
 Workers are helped to focus, and priority is placed on
empowering employees.
 Productivity is increased, positively affecting the bottom
line.
 Job satisfaction, employee motivation and morale are
increased, reducing employee turnover.
 Processes increase in efficiency, resulting in financial
gain.

5. Purpose of Training and development
 Employee confidence is built.
 keeping and developing key performers
 Decreased need for supervision.

6. Training Process
 Organizational Objectives
 Needs Assessment
 Is There a Gap?
 Training Objectives
 Select the Trainees
 Select the Training Methods and Mode
 Choose a Means of Evaluating
 Administer Training
 Evaluate the Training

7. Identifying Training needs
Job
Present performance Desired performance
Gap
Setting Training Objectives and Policy
Designing Training Programme
Conducting the Training
Follow up and Evaluation
Approach to Training
F
E
E
D
B
A
C
K
&
R
E
V
I
E
w

8. Training Methods
On-the-Job Methods Off-the-Job Methods
- Job Rotation
- Coaching/ mentoring
- Job Instruction
-Apprenticeships
-Induction / orientation
-Internship
-Vestibule Training
- Role Playing
- Lecture Methods
- Conference or Discussion
-Programmed Instructions
-Audiovisual methods
-Case study
-Management games
-In- basket technique
-Laboratory training

9. Trainers
 On-the-job training is conducted mostly by supervisors.
 off-the-job training, by either in-house personnel or outside instructors.

10. Design Of a Training Program
1.Identification of Training needs
• Organisational Analysis
• Task Analysis
• Human Resource Analysis
2.Setting Training
Objectives
3.Organisation of Training Programme
*Trainee and Instructor
*Period of Training
*Training Method & Material
4.Evaluation of
Training Results

11. Issues of training & management development
LEGAL ISSUES
 Failing to provide required training or providing inadequate
training.
 Incurring employee injury during a training activity.
 Incurring injuries to employees or others outside the training
session.
 Reproducing and using copyrighted material in training classes
without permission.
 Not ensuring equal treatment while in training.

12. The following criteria may be used to measure the
effectiveness of training :
(a) Reaction :- Trainees’ reaction to be objective, contents
and methods of training are good indicators of
effectiveness. In case the trainees considered the
programme worthwhile and liked it, the training can be
considered effective.
(b) Learning :- The extent to which the trainees have gained
the desired knowledge and skills during the training
period is a useful basis of evaluating training
effectiveness.
(c) Behavior :-Improvement in the job behavior of the
trainees reflects the manner and extend to which the
learning has been put to practice.