The document outlines the concepts of training and development (T&D) in human resource management, emphasizing their importance in improving employee skills and performance. It discusses the training need analysis (TNA) process that identifies training requirements at organizational, individual, and operational levels, and provides details on planning, types, and methods of training. Additionally, it distinguishes between training and development, highlighting that training is a structured process aimed at enhancing specific skills while development focuses on overall growth.

1. HUMAN RESOURCE
MANAGEMENT
“TRAINING & DEVELOPMENT”
Done By: Himanshu
Jain

2. CONTENTS...
 Introduction to T&D.
 Why Training?
 Training Need Analysis.
 Steps of TNA.
 Training Plan.
 Types of Training.
 Methods of Training.
 Differences.

3. INTRO...
Training:
 Act of increasing skills & knowledge.
 A process of learning a sequence of programmed
behaviour.
 Substantial influence in changing the capacity of the
individual to perform better.
Development:
 Process of improving Performance & Personality.
 Progress to maturity & better decision making.
 Effective utilization of capacity & resources to be a better
person.
 Equip for higher responsibilities & position.

4. WHY TRAINING...??
 Bridge the gap between current & actual knowledge &
skill sets.
 Optimum utilization of Human Resource.
 Development of skills of Employees.
 Increase Productivity.
 Boost Team Spirit.
 Quality Outcome.
 Profitability.

5. TRAINING NEED ANALYSIS(TNA)...
Need Arises at 3 Levels.
 Organizational Level - Focuses on strategic planning,
business need, and goals.
 Individual Level – Focuses on Employee Performance.
 Operational Level – Focuses on the tasks assigned e.g.
technical Knowledge, Machine Handling.

6. STEPS OF TNA...
 Organizational analysis (goals, resources).
 Task & Role Analysis.
 Personal analysis.
 Identify the training needs based on Performance, standards,
performance analysis etc.

7. TRAINING PLAN...
 Compare the Current inputs with the desired or the
standard expected to achieve the objectives.
 Create or develop a training programme that would help
bridge the gap.
 Before implementing the programme make sure it is
worth implementing and will fulfil the needs of the
organization and Individual needs.
 Set performance measures in place.
Analyse Design Develop Execute Evaluate

8. TYPES OF TRAINING...
 Skills Training (Hard Skills, Soft Skills).
 Refreshable Training.
 Cross Functional Training.
 Team Training.
 Creativity Training.
 Induction Training.

9. METHODS OF TRAINING...
 Jobs instruction Training.
 Coaching(Hands on experience).
 Mentoring.
 Jobs Rotation.
 Apprenticeship Training.
 Community assignment.
 Role Training.
 Program instruction.
 Lectures & conferences.
 Behaviourally experience Training.

10. DIFFERENCES...
TRAINING DEVELOPMENT
 Specific, time bound,
formal, well design, planned
activity for a clear goal.
 Training leads to
development.
 It is a part of development.
 Its focus is bringing change
in the participant’s
attitude,skills &knowledge
 It can be negative & positive
in direction.
 It is a never ending process.
 Its happen in both formal &
informal way.
 Development can be slow,
unless we get focused &
specific.
 Training is one of the tool of
Development.
 It is in positive direction
always.

11. THANK YOU...