This PPT will help to understand basic concepts in Training -It will be helpful for U.G & P.G students in understanding training and development concepts. For other topics regarding training and development kindly refer my other PPT Training – Introduction – Definition – Scope – Objectives – Benefits of Training – Designing of effective Training – Opportunities and Challenges for Training – Learning – Training – Development – Education – Meaning – Concepts – Differences

2. BY
MANOJ KUMAR.T B.Tech,MBA,NET..
Asst Professor
Sri Kaliswari Institute of Management and Technology

4. TRAINING
Training is Expensive. Without Training, it is more
Expensive
Training is a set of activities.
It is the systematic process of providing an
opportunity to learn KSAs for current or future jobs.
Training provides an opportunity for learning.
Training is the process of altering employee behavior
& attitudes in a way that increases their probability of
goal attainment.” It involves changing of- skill,
knowledge and attitude.
T.Manoj kumar
Asst Professor, SKIMT Training and Development

5. SCOPE OF TRAINING
The scope of training depends upon the
categories of employees to be trained. As
we all know that training is a continuous
process and not only needed for the newly
selected personnel but also for the existing
personnel at all levels of the organisation.
• 1. Knowledge
• 2. Skills acquisition
• 3. Attitude formation
• 4. Ethical Values
• 5. Analytical Reasoning
T.Manoj kumar
Asst Professor, SKIMT Training and Development

6. Objectives of Training
1. Increased Productivity
Training takes the current capabilities of the workers of a brand, polishes it and makes
them learn and devise new and effective methods of doing the same thing, in a repeated
manner.
2. Quality Improvement
Improving the quality of the product is obviously one of the main objectives of training
and development since it’s not like those times when customers weren’t such quality
conscious. Today’s customer knows what’s better for him and what’s not. Simply said,
those old methods of some sweet talk and business won’t work for much long
3. Learning time Reduction
Reducing the learning time is also one of the main objectives of training and
development. But this scenario can also be supported by the usage of proper learning
material and experienced instructors who prefer real-life experience than cramming
T.Manoj kumar
Asst Professor, SKIMT Training and Development

7. Objectives of Training
4. Safety First
Providing the knowledge, for using the equipment in a proper way and creating the life-friendly product,
also belongs to one of the major objectives of training and development. The higher, the employees are
better at handling equipment, the better it is both for the company and for the workers.
5. Labour Turnover Reduction
Training ensures that the company doesn’t need to turn over its workforce again and again because it
prepares the employees to face any situation which proves helpful in bringing in the feeling of workers.
Therefore, the workforce feels safe and secure at a particular job.
6. Keeping yourself Updated with Technology
Newer technologies are rolling in and we could continue to list it down but we haven’t got time for that.
Training and education to the employees keep them updated with the latest of the additions to the
technologies, methods, techniques and processes.
T.Manoj kumar
Asst Professor, SKIMT Training and Development

8. Benefits/Advantages of Training
1. Leads to improved profitability and or more positive attitudes towards profits
orientation
2. Improves the job knowledge and skills at all levels of the organisation
3. Improves the morale of the workforce
4. Helps people identify with organisational goals
5. Helps create a better corporate image
6. Fasters authenticity, openness and trust
7. Improves the relationship between boss and subordinates
8. Aids in organisational development
9. Learns from the trainee
10. Helps prepare guidelines for work
T.Manoj kumar
Asst Professor, SKIMT Training and Development

9. Opportunities and Challenges/Issues in Training
1. Aligning training with business strategy
Changing business environment
People in all levels of organization should make day to day decisions that supports business strategy
Tapping the intelligence of the experts, i.e “employees”
2. Changing demographics
Major demographics shift have occurred
North America & Europe-20% working population is above 55 years
India will remain youngest country for a while
So Training should focus on building bridge between older managers & younger subordinates
Baby Boomers (Born after Second world war – 1946 -1964, aged between 52 and 70 in April 2016)
Age, gender, race, ethnicity, nationality

10. 3. Knowledge Workers
Knowledge occurred through or during should benefit employees by providing equal knowledge in the area
they have obtained training
Defines these individuals as "high level employees who apply theoretical and analytical knowledge, acquired
through formal education, to develop new products or services".
4. Advances in technology
• Training executives must develop strategies for utilizing the available technology in a ways that meet their
business need
• Tools such as blogs,twitter,facebook,myspace and LinkedIn offer ways to enhance
• Some traditional training that occurs in a classroom and even earlier types of electronic training.
• Technology development is in rapid pace so adapting it and developing the right talent is challenge for
trainers.
Opportunities and Challenges/Issues in Training
T.Manoj kumar
Asst Professor, SKIMT Training and Development

11. Opportunities and Challenges/Issues in Training
5.. Quality
Training must be seen as an integral part of the organization’s performance improvement system
Quality improvement is a key component of most continuous process
High –quality products and services are necessary to stay in business in today’s competitive
markets
ISO Certification process
Pre audit - Assessing how one is doing now
Process mapping - Documenting the way things are done
Change - Developing processes to improve the way things
are done to a desired level of quality
Training - Training in the new processes
Post audit - Assessing how one is doing now after the change and
continuing the improvement process
Example : Infosys
T.Manoj kumar
Asst Professor, SKIMT Training and Development

12. OPPORTUNITIES
AND
CHALLENGES/IS
SUES IN
TRAINING
LEGAL ISSUES
• EQUAL OPPORTUNITY/EQUITY
• LIABILITY FOR INJURY OR ILLNESS
• CONFIDENTIALITY
• COPYRIGHTED MATERIALS
T.Manoj kumar
Asst Professor, SKIMT Training and Development

13. Training
Process
Model
A Training Process Model
Triggering Event - Occurs when a person
with authority to take action recognizes that
Actual Organizational Performance (AOP) is
less than the Expected Organizational
Performance (EOP).
T.Manoj kumar
Asst Professor, SKIMT Training and Development

14. T.Manoj kumar
Asst Professor, SKIMT Training and Development

15. TRAINING PROCESS MODEL
1.Analysis Phase
Often referred to as a Training Needs Analysis (TNA).Here both Training and Non-Training Needs are identified
 An effective training system begins with the identification of the organisation’s training needs.These needs will create a
Performance Gap (AOP is Less than EOP)
 Eg: Profit shortfalls, Sales coming down, Low customer satisfaction, Low market share, Excessive scrap, Labour turnover etc.
 Another type is future oriented (Introduction of automation)
 Once the Performance Gap exists, the cause must be determined.
 The cause might be inadequate KSAs of employees. – This is one among the reasons.
 After cause is identified ,then it should be eliminated
 The other reasons are motivation issues, faulty equipments etc. (Non-training needs)
 Separate KSA from Non-KSA Causes.
 Performance gaps caused by KSA deficiencies are identified as Training needs
T.Manoj kumar
Asst Professor, SKIMT Training and Development

16. TRAINING PROCESS MODEL
2. Design Phase
Development of training objectives that provide specific direction for what will be trained and how.
These provide directions for what will be trained and how. They specify the employee and organizational
outcomes that should be achieved.
Another part of design process is how the organization constraints will be addressed.
Finally identifying factors needed for the training program t o facilitate training and its transfer back to
the job are the major outcomes of design phase.
3. Development Phase
It is the process of formulating an instructional strategy to meet the training objectives. It consists of the
order, timing, methods, materials, equipments, media, facilities etc.
Obtaining or creating all the things needed to implement training program is a part of this stage.
T.Manoj kumar
Asst Professor, SKIMT Training and Development

17. TRAINING PROCESS MODEL
4. Implementation Phase
All the training aspects are put together here. Dry Run and Pilot study.
Determine any modification necessary
5. Evaluation Phase
a) Process Evaluation - Did the trainer follow the exact training process suggested?
How well the a training process is achieved its objectives.
Eg: Role play means it is Role play.Were they properly used?
Collecting and analyzing the data
b) Outcome Evaluation – Is the evaluation conducted at the end of training to determine the effects of training on the trainee,
the job and organization
Combination of Process Evaluation & Outcome evaluation serve as a power tool for improving programs
T.Manoj kumar
Asst Professor, SKIMT Training and Development

18. Learning
SKILL
Compilation
Automaticity
Attitude
Motivation
Knowledge
DECLARATIVE
PROCEDURAL
STRATEGIC
T.Manoj kumar
Asst Professor, SKIMT Training and Development

19. Learning
Permanent change in cognition (Understanding and thinking) that
results from experience and that directly influences behaviour.
Outcomes-Knowledge, Skills & Ablities.
T.Manoj kumar
Asst Professor, SKIMT Training and Development

20. Learning
Knowledge is a organized body of facts, principles,
procedures and information occurred over time.
Declarative knowledge: is a person’s store of factual
information about a subject.
Facts are verifiable blocks of information such as
legal requirement for hiring, safety rules etc
Evidence of factual knowledge exists when the
leaner can recall or recognize specific blocks of
information.
T.Manoj kumar
Asst Professor, SKIMT Training and Development

21. Learning
Procedural Knowledge : At a higher level is the
person’s understanding of how and when to
apply the facts that have been learned
It assumes some degree of factual knowledge.
Ex: Employment interviewing process.
Procedural knowledge allows trainees to
understand the underlying rationale and
relationship surrounding the potential course of
action so they can apply their factual knowledge
appropriatel.y
T.Manoj kumar
Asst Professor, SKIMT Training and Development

22. Learning
Highest level of knowledge is strategic knowledge
This is used for planning, monitoring and revising goal
directed activity.
It requires acquisition of the two lower of knowledge
(facts & procedures)
Strategic knowledge consist of person’s awareness of
what he knows and internal rules he has learned for
accessing the relevant facts and procedures to be
applied towards achieving some goal.
T.Manoj kumar
Asst Professor, SKIMT Training and Development

23. Learning
Skills:
A gap separate knowing those things from
actually being able to do them.
Skill means capacity needed to perform a set of
job.
A person’s skill level is demonstated by how well
she is able to carry out specific actions, such as
operating a piece of equipment, communicating
effectively or implementing a business strategy
T.Manoj kumar
Asst Professor, SKIMT Training and Development

24. Learning
Levels of skill acquisition: 1) Compilation 2) automaticity
When a person is learning a skill or has recently learned it ,then he is in
compilation stage
After a person has learned a skill and used it often, then she has reached
automaticity stage.
At this stage he/she can perform things without thinking of it.
T.Manoj kumar
Asst Professor, SKIMT Training and Development

25. Learning
Attitude
Are employees belief and opinion.
Beliefs and opinions the person holds about object or
events create positive or negative feelings about the object
or events
Ex: Opinion about Supervisor
Attitude affects motivation
Motivation reflected in the goals of people chose to pursue
and the effort they put in achieving those goals.
T.Manoj kumar
Asst Professor, SKIMT Training and Development

26. Nature and Characteristics of Learning
Learning is the change in behaviorLearning
Learning is a continuous life long processLearning
Learning is a universal processLearning
Learning is purposive and goal directedLearning
Learning involves reconstruction of experiencesLearning
Learning is the product of activity and environmentLearning
Learning is transferable from one situation to anotherLearning
Learning helps in attainment of teaching learning objectivesLearning
Learning helps in the proper growth and developmentLearning
Learning helps in the balanced development of the personalityLearning
T.Manoj kumar
Asst Professor, SKIMT Training and Development

27. Development
Development
Refers to the learning of KSA
In other words, training provides the opportunity for learning
and development is the result of learning.
This activity focuses upon the activities that the organization
employing the individual, or that the individual is part of, may
partake in the future, and is almost impossible to evaluate.
T.Manoj kumar
Asst Professor, SKIMT Training and Development

28. Education
Education is the process of increasing the general knowledge and
understanding of employees.
It is a person-oriented, theory-based knowledge whose main purpose
is to improve the understanding of a particular subject or theme.
Education is typically differentiated from training & development by
the types of KSAs developed, which are more general in nature.
T.Manoj kumar
Asst Professor, SKIMT Training and Development

29. Difference between Training & Development
Point of Differences Training Development
Meaning Training means imparting skills and knowledge
for doing a particular job
Development visualizes growth of an
employee in all respects
Purpose Training increases the job skills Development shapes attitude
Targeted audience It is used to impart specific skills among
operative workers and employees
It is associated with the overall growth
of the executives
Perspective It has a short term perspective It has a long term perspective
Nature Training is job centered in nature Development is career oriented in
nature
Role of trainer In training, the role of trainer or supervisor is
important
Development is self driven. The
executives have to be internally
motivated for self development
Develop Training seeks to develop skills already
possessed by workers
Development seeks to develop hidden
qualities and talents of person
Methods used Training use On the job Training methods such
as Apprenticeship, Vestibule etc
Development use Off the job Training
methods such as lecture, brain
storming, role play etc

30. Training Policy
Training Policy
A good training policy includes
1. This policy depicts the top management’s philosophy regarding
training of employees.
2. This training policy includes the rules and regulations, procedure,
budget, standards and conditions regarding training.
3. This policy depicts the intention of the company to train and
develop its personnel.
4. It provides guidelines for training programme.

31. mail id : manothamu@gmail.com
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