Training and development

1. Training & Development
Presented by
Paramita Chakraborty
Siliguri Institute of Technology

2. Education is the process of imparting theoretical teaching/learning in classrooms
Training is the process of imparting skills.
Development is the exposure of employees to general subject and attitudinal aspects of
overall self improvement aimed at helping employees to grow and assume responsibilities
in higher positions

3. Training is the act of increasing the knowledge and skills of an employee for doing a
particular job – According to Flippo
 Executive or management development is a planned, systematic and continuous process
of learning and growth by which managers develop their conceptual and analytical
abilities to manage.
 Concept of Training:
 The entire philosophy of training rests on the principles of learning. A successful
training programme will begin with successful identification of training needs and
creation of right kind of environment for conducting the same. The trainer should have
the requisite skills and expertise, choose appropriate methods, have a pleasing
personality, and also be able to relate the value of training to the enterprise.

4. Training efforts must invariably follow certain learning oriented guidelines, which may be
summarized as follows:
 Intention to Learn
 Reinforcement
 Developing Potential
 Active Participation
 Effect of Practice
 Transfer of Learning

5. Objectives of Training
 Induction
 Skill Up gradation
 Preparing for Future Assignment
 To improve productivity and quality
 To prevent accidents
 To avoid boredom, monotony and fatigue
 To support personal growth and development

6. Education
 Wider scope compared to training
 Process of increasing the knowledge and understanding
 KSA development across several situations
 Imparted through schools/ colleges/ self learning
 Generally theory based

7. Training
 Generally limited to increasing knowledge and skill related to job being performed.
Primary focus is job operative
 Focuses on job related competencies and imparts job related skills
 Generally directed towards non-management personnel
 Present focused
 To overcome the existing performance problems
 Training is practice based and company specific

8. Development
 Acquire KSA for future responsibilities
 More general than training, individual specific, but related to company and most often
aimed toward management people
 Generally focus on non-technical organizational functions such as negotiation skills,
problem solving, decision making, leadership skills etc. – managerial skills
 Directed towards managerial personnel
 Focus is to develop an employee for higher level responsibilities, long term association
with the company

9. Differences between Training & Development
Basis Training Development
Focus Learn specific actions;
demonstrate techniques
and processes
Understand and
intercept knowledge;
Develop judgments and
decision making
Time Frame Short Term Long Term
Process Tries to improve a
specific skill relating to
a job (mostly technical
and mechanical)
Tries to improve
personality of an
individual(mostly
through behavioral
technique
Goal Meet current
requirements of a job;
aims at improving
performance on current
job
Meet future challenges
of the job and the
individual
Effectiveness Measures Performance Appraisal,
cost benefit, passing
tests and certificates
Qualified people
available when needed,
promotion from within
possible, HR based
competitive advantage

10. Importance of Training
Benefits to the Organisation Benefits to the Employees
1.Trained workers are effective and
efficient
2.They handle machines properly and
wastage is reduced
3.Fewer accidents
4.Micro managing / close supervision may
not be required
5.Trained workers exhibit better
performance
6.Produce better quality products
7.Growth opportunities are better
8.Become more loyal to the organization
1.Finds job work easy
2. Puts in less effort to achieve results
3. Facilitate growth and promotions
4. Realize career goals faster
5. Makes him better in the job market and
more mobility
6. Handle the job with confidence, hence
increase of morale
7. Can cope better with organizational
change

11. Methods of Training
A. On-the-Job Methods B. Off-the-job Methods
Orientation Training Vestibule Training
Job-instruction Training Lectures/Virtual Classroom
Apprentice Training Special study
Internships Role Playing
Job Rotation Simulation
Coaching Laboratory Training/Learning Portals
Films/Conference or discussion

12. Vestibule training Apprenticeship
Virtual Classroom
Informal Learning

13. Training & Development Process
Need Analysis- Task & Performance Analysis
Instructional Design
Validation
Implementation
Evaluation & Feedback

14. Thank you