is a subsystem of an organization. It
ensures that randomness is reduced and
learning or behavioural change takes
place in structured format.
Two approaches of T and D
TRADITIONAL AND MODERN APPROACH
OF TRAINING AND DEVLOPMENT
Approach – Most of the
organizations before never used to believe in
training. They were holding the traditional view
that managers are born and not made. There
were also some views that training is a very
costly affair and not worth. Organizations used
to believe more in executive pinching.
Modern approach- It is that Indian
Organizations have realized the
importance of corporate training. Training
is now considered as more of retention
tool than a cost. The training system in
Indian Industry has been changed to
create a smarter workforce and yield the
Methods of Training
Cognitive methods are more of giving theoretical
training to the trainees. The various methods
under Cognitive approach provide the rules for
how to do something, written or verbal
information, demonstrate relationships among
FOCUSES- changes in knowledge and attitude
Methods that come under Cognitive approach
COMPUTER BASED TRAINING (CBT)
This method is used to create understanding of a topic
or to influence behavior, attitudes through lecture.
A lecture can be in printed or oral form.
Lecture is given to enhance the knowledge of listener
or to give him the theoretical aspect of a topic.
It is difficult to imagine training without
There are some variations in Lecture
The variation here means that some
forms of lectures are interactive while
some are not.
This method is a visual display of how
something works or how to do something.
Example, trainer shows the trainees how to
perform or how to do the tasks of the job.
Helps the focusing their attention on critical
aspects of the task
This method uses a lecturer to provide the learners
with context that is supported, elaborated, explains, or
expanded on through interactions both among the
trainees and between the trainer and the trainees.
Discussion method is a two-way flow of
knowledge in the form of lecture is communicated to
Then understanding is conveyed back by trainees to
Providing training to employees through Intranet
CBT does not require face-to-face interaction
with a human trainer.
Behavioral methods are more of giving
practical training to the trainees
The various methods in this allows the
trainee to behavior in a real fashion
These methods are best used for skill
GAMES AND SIMULTATIONS
Game is defined as spirited activity or
exercise in which trainees compete with
each other according to the defined set of
Simulation is creating computer versions
of real-life games.
It is about imitating or making judgment or
opining how events might occur in a real
These are based on the set of rules, procedures,
plans, relationships, principles derived from the
business games, trainees are given some
information that describes a particular situation
and are then asked to make decisions that will
best suit in the favour of the company.
Role play is a simulation in which each participant is
given a role to play.
Information is given to Trainees related to:
description of the role
Then, a general description of the
situation, and the problem that each one
of them faces, is given.example,
Situation could be strike in factory,
Managing conflict between two parties
Scheduling vacation days, etc.
In basket techniques
In this technique, trainee is given some information
about the role to be played such as, description,
responsibilities, general context about the role.
The trainee is then given the log of materials that make
up the in-basket and asked to respond to materials
within a particular time period.
After all the trainees complete in-basket, a discussion
with the trainer takes place.
Equipment simulators can be used in giving training to:
Product Development Engineers
The trainee is given with some written
material, and the some complex situations
of a real or imaginary organization.
The more future oriented method and more
concerned with education of the employees. To
become a better performer by education implies
that management development activities attempt
to install sound reasoning processes.
Two parts of development
THE JOB TRAINING
THE JOB TRAINING
ON JOB TRAINING
The development of a manager’s abilities can take place
on the job. The four techniques for on-the job
JOB INSTRUCTION TECHNIQUE (JIT)
Coaching is one of the training methods, which
is considered as a corrective method for
Coaching is the best training plan
It is one-to-one interaction
It can be done on phone, meetings, through
mails, chat etc.
Mentoring is an ongoing relationship that
is developed between a senior and junior
Mentoring provides guidance and clear
understanding of how the organization
goes to achieve its vision and mission to
the junior employee.
This approach allows the manger to
operate in diverse roles and understand
the different issues that crop up.
It is the process of preparing employees at
a lower level to replace someone at the
next higher level.
Job Instruction Technique (JIT) uses a
strategy with focus on knowledge (factual
and procedural), skills and attitudes
OFF THE JOB TRAINING –
There are many management development
techniques that an employee can take in off the job.
The few popular methods are:
STRAIGHT LECTURES/ LECTURES
training is about making
people understand about
themselves and others reasonably,
which is done by developing in
them social sensitivity and
Transactional Analysis provides trainees with a
realistic and useful method for Analysing and
understanding the behavior of others.
In every social interaction, there is a motivation
provided by one person and a reaction to that
motivation given by another person. This
motivation-reaction relationship between two
persons is a transaction.
Lecture – A Method of
Lecture is given to enhance the
knowledge of listener or to give him the
theoretical aspect of a topic.
Training is basically incomplete without