Q1. What is training?

Explain the difference between training and education and also

Teacher and Trainer.

Training is the action of teaching somebody a particular skill. It may also refer to the teaching of
a type of behavior. Training may apply to either humans or animals. It aims to improve a person’s
capacity, capability, performance, or productivity.

Training is also the action of undertaking a course of exercise in preparation for, for example, a
sporting event. If I say “Mary will have to go into strict training,” I am referring to physical
exercise and the practice of specific skills. Perhaps she will train for a tennis or hockey match.

“Organized activity aimed at imparting information and/or instructions to improve the recipient’s
performance or to help him or her attain a required level of knowledge or skill.”

Training vs. education

Although the two terms are about learning, their meanings are not the same.

Education

Education is a process of systematic learning. In education, students or pupils learn things in an

institution. The institution may be a school, college, or university.

Children’s education usually refers to their schools, what they do there, and what they learn. The
term refers to both the academic levels they reach as well as learning good manners, right from
wrong, ethics, etc.

Training

Training implies teaching a special skill or behavior. Workers in a company receive training when
they need to or want to learn new skills.

If I work in a warehouse and want to learn how to use a fork-lift truck, somebody will have to train
me. This type of learning is not education.

Children at school may sometimes find themselves in situations in which somebody trains them.
For example, if you are in a school sports team, you may have to practice together three times a
week. Those practice sessions are training sessions.
However, a school pupil or university student sitting in a classroom learning about geography or
mathematics are in education, and not in a training course.

“Traditionally, training has been concerned with specific skills and shorter time frames. For
example, how to program a CNC machine, or how to handle specific types of customer
interactions.”

“Education, on the other hand, has been more about teaching someone a broad set of skills – such
as critical thinking, researching and presenting information, and other traditionally ‘soft’ skills –
that are transferable across a variety of fields.”

Teacher vs. trainer

Trainers and teachers are both trying to get people to learn things. However, teachers generally
impart theoretical knowledge while trainers impart practical knowledge.

Sports teams have trainers, not teachers. If you want somebody to help you focus on your workouts
in the gym, you have a personal trainer.

If, on the other hand, you are worried about passing a biology exam at school, you may try to find
a private teacher.

Q2. Why there is a need for training? Why is it important in any organization?

Training is ‘the organized procedure by which people learn knowledge and/or skill for a definite
purpose’. Training refers to the teaching and learning activities carried on for the primary purpose
of helping members of an organization acquire and apply the knowledge, skills, abilities, and
attitudes needed by a particular job and organization.

According to Edwin Flippo, ‘training is the act of increasing the skills of an employee for doing a
particular job’.

Need for Training:

Every organization should provide training to all the employees irrespective of their qualifications
and skills.
Specifically the need for training arises because of following reasons:

1. Environmental changes:

Mechanization, computerization, and automation have resulted in many changes that require
trained staff possessing enough skills. The organization should train the employees to enrich them
with the latest technology and knowledge.

2. Organizational complexity:

With modern inventions, technological upgradation, and diversification most of the organizations
have become very complex. This has aggravated the problems of coordination. So, in order to cope
up with the complexities, training has become mandatory.

3. Human relations:

Every management has to maintain very good human relations, and this has made training as one
of the basic conditions to deal with human problems.

4. To match employee specifications with the job requirements and organizational needs:

An employee’s specification may not exactly suit to the requirements of the job and the
organization, irrespective of past experience and skills. There is always a gap between an
employee’s present specifications and the organization’s requirements. For filling this gap training
is required.

5. Change in the job assignment:

Training is also necessary when the existing employee is promoted to the higher level or
transferred to another department. Training is also required to equip the old employees with new
techniques and technologies.

Importance of Training:

Training of employees and managers are absolutely essential in this changing environment. It is
an important activity of HRD which helps in improving the competency of employees. Training
gives a lot of benefits to the employees such as improvement in efficiency and effectiveness,
development of self-confidence and assists everyone in self-management.
The stability and progress of the organization always depends on the training imparted to the
employees. Training becomes mandatory under each and every step of expansion and
diversification. Only training can improve the quality and reduce the wastages to the minimum.
Training and development is also very essential to adapt according to changing environment.

Q3. Discuss the different types of training.

To create a happy, productive workforce, training managers must provide opportunities for further
training and growth. Unfortunately, too many employees or management dismiss training as
boring or unnecessary. And, let’s face it, employee training can be boring, but only when the wrong
types of training are matched up with the topic or issue you’re tackling. Matching the types of
employee training to your employee needs can ensure they receive the information they need, in
the format best suited for it.

The best types of employee training methods for your workforce may include:

 Instructor-led training
 eLearning
 Simulation employee training
 Hands-on training
 Coaching or mentoring
 Lectures
 Group discussion and activities
 Role-playing
 Management-specific activities
 Case studies or other required reading

We discuss the ideal situations for these types of training for employees, along with their respective
challenges below.

1. Instructor-led training

Instructor-led training is the traditional type of employee training that occurs in a classroom, with
a teacher presenting the material. This can be a highly effective method of employee training,
especially for complex topics. Instructors can answer specific employee questions or direct them
to further resources. They also allow for highly-skilled instructors to match the training level and
style to the employees in the room.

However, instructor-led training does have some drawbacks, including cost and time to implement.
It can also be unnecessary for concise topics. We discuss more about this in our post, “Instructor-
Led Training Vs. eLearning.”.

2. eLearning

eLearning, on the other hand, relies on online videos, tests, and courses to deliver employee
training. Employees can do their training right in the palm of their hand with a smartphone or on
their company computers.

It’s one of the easiest types of employee training to roll out to larger populations, especially for
employees who are remote or have high-turnover rates. With interactive games, tests, videos,
activities, or even gamified components, it can also go a long way towards keeping your employees
engaged with the training.

Of course, eLearning also has its own challenges. Without a solid instructional design strategy
behind it, the graphics and visuals that make eLearning fun can also make it gimmicky or quickly
outdated. Keeping it up-to-date is also a necessary best practice. We cover the major advantages,
and disadvantages, of eLearning here.

3. Simulation employee training

Simulation training is most often provided through a computer, augmented, or virtual reality
device. Despite the initial costs for producing that software or technology, however, simulation
training can be a necessary option for employees in riskier or high-stakes fields. You’ll often see
simulation training for pilots or doctors, but it can be useful for other employees too.

This type of employee training is also highly-effective and reliable, allowing employees to
progress consistently and at their own pace.

4. Hands-on training
Hands-on training includes any experiential training that’s focused on the individual needs of the
employee. It’s conducted directly on the job. Hands-on training can help employees fit perfectly
into their upcoming or current role, while enhancing their current skills.

5. Coaching or mentoring

Coaching or mentoring can share similar qualities to hands-on training, but in this type of employee
training, the focus is on the relationship between an employee and a more experienced
professional, such as their supervisor, a coach, or a veteran employee.

The one-on-one mentoring style creates a relationship between employees that carries far beyond
training. It also allows the employee to ask questions they may not feel comfortable asking in a
classroom, instructor-led training. This training method can be done in person or virtually, through
online coaching sessions.

For all its benefits, mentoring is costly in terms of employee hours and should be used
appropriately to reduce those associated costs. Coaching—bringing in a trained professional—can
sometimes provide a more time-efficient alternative, but without the relationship building that’s
so valuable in mentoring.

6. Lecture-style training

Important for getting big chunks of information to a large employee population, lecture-style
training can be an invaluable resource for communicating required information quickly.

7. Group discussions and activities

For the right group of employees, group discussions and activities can provide the perfect training
option. It allows multiple employees to train at once, in an environment that better fits their current
departments or groups. These discussions and activities can be instructor-led or facilitated by
online prompts that are later reviewed by a supervisor.

8. Role-playing

Similar to group discussions, role-playing specifically asks employees to work through one aspect
of their jobs in a controlled scenario. They’ll be asked to consider different points-of-view and
think on their feet as they work through the role-playing activity.
Like other group activities, role-playing is highly effective but may be unnecessary for simple,
straightforward topics. It also requires more employee time, potentially taking time away from an
entire department while they’re going through the training.

9. Management-specific activities

Management-specific activities are just that—employee training that’s focused on the needs of
managers. They may include simulations, brainstorming activities, team-building exercises, role-
playing, or focused eLearning on management best practices.

While management training can include many different types of training, it’s important to consider
the additional needs of your managers separately from the rest of your employee population. This
ensures they have the foundation they need to support the rest of their staff.

10. Case studies or other required reading

Finally, some employee training topics are readily accessible through required readings. Case
studies, in particular, can provide a quick way for employees to learn about real workplace issues.
Employees can read through these at their own pace, or while working in a team-building session
with other employees.

Case studies are a great option for focused topics, but more complex topics will likely require more
advanced types of employee training.

Q4. Explain the training process.

Training Process in HRM – Steps, Process and Phases

A training is not a one sort affair; rather it is a step-by-step process that will completed only after
successful completion of given sequential activities.

Step # 1. Identifying Training Needs:

Training need is a difference between standard performance and actual performance. Hence, it
tries to bridge the gap between standard performance and actual performance. The gap clearly
underlines the need for training of employees. Hence, under this phase, the gap is identified in
order to assess the training needs.
Step # 2. Establish Specific Objectives:

After the identification of training needs, the most crucial task is to determine the objectives of
training. Hence, the primary purpose of training should focus to bridge the gap between standard
performance and actual performance. This can be done through setting training objectives. Thus,
basic objective of training is to bring proper match between man and the job.

Step # 3. Select Appropriate Methods:

Training methods are desired means of attaining training objectives. After the determination of
training needs and specification of objectives, an appropriate training method is to be identified
and selected to achieve the stated objectives. There are number of training methods available but
their suitability is judged as per the need of organizational training needs.

Step # 4. Implement Programs:

After the selection of an appropriate method, the actual functioning takes place. Under this step,
the prepared plans and programs are implemented to get the desired output. Under it, employees
are trained to develop for better performance of organizational activities.

Step # 5. Evaluate Program:

It consists of an evaluation of various aspects of training in order to know whether the training
program was effective. In other words, it refers to the training utility in terms of effect of training
on employees’ performance.

Step # 6. Feedback:

Finally, a feedback mechanism is created in order to identify the weak areas in the training program
and improve the same in future. For this purpose, information relating to class room, food, lodging
etc., are obtained from participants. The obtained information, then, evaluated, and analyzed in
order to mark weak areas of training programs and for future improvements.

Q5. Explain the advantages of training to the organization and also employees.

Advantages of Training Program

Training brings about benefit/ advantages both to the organization and employees. Let us have a
look at these:

Advantages to the Organization

Goldstein and Gilliam also outlined six reasons why companies believe that investments in training
can help them gain a competitive advantage.

1. Increased efficiency of employees: An effective training program can make the

employees of the company work in an effective manner. With training, people gain
confidence and this confidence is seen in the output and results.
2. Reduced supervision: An employee needs to be supervised when he works. When the
employee has got sufficient training the amount of supervision required is less as mistakes
are less. This reduces the workload of the supervisor.
3. Less amount of wastage: The amount of wastage by an employee reduces a lot due to
training and therefore if we take an account of the amount of wastage we find that the
company has saved a lot of money.
4. Reduced turnover: Proper training improves the chances of obtaining promotions and
employees are happy because they have better opportunities. This will be lowering
employee turnover intention and hence labor turnover in the company.
5. Helps in better functioning of the organization: Training always benefits employees,
whether old or new. In the case of new employees, training helps them a lot. This is because
new employees may not be aware of the functioning of the organization and training helps
them to gain knowledge and insight into the working of the company.
6. Better labor-management relations: Labor-management relations are very essential for
any organization. When companies introduce training programs and prepare employees for
future jobs and promotions they send out a message to the unions that they are interested
in employee welfare. Due to this the unions also adopt a positive attitude and labor-
management relations improve.

Advantages to the Employee

Contributing to the debate on the general benefits of employee training and development,
McNamara (2008) stated numerous benefits.
A training program has the following advantages. Advantages to the Organization are:

1. Self-confidence: Training leads to an increase in employee self-confidence. The person is

able to adjust to his work environment and doesn’t feel humiliated in front of his seniors.
This confidence leads to chances of better efforts in the future of the employees.
2. Increased motivation levels: Training brings a positive attitude among employees and
increases the motivation levels of the employees in the organization, thereby improving the
results of the organization.
3. High rewards: An effective training program helps an employee to take the benefit of the
reward systems and incentives available in the company. Thus the employee is able to get
these rewards, which in turn increases his motivation levels.
4. Group efforts: An effective training program not only teaches an employee how to do his
work but also trains him to work as a part of the group. Thus training program improves
group efforts.
5. Promotion: Effective training program increase performance and increase the chances of
obtaining promotions. Many employees, even opt for a certain program so that they can
help the employee improve his chances of promotions and obtaining higher positions in
the organization.

Q6. Explain the five phases of training model.

Most training design models contain five steps. One of the most commonly used models is the
ADDIE model, which stands for analysis, design, development, implementation and evaluation.
Analysis stands for needs analysis, where the need for the training is studied. Design is the phase
where the training program is outlined and planned. Development is where the training is rolled
out to the field in whatever form the design phase stipulated. Evaluation concludes the process
and measures how effective the training program was at achieving its goals.

Analysis

Analysis is the first phase of the training model. During this phase, trainers analyze all aspects
of a training problem and begin seeking answers while proposing a solution. Timelines are
established, training objectives are created, and first outlines of the training program begin to
take shape. Potential causes and possible solutions are explored, and initial budgets are proposed.
Barriers to success are investigated, and the target audience is analyzed. Great training solutions
must begin with analysis.

Design

Design is the phase of the training model where learning objectives and outcomes are
determined. The core of the potential training solution is created and explored. Storyboards and
initial prototypes of the training solution are proposed and reviewed with the client. Feedback is
received, and initial training solutions begin to take shape. Types of training solutions,
classroom, web-based and blended learning programs are discussed and explored. Much like an
architect's renderings, the blueprint for your training solution begins to take shape.

Development

Development is the phase of the training design model where the training program is created and
written. Whether the program is classroom-based or designed to be taken online, materials are
created and produced in this phase. The design phase produced the outline or blueprint, but it is
in this portion of the training model where everything comes together in production. Supporting
materials are produced, trainers are trained, and the target audience is notified of the training
dates.

Implementation

Your training program is delivered to your employees in the implementation phase of the training
model. Classes are taught or taken online. Students receive their training and practice how to use
their new skills. Materials and training products are distributed to participants, and classes begin.
Initial results are measured, and the program begins to take shape in your company. If the
preceding phases are conducted properly, implementation runs smoothly and the training is taken
and received as it was intended.

Evaluation

Evaluation completes the training model. Measuring the results of your training program begins
during the implementation phase. Learning is measured after each class, and results are analyzed.
Evaluation of the entire program is conducted after all the training is completed. Measurements
and feedback determine whether adjustments to the initial design are needed, and results are
reviewed with the client. Students are contacted and instructors, designers, developers and
anyone involved with the program meet for a "lessons learned" review. The model then begins
again.

Q7. What will happen if there will be no formal training?

Your employees can contribute to the success of your company when they are trained to perform
their jobs according to industry standards. Training, which is essential for management as well as
staff, typically consists of several classes onsite or at a different location during orientation. Some
companies consider in-depth training an unnecessary expense and expect new employees to learn
on the job from supervisors and older employees. However, this type of training is often inadequate
and creates problems for the business.

1. Unhappy Employees and High Turnover

Employees are interested in performing their jobs well to advance the company, feel a sense of
pride for a job well done and advance to higher positions. When there is no training, employees
do not understand how to do their jobs and none of these goals are possible. This leads to low
morale among workers, which results in employee turnover. A company with a reputation for high
employee turnover is also unattractive to potential job candidates.

2. Low Rates of Production

The rate of production is low when employees don't know enough to perform their jobs
confidently. To save time, employers often delegate the task of training to employees who have
been on the job longer. But many times, these employees aren't given extra time to do so; they still
need to complete their own work. So they rush through the training, or leave it up to the new
employee to ask questions.

Unskilled employees could spend considerable time seeking help to perform their jobs or they
could perform tasks to their understanding, to the detriment of the work process. This could lead
to errors and work needing to be repeated or corrected. When more experienced employees spend
time monitoring unskilled workers, it detracts from their work and affects their production as well.
 3. Unsafe Work Environment

The Occupational Safety and Health Administration states that untrained workers are more
susceptible to injuries. This happens when workers lack the knowledge and skills required to use
equipment and supplies safely. The problem could be fatal in work environments that contain
heavy-duty machinery and hazardous materials.

It isn't enough to have established procedures and protocols for activities that involve potential
safety risks. Employees must receive training on the appropriate procedures and how and when to
use them. Supervisors need to ensure that all employees understand the protocols and demonstrate
that they can follow them routinely.

4. Ineffective Staff Management

When managers aren't adequately trained, it affects the entire company. A manager who is new to
his role needs training in how to manage people, delegating work, resolving conflicts between
employees, motivating his staff, and adapting to changes within the company. Employees look to
management to solve these issues and become disillusioned when it is lacking. Their morale dips
and they don't care as much about their work or productivity.

Very often, the employees leave the company, while the ineffective manager stays on, but still
doesn't receive the training that could help him evolve into an excellent supervisor.

5. Increased Business Expenses

A company that does not train its staff can expect an increase in a wide range of expenses, such
as:

 The cost of medical attention for staff because of injuries sustained from unskilled use of
equipment and supplies;
 Compensation to customers for defective products;
 The cost of defending the company against lawsuits from employees who feel their injury
was the result of inadequate training, from outsiders injured while visiting the company, or
from consumers who purchased faulty products.

6. Loss of Customers
Untrained employees cannot produce high-quality products. If they also lack adequate knowledge
and skills to provide satisfactory customer service, this combination results in dissatisfied
customers. The company will experience declining sales if dissatisfied customers choose
competitors who can provide quality products and appropriate service.

Q8. Difference between on the job training and off the job training.

Comparison Chart
BASIS FOR
ON-THE-JOB TRAINING OFF-THE-JOB TRAINING
COMPARISON

Meaning On the job training refers to a form When the employees are given
of training which is provided at the training outside the actual work
work place during the performance location, such a type of training is
of the actual job. termed as off the job training.

Approach Practical Theoretical

Active participation Yes No

Location At the workplace Away from the workplace

Principle Learning by performing Learning by acquiring knowledge

Work disruption No, because trainees produce the Yes, because first training is
products during learning. provided which is followed by a
performance.

Carried out by Experienced employees Professionals or experts.

Cost Inexpensive Expensive

Suitable for Manufacturing firms Non-manufacturing firms

Q9. Difference between training and development.

Comparison Chart
BASIS FOR
TRAINING DEVELOPMENT
COMPARISON

Meaning Training is a learning process in Development is an educational

which employees get an opportunity process which is concerned with
to develop skill, competency and the overall growth of the
knowledge as per the job employees.
requirement.

Term Short Term Long Term

Focus on Present Future

Orientation Job oriented Career oriented

Motivation Trainer Self

Objective To improve the work performances To prepare employees for future

of the employees. challenges.

Number of Many Only one

Individuals

Aim Specific job related Conceptual and general

knowledge