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Training and Development

Training and development aims to improve employees' skills, knowledge, and attitudes to enhance job performance. Training refers to teaching job-related competencies so employees can apply them, while development focuses more on personal growth. The goal of training and development programs is to increase job skills in the short term and support career growth in the long term. Organizations benefit from training and development through improved productivity, quality, morale, and profitability.

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Sarika Salvi
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252 views11 pages

Training and Development

Training and development aims to improve employees' skills, knowledge, and attitudes to enhance job performance. Training refers to teaching job-related competencies so employees can apply them, while development focuses more on personal growth. The goal of training and development programs is to increase job skills in the short term and support career growth in the long term. Organizations benefit from training and development through improved productivity, quality, morale, and profitability.

Uploaded by

Sarika Salvi
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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TRAINING & DEVELOPMENT

TRAINING

A learning experience in that it seeks a relatively permanent change in an individual that will improve his/ her ability to perform on the job. It involves changing of
Skills

Attitude
Knowledge

TRAINING

Training refers to a planned effort by a company to facilitate employees learning of job-related competencies. The goal of training is for employees to

master the knowledge, skill, and behaviors emphasized in training programs, and apply them to their day-to-day activities

NEED & IMPORTANCE OF TRAINING


Optimum Utilization of Human Resources Development of Human Resources Development of Employee Skills Productivity Team Spirit Improving Organizational Culture Improved quality of work Healthy work environment Improved health and safety Better morale Better corporate image Improved profitability

DEVELOPMENT

More future oriented and more concerned with education than is training. Management Development activities attempt to instill sound reasoning processes to enhance ones ability to understand and interpret knowledge.

It focuses on the personal growth & on Analytical Conceptual Human

Skills

T&D
Increases

job skills- specific skills Short term perspective Job centered The role of a trainer is very important

shapes attitude overall growth Long term perspective Career Centered Internally motivated for self development
It

TYPES OF TRAINING

On the job:

Off the job:

Apprentice Job rotation Committee assign Vestibule Role playing Lecture Case discussion Programmed inst

DEVELOPMENT PROGRAMS

Decision making:

Interpersonal:

Organisational:

In basket Business games Case studies TA Role play Sensitivity Behaviour Position rotation Multiple mgmt

FORCES INFLUENCING THE WORKPLACE AND TRAINING


Globalization Need

for leadership Increased value placed on knowledge Attracting and winning talent Quality emphasis Changing demographics and diversity of the work force New technology High-performance model of work systems

WHY T & D?
No one is a perfect fit at the time of hiring and some training & development must take place. Planned development programs will return values to the organization in terms of : Increased productivity Reduced costs Morale Flexibility to adapt to changing requirements

WHY T & D?
Moulds employees attitude Helps them achieve better co-operation Creates greater loyalty to the orgn Reduces wastage and spoilage Reduces constant supervision Improves quality

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