Training & Development
WHAT IS TRAINING?
“Training is the act of increasing the
knowledge and skills of an
employee for doing a particular
job.” (Filippo)
“Training is a process that develops
and improves skills related
performance. Effective training
WHAT IS TRAINING?
• In short, definitions of training
mean that it is the process of: -
imparting new skills;
sharpening of skills;
increasing domain specific
knowledge; and
changing of attitudes and
behaviors
intended to enhance the
WHAT IS TRAINING?
• Includes all activities aimed at
providing
skills/knowledge/aptitudes
necessary for employment in a
particular occupation.
• A process by which a worker
learns some skill.
• Leads to improved performance
PURPOSE OF TRAINING?
Increasing productivity.
Improving quality of work.
Creating skill inventory by which a
company fulfils its future personnel
needs.
Prevention of accidents
WHAT IS DEVELOPMENT?
“The process of enhancing skills,
abilities, knowledge and capacities
of employees which includes not
only improvement in job
performance but also individual
growth in the organization.”
WHAT IS DEVELOPMENT?
A broader, more encompassing
function than training.
Aims at making workers not only
good performers but also better
human being.
An educational process utilizing a
systematic and organized
procedure by which managerial
PURPOSE OF DEVELOPMENT?
Improving supervision, command,
direction and control at each level.
Creating an understanding of the
methods and problems of
management.
Helping develop managers to perform
better on their present assignments
and prepare them for higher
assignments.
Do Training & Development Differ?
How?
Criteria Training Development
Aim Improve job Insure overall
performance growth
Participant Designed for managers Exclusively designed
as well as employees for managers
Content Technical/specific Broader theoretical
skills/knowledge and conceptual
knowledge
Tenure short-term process long term/ ongoing
process
Training Process
Step 1. Identify Training Needs
• The training process starts with
identification of need for training.
• Management of an organization needs to
explore certain questions, such as, at this
stage:
Whether their employees actually need
any training?
How training will be helpful in growth of
the organization?
To what extent training will be beneficial
for the worker?
Step 2. Establishing Training
Goals
• The 2nd step involves deciding the
training goals or objectives.
• To fix the objectives/ goals,
following questions need to be
addressed: -
What would be the expected
Step 3. Designing Training
Programme
• This step involves decisions on
questions such as: -
Who are going to be trained?
Who all will provide training?
Where the training will be executed?
What will be the methods adopted
for training?
What will be the sequence used for
Step 4. Executing Training
Programme
• This step involves monitoring
and ensuring that whatever
have been planned should be
executed.
• It helps in getting maximum
Step 5. Evaluating Training
Programme
• Last but an important step.
• Involves evaluating the entire
training process by its results.
• Can be done by various methods
like reaction of trainees, by
questionnaire method, by
interviews and others.
Methods of Training
Job Instruction Training
• In this method supervisors train
operational workers.
• Consists of steps not only to explain
what is to be done but also how and
why it is to be done.
• Involves four steps
physically and psychologically
preparing trainees for instruction
presentation or demonstration of the
particular task to the trainees
DEMONSTRATION
• In this method, the instructor
displays the series of steps
related to the job and also
explains why and what
supervisor or trainer is doing.
• The learners are supposed to
observe carefully and keenly
SIMULATION
• This method is used for
sophisticated tasks where errors, if
not minimized, lead to heavy
losses.
• It is basically artificial/virtual
setup/environment of the
workplace.
• In the virtual environment, workers
APPRENTICESHIP
• Period of service spent as a
learner of a trade/handicraft is
called apprenticeship.
• An apprentice is: -
usually at the beginning of his
work life;
is bound by a legal agreement
HOW APPRENTICESHIP AND INTERNSHIP DIFFER
LECTURE
• Telling someone about something.
• Intended to: -
create understanding of a topic or to
influence behavior.
enhance the knowledge of listener
or to give him the theoretical aspect
of a topic.
• Training is basically incomplete
OTHER METHODS
• Seminars/ Conferences
• Workshops
• Role Play Exercises
• Group Discussions
• Case Study
• Sensitization Programmes
Designing Effective Training
Programmes
Define purpose of training and
target audience
• Make it clear what your training
programme needs to accomplish.
• Sort and prioritize a spectrum of
training needs before determining
training focus.
• Once you have a clear sense of
training’s purpose and audience,
Determine Participant’s Needs
There are several ways to find
about the needs of the participants
such as: -
• A brief written survey could be
conducted;
• Survey of a random sample of
registrants by phone;
Define Training Goals and
Objectives
• Clarify expected outcomes
• Outline training content
• Planning specified training
activities
• Selecting/developing training
material
• Designing evaluation procedures
• Ensuring that the training
Outline Training Content
• Establish a positive learning
environment
• Start with simple concepts and
proceed to more complex
• Move from less sensitive to
controversial topics
• Schedule activities which require the
greatest concentration when people
will be focused and energetic
• Provide time for reflection,
Develop Instructional Activities
• An effective training programme
incorporates a variety of training
strategies taking into account: -
Participants learning style
Group size
Prior experience and/or education
level of participants
Type of skill or information to be
provided
Prepare the Written Training
Design
• Create written document
promoting detailed plan of
training session including goals
and objectives
• Use your written training design
to stay in track during the
training events, make mid-course
Prepare Participant Evaluation Form
Following issues need to be kept in mind
while preparing evaluation form
• Did the participants acquire the
knowledge and skills that the trainer
was supposed to provide?
• Were the trainees knowledgeable about
training content?
• Were the activities interesting and
effective?
• Was the training format appropriate?
Follow up activities
