Definition of Training:

Dale S. Beach defines training as ‘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 to acquire and apply the
knowledge, skills, abilities, and attitudes needed
by a particular job and organization.
 Need for Training

• 1. Global changes
• 2. Organizational complexity
• 3. To match job requirements
• 4. Promotion and transfer
 Steps in a Training Strategy
• Systematic gathering of data to find out where
there are gaps in the existing skills, knowledge
and attitudes of employees• Involves the
gathering of data about existing employees’
capabilities and business demands for skills• Link
with business strategy – aim is to ensure that
there is sufficient capability for the business to
meet its objectives • Draw up an action plan to
show how investment in training and
development will help meet business goals and
objectives• Implement the plan, monitoring
progress and training effectiveness
 Major Benefits of Training
• Fulfillment of organizational goals & objectives
• Organizational development and growth
• Effective decision making and problem solving
• Increased productivity and profitability
• Effective cost and time management
• High motivation, morale and job satisfaction
• High cohesiveness and less conflict
• Team building, self development & growth
 Areas of training
• Technical skills
• Knowledge
• Attitude and aptitude
• Social skills
• Team building training
• Creativity training
 Training methods
(on-the-job)
• 1. Job instruction
• 2. Coaching
• 3.Committee assignments
• 4. On the job training
• 5. Job rotation
• 6. Apprenticeship training
 Training methods
(off-the-job)
• Simulation training
• Role playing
• Audio & visual methods
• Conference approach
• Case study
• Sensitivity training
• Lecture method
• Programmed instruction
 Training evaluation

• Kirkpatrick (1994) discussed 4 categories of

training effectiveness measures.
• 1.Reaction
• 2.Learning
• 3.Behavior (Transfer)
• 4. Results
 Reasons for training failures
1. Programmes are not linked specifically to
strategies, challenges or problems in
the organization.
2. Programmes are designed to create awareness
and understanding, but not competence.
Programmes focus on individuals rather than
operating units
3. Training materials are not worthwhile or nor
adequate.
4. Trainer may not give flexible timings in tune with
employee's requirements