Training & Development

TRAINING

In simple words it can be defined as

equipping employees with required
knowledge and skills for the job.
WHY TRAINING?

 Dynamic Business Environment

ie fast-changing business environments

 Technological Advances
 Advantages of Training
 (i) Economy in Operations:
 Trained personnel will be able to make better and
economical use of materials and equipment’s. Wastage will
be low.
 In addition, the rate of accidents and damage to machinery
and equipment will be kept to the minimum by the well-
trained employees. These will lead to less cost of
production per unit.
 (ii) Greater Productivity:
 A well trained employee usually shows greater productivity
and higher quality of work-output than an untrained
employee. Training increases the skills of the employees in
the performance of a particular job. An increase in the skills
usually helps to increase both quantity and quality of output.

 (iii) Uniformity of Procedures:

 With the help of training, the best available methods of work
can be standardised and made available to all employees.
Standardisation will make high levels of performance rule
rather than the exception.
 (iv) Less Supervision:
 If the employees are given proper training, the responsibility of
supervision is lessened. Training does not eliminate the need for
supervision, but it reduces the need for detailed and constant
supervision.

 (v) Systematic Imparting of Skills:

 A systematic training programme helps to reduce the learning
time to reach the acceptable level of performance. The
employees need not learn by trial and error or by observing
others and waste time if the formal training programme exists in
the organization.
 (vi) Creation of Inventory of Skills:
 When totally new skills are required by an organization, it has
to face great difficulties in employment. Training can be used in
spotting out promising men and in removing defects in the
selection process. It is better to select and train employees
from within the organization rather than seek the skilled
employees from outside sources.
(vii) Higher Morale:
 The morale of employees is increase if they are given proper
training. A good training programme will mould employees’
attitude to achieve support for organisational activities and to
obtain greater cooperation and loyalty. With the help of
training, dissatisfaction, complaints, absenteeism and turnover
can be reduced among the employees.

 Benefits to employees
 they acquire new skills, increasing their contribution to the
business and building their self-esteem
 the training they do can take them into other positions within
the organisation – positions with better prospects and/or better
pay
 they’re upskilled to do new and different tasks, which keeps
them motivated and fresh
 because they’re being trained on your time, they see that you
value them enough to invest in them. A good company is seen
as one that retrains rather than churns.
Two approaches of T and D
 Traditional approach
 Modern approach
TRADITIONAL AND MODERN APPROACH
OF TRAINING AND DEVLOPMENT

 Traditional 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.
 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 best results.
Methods of Training
 COGNITIVE METHODS

 BEHAVIORAL METHODS
CONTD…

 COGNITIVE METHODS
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
FOCUSES- changes in knowledge and attitude
by learning.
Methods that come under Cognitive approach

 LECTURES

 DEMONSTRATIONS

 DISCUSSIONS

 COMPUTER BASED TRAINING (CBT)

LECTURES
 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.
CONTD……..
 It is difficult to imagine training without
lecture format.

 There are some variations in Lecture

method.

 The variation here means that some forms

of lectures are interactive while some are
not.
Demonstration
 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
Discussion method
 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 communication

 knowledge in the form of lecture is communicated to
trainees

 Then understanding is conveyed back by trainees to

trainer.
Cbt training
 Providing training to employees through Intranet
or Internet.

 CBT does not require face-to-face interaction with

a human trainer.
BENEFITS OF CBT
BEHAVIORAL METHODS
 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

development.
Methods that come under Behavioural approach
GAMES AND SIMULTATIONS
 Game is defined as spirited activity or
exercise in which trainees compete with
each other according to the defined set of
rules.
 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
situation.
Business games
 These are based on the set of rules, procedures, plans,
relationships, principles derived from the research.
 In 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.
 Eg:- Broken Square
 Through the "Broken Squares" activity and discussion, participants
learn the importance of effective interpersonal skills and discover
ways they can develop their own interpersonal abilities. As a result
of the activity, participants should be able to identify at least one
reason why interpersonal skills are important and at least one way
that they can improve their own interpersonal abilities
Role plays
 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

 concerns
 objectives
 responsibilities
 emotions, etc.
Contd…
 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.
CASE STUDY
 The trainee is given with some written
material, and the some complex situations
of a real or imaginary organization.
DEVELOPMENT

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
 ON THE JOB TRAINING

 OFF 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 development are:

COACHING

MENTORING

JOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT)

COACHING
 Coaching is one of the training methods, which is
considered as a corrective method for inadequate
performance.
 A coach is the best training plan for the CEO’s because
It is one-to-one interaction
It can be done at the convenience of CEO
It can be done on phone, meetings, through e-mails,
chat
It provides an opportunity to receive feedback from an
expert
It helps in identifying weaknesses and focus on the area
that needs improvement
Mentoring

Mentoring is an ongoing relationship that is developed

between a senior and junior employee.
Some key points on Mentoring
 Mentoring focus on attitude development
 Conducted for management-level employees
 Mentoring is done by someone inside the company
 It is one-to-one interaction
 It helps in identifying weaknesses and focus on the area
that needs improvement
 Job Rotation
 This approach allows the manger to operate in diverse roles
and understand the different issues that crop up.
 An administrative employee might spend part of the week
looking after the reception area dealing with customer
queries etc..
 It provides the employees with opportunities to broaden the
horizon of knowledge, skills, and abilities by working in
different departments, business units, functions, and
countries
 Identification of Knowledge, skills, and attitudes (KSAs)
required
 It determines the areas where improvement is required
 Assessment of the employees who have the potential and
calibre for filling the position
Job Instruction Technique(JIT)
It is a 4 step instructional process
 Present over view: trainee receives an over view of the
job its purpose and desired outcomes
 Demonstrate and show the way :trainer demonstrates
the right way to handle job
 Copy and handle job independently: The employee is
permitted to copy the trainer’s way
demonstrations by the trainer and practice by the
trainee are repeated until the trainee masters the right
way to handle the job
 Follow up: in this step the trainer checks the trainee’s
job frequently after the training programme is over to
prevent bad work habits from developing
OFF THE JOB TRAINING –

 There are many management development techniques

that an employee can take in off the job. The few
popular methods are:

 VESTIBULE TRAINING

 SENSITIVITY TRAINING

 TRANSACTIONAL ANALYSIS

 STRAIGHT LECTURES/ LECTURES

Vestibule Training

 Actual work conditions are simulated

 Materials, files and equipments are used
 Duration ranges from few days to a few
weeks
 Theory can be related to practice here
Sensitivity Training

 It is also called as laboratory training as it is

conducted by creating an experimental
laboratory situation in which employees are
brought together, in groups, to interact in
an unstructured environment.
 The members are encouraged to interact
with new members and new individual
behaviours
The objectives of laboratory training
are:

 1. To help people understand themselves

better.
2. To create better understanding of others.
3. To gain insight into the group process
4. To develop specific behavioural skills
 Most of the people concentrate on what they are
going to say rather than what the others are saying.
 This training develops the communication skills of
the employers and develops them as good
listeners.

 It also helps the participants to form into informal

groups and teams and work more effectively
Transactional Analysis

 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.
 People need to understand the 3 Ego states and
act accordingly.
Lecture – A Method of Training
 Lecture is given to enhance the knowledge
of listener or to give him the theoretical
aspect of a topic.

 Training is basically incomplete without

lecture.
THANK YOU