Training And Development

What is training and development?

• Training consists of planed programs undertaken
to improve employee knowledge, skills, attitude,
and social behavior so that the performance of
the organization improves considerably.
• Development is a related process which not only
improves current performance but which brings
about growth in the personality. It helps
individual towards maturity and actualisation of
their potential capabilities so that they not only
become good employees but good human
being.>
 Difference in Training and
development
Dimensions Training Development

Who? Non-managerial personnel Managerial personnel

What? Technical and mechanical Theoretical, conceptual idea

operations

Why? Specific job related purpose General Knowledge

When? Short-term Long-term

 Responsibility for training
• Top management which frames the
training policy.
• Line Managers who works out training
need of their department.
• HR department which plans, establishes
and evaluates instructional programme.
• Supervisors who implement and apply
developmental procedure.
• Employees who provide feedback and
suggestions>
 Need for training
• Increase productivity.
• Improve quality
• Help company fufill its future
personnel needs.
• Improve organisational climate.
• Improve health and safety.
• Personal growth.>
 Concept of training
• Trainees tend to learn only when they feel
need to learn.
• Learning is more effective when there is
reinforcement in the form of reward or
punishment.
• Trainee should be provided feedback on
progress he is making in the utilisation of
training he has received.
• Training material should be made as
meaningful as possible.>
 Steps in training
programmes.
• Discovering training needs.
• Getting ready for the training.
• Preparation of the learner.
• Presentation of operation and
knowledge.
• Performance try-out.
• Follow-up and evaluation of the
programme.>
Determining Training needs
• Identifying Specific Problems.
• Anticipating impending and future problems.
• Management Request.
• Interviewing and observing the personnel on the
job.
• Performance Appraisal.
• Questionnaires.
• Checklist.
• Morale and attitude Surveys.>
 Training Evaluation
• Reaction
• Learning
• Behaviour
• Results>
 Classification of training
methods
On the job Classroom Methods
Other Methods

Lectures,
Conference,
Case Study,
Role Play,
Simulations,
Programmed Instructions,
Apprentership,
Demonstrations and
Audio/Visual.
Examples,
Vestibule (Duplicate on
the job situation in
Classroom).
Management
Development
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TOP MANAGEMENT

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SKILLS

SKILLS

SKILLS

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Management Skill

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CONCEPTUAL

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TECTHNICAL
HUMAN

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LOWER MANAGEMENTMIDDLE MANAGEMENT

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 Methods of Training
Managers
 
 

On the job training Off the job training

 
• Job rotationClassroom method
• Planned progression Simulation
• Coaching and counseling Business games
• Under study Committee
Junior board Conferences

Reading
In-Basket Training

Readings
 Management Development
programme

Middle Management Lower management

Top Management

1.Executive functions and

1.Improve thought process Responsibilities. 1.Knowledge of business
And analytical skill, 2.Broad aspect of Functions.
2.Broaden the outlook. Management. 2.Introduction to Marketing
3.Think through problems. 3.Analyse problem and take Production, Finance, HR
4.Understand effect of Appropriate action. 3.Broad aspect of
External forces on business 4.Familliarity with finance, management functions.
and organisation. Psychology, Business law, 4.Leadership,
5.HR Knowledge. Business Statistics, HR, Communication skill.
.Long term Planning process 5.Leadership,Decision 5.Man Management,
making, Supervision Skill.
Communication skill. 6.Technical Skill
6.Short term Planning, Improvement of his field.
Organising, Controlling.
 Basic requisite for the success of
Management Development Programme.

• Involvement of top Managers.

• Management Development is a ‘Line Job’.
• Every manager must accept direct responsibility.
• It should be geared to the need of the organisation
and individual.
• A policy of ‘promotion within’ is necessary
incentive.
• Selection of right candidate for managerial job.
• Training time table should be realistic.>
 Improving Training
Effectiveness
• Specific training objective should be outlined.
• Attempt should be made to determine if trainee has aptitude to go
through the training planned for him.
• Trainee should be made aware of him regarding importance of
training.
• Training programme should be planned based on trainees
background.
• Good learning culture must be developed in organisation.
• Combination of training methods should be used to make training
interesting.
• It should be recognised that all trainees do not progress at the
same time.
• Trainer and trainees personal involvement in conduct of training is
essential.
• Trainer must be adequate rewarded for his efforts after acquiring
new knowledge.
• Trainee should be provided with personal help in case he faces
obstacle in his pursuit of knowledge.>>
 End Results
• Improvement of technical performance.
• Improvement in supervision and leadership qualities.
• Improvement in inter-departmental co-operation.
• Attracting good men.
• Facilitating promotion from within policy.
• Creating reserves in management ranks.
• Making organisation more flexible.
• Improving organisational structure.
• Stimulating junior executives to do better. work,.
• Keeping company abreast with technical change.
• Broadening key men in the middle cadre.>>
 AIM
• Knowledge Change
• Attitude change
• Behaviour Change
• Performance Change
• End-operational Results>
 Components of Management
Development Programme.
• Looking at organisational objectives.
• Ascertaining development needs.
• Appraisal of present management talent.
• Preparation of Manpower Inventory.
• Planning of individual training programme.
• Establishment of training development
programmes.
• Programme Evaluation.>
 Managerial Functions
• Planning-Long term and short term
planning.
• Organising-OD&OB
• Leading
• Controlling-Input, Throughput,
Output>