1. Chapter-3-: Training & Development
“Training leads to Perfection”
Chapter Tour
Training Objectives and Needs – Training Process –
Methods of training – Tools Aids – Evaluation of Training
programs
3. Chapter-3-: Training & Development
Training:
Training is the organised procedure by which people learn
knowledge or skills for a definite purpose. Training bridges
the differences between job requirements and employee’s
present specification.
Training Improves, changes and moulds the employees
knowledge, skills, behaviour and aptitude & attitude
towards the requirements of the job and the organisation.
Training is beneficial for the organisation, Individuals and
Human resource process at large.
4. Chapter-3-: Training & Development
Need for Training:
Match the Employee specification with Job requirements &
organisational needs.
Organisational Viability and Transformational Process
Technological Advancement
Organisational Complexity
Human Relations
Change in Job Assignment
5. Chapter-3-: Training & Development
Objectives of Training:
In line with the organisational goals and objectives, following
objectives are set for training programs:
Employee performance enhancement
To prevent Obsolescence
Guidance to new entrants
Enhance Efficiency and Productivity
To generate Back up
To ensure smoothness in functioning and economy in
operations
To boost the morale of employees and motivate them for
higher level task.
7. Chapter-3-: Training & Development
Designing training & development programmes:-
Every training & development programs must address certain
vital issues-
o Who participates in the program?
o Who are the trainers?
o What methods and techniques are to be used for training?
o What should be the level of training?
o What learning principles are needed?
o Where is the program conducted?
8. Chapter-3-: Training & Development
Training Process:-
Understanding
Organisational Objectives
and Strategies
Training Need
Assessment
Establishment of Training
Goals
Devising Training
Programmes
Implementation of
Training Programme
Evaluation of Results
9. Chapter-3-: Training & Development
Training Methods:-
On the Job Method (OJT)
Off the Job Training
Off the Job Training
On the Job Training
o Vestibule Training
o Job Rotation
o Role Playing
o Coaching
o Lecture Methods
o Job Instruction
o Conference or Discussion
o Committee Assignments
o Programmed Instruction
10. Chapter-3-: Training & Development
Training Methods:- Cont…
On the Job Training
o Job Rotation: Movement of the trainee from one job to another. The trainee
receives job knowledge and gains experience.
o Coaching : The trainee is placed under a particular supervisor who
functions as a coach. The supervisor provides feedback to the employee
and supports him to improve.
o Job Instruction : Step by Step training
o Committee Assignments : A group of trainees are selected and given an
opportunity to resolve a live case in the organisation. This will enhance their
decision making and problem solving approach.
11. Chapter-3-: Training & Development
Training Methods:-Cont…
Off the Job Training
o Vestibule Training: Actual work conditions are simulated in a class room.
o Role Playing : It is a method of human interaction that involves realistic
behaviour in imaginary situations.
o Lecture Methods: It is the traditional and direct method of instruction.
These lectures develop motivation in trainees and stimulate their
performance.
o Conference or Discussion: A group of people meet together to pose Ideas,
examine and share facts, Ideas and data, test assumptions and draw
conclusions, all of which contributes to the improvement of job performance.
o Programmed Instruction: This is the latest introduction in the field of
training. The Instructions are arranged in a carefully planned sequential
units, arranged from simple to more complex levels of instructions.
12. Chapter-3-: Training & Development
Key Advantages of Training:-
o Increased Productivity
o Heightened Morale
o Reduced Supervision
o Reduced Accidents
o Increased Organisational stability
13. Chapter-3-: Training & Development
Who are the Trainers:
Training and development programs may be conducted by
several peoples, including the following:
o Immediate supervisors
o Co-workers as in buddy systems
o Members of the Personnel Staff
o Specialists in other parts of the company
o Outside consultants
o Industry associations
o Faculty Members at University
14. Chapter-3-: Training & Development
Evaluation of Training Programme:-
The process of training evaluation has been defined as
“any attempt to obtain information on the effects of training
performance and to access the value of training in the light of
that information.”
Evaluation of training can take place on following levels:
Reactions
Learning
Job Behavior
Organisation
Ultimate Value
15. Chapter-3-: Training & Development
Evaluation of Training Programme:-
o Reactions: Evaluation on the basis of Trainees reaction to the
usefulness of coverage of the matter, depth of the course content, method
of presentation, teaching methods etc..
o Learning: Evaluation on the basis of quantity of learning and time of
learning with the application of the knowledge gained through training.
o Job Behaviour: Evaluation based on the manner and extent to which
the trainee has applied his learning to his job.
o Organisation: Evaluation based on the overall organisation’s
increased productivity, quality, morale, sales turnover etc..
oUltimate Value: Measurement of the ultimate result of the contributions
of the training programme to the company goals like survival, growth,
profitability etc..and to the individual goals like personality and social
goals like CSR activities.
