Training provides employees with the skills and knowledge needed to perform their jobs effectively. It aims to increase productivity, improve quality and fulfill future personnel needs. Training objectives specify what skills employees will gain and are measurable. Training benefits both the business through increased efficiency and employees through improved morale and effectiveness. Development differs by focusing on long-term, conceptual learning for managers rather than short-term technical skills for non-managers.

1. TRAINING & DEVELOPMENT
Dr.V.Veera Balaji Kumar

2. INTRODUCTION TO
TRAINING &
DEVELOPMENT

3. What is training ?
• Meaning – training is the systematic
process of increasing the knowledge
& skills of an employee for doing a
specified job by providing a learning
experience.
• It helps the trainee acquire new skills,
technical knowledge, problem-
solving ability etc. thereby increasing
the performance of the employees.
• It also gives awareness of rules &
procedures

4. DEFINITION OF TRAINING
• Training is the continuous, systematic
development among all levels of
employees of that knowledge and those
skills and attitudes which contribute to
their welfare and that of the company. –
Planty, Cord M.C and Efferson
• “The process of aiding employees to gain
effectiveness in their present and future work
- Richard P. Calhoon

5. SCOPE OF TRAINING
• A key tool for enhancing job-related
performance and organizational
effectiveness, its value is being increasingly
acknowledged in engendering behavioural
changes & in developing life skills leading to
personal growth.
• The scope has considerably widened. It
equips an individual with competencies that
help him/her cope with day-to-day
problems of living & manage interpersonal
relations and improving them.

6. TRAINING OBJECTIVES (TO)
• Training needs  training
objectives
• TO are tactical applications of
strategic goals.
• Written in clear, unambiguous,
specific and precise terms.
• They specify what learners will
be able to do at the end of
each stage of the training
process.

7. TRAINING OBJECTIVES (TO)
• TO are essential for evaluating
the training
• TO are to be specific to
knowledge, skills or attitudes
that the trainees are to gain as
a result of the training activity
and also measurable.

8. Importance of Training objectives
i. Articulate the goal of training
ii. Communicate intent to
learner
iii. Provide means of evaluation
iv. Assists in selection of
materials, content, methods.

9. Elements of Training objectives
• Outcomes of training program:
observable behaviours  “by the end of
the program participants will be able to …”
• Conditions of the training program:
circumstances in which the outcomes should
take place  “in a cohesive team situation”,
without the use of instructional materials”
• Standards of the training program:
expected level of attainment in terms of
quality  “ to 100% accuracy (or some other
level)”, “at the rate of 50 per hour”.

10. ASSUMPTIONS OF TRAINING
Assumptions Truth
Participants knowledge Motivation & skills lead to
acquisition means greater improved practice.
competence Competence grows through
practice.
Participants learn what trainers Learning is a complex function.
teach. Learning is a simple Participants’ motivation and
function of their capacity to use of training varies with
take in and trainers teaching support I the organization
ability
Individual improvement leads It is complex function of
to improvement in organization learning, norms of the group
and the organizational climate.
Individual learning if unused
leads to frustration
Training is the responsibility of Organization, participants and
the training establishment the trainers are all partners in
the training process.

11. BASIC PURPOSES OF TRAINING
1. Increasing productivity
2. Improving quality
3. To fulfill future personnel
needs
4. Improve organizational
climate
5. Improve health &safety
6. Obsolescence prevention
7. Personal growth

12. Need for Training
• Increased use of technology
• Labour turnover
• Need for additional hands
• New employees
• Promotion, career development
• Increasing the employee morale
• For reducing grievances & minimizing
accident rates
• Refresher training for Old employees

13. FUNCTIONS OF TRAINING
According to Miller five functions
• Research – training systems
• Analysis - identifying training needs
• Development – teaching materials
• Operation – training aids & methods
• Evaluation – monitors the effectiveness
of trainer I meeting goals, success of
program and its impact on
performance of employees.

14. Levels of training
• Prof. John Mee – training is done at
two levels  Training dept & line supervisors
• Training dept. – should assume primary
responsibility for instruction of trainers in
– Methods of teaching
– Formal orientation
– Training of supervisors in human relations
– General education of employees

15. Levels of training
• Prof. John Mee – training is done at
two levels  Training dept & line supervisors
• Line supervisors should carry out the
bulk of teaching in foll. Areas
• On-the-job instruction
• Technical & professional aspects
• Daily development thro’ counseling
• Departmental communication

16. BENEFITS OF TRAINING
• Benefits to the business
– Increase efficiency
– Wastage eliminated
– Less chances of accidents
– Reduced supervisory need
– Increase quality of goods
• Benefits to the employees
– More loyal ; increased morale &
confidence
– More efficient & effective
– Produce more with minimum effort

17. Training & education
Training Education
Increasing the knowledge & Increasing general
skill for doing a particular knowledge &
job understanding total
environment
Practice based and job Person oriented
specific
Conducted by business Conducted in schools and
organization colleges
Through both differ in nature and
orientation they are complementary to
each other. Both aims to enhance learning.

18. Training & Development
• Training is a short-term
process ; learn technical
knowledge and skills for a
definite purpose
• Development is long-term
educational process ‘ trainees
learn conceptual and
theoretical knowledge for
general purpose.

19. Distinction between training &
development
Learning Training Development
dimensions
Who is Non-managerial Managerial
learning ? personnel personnel
What is to be Technical & Theoretical,
learnt? mechanical conceptual ideas
operations
Why such Specific job-related General
learning takes purpose knowledge
place?
When Short-term Long-term
learning
occurs ?