2. INTRODUCTION
Training employees is an essential
activity for all organizations. Training
provides employees with the key
knowledge and skills that they need to
perform their job.
All employees receive training when they
first join an organization or begin a new
role.
Training is designed to provide the
3. DEVELOPMENT
Development is training people to
acquire new horizons, technologies, or
viewpoints. It enables leaders to guide
their organizations onto new
expectations by being proactive rather
than reactive. It enables workers to
create better products, faster
services, and more competitive
organizations.
4. Definition
According to “Edwin B. Flippo;
”Training is the act of increasing knowledge and skill
of an employee for doing a particular job.”
According to Michael Armstrong;
“Training is the systematic development of the
knowledge, skills and attitudes required by an
individual to perform adequately a given task or
job.”
Development is any learning activity, which is directed
towards future needs rather than present needs,
and which is concerned more with career growth
than immediate performance.
5. Importance of Training
Training To Employer / Management
1.Training improves the quality of production. It also
reduces the volume of spoiled work and wastages of all
kinds. This reduces cost of production and improves quality.
2.It reduces accidents as trained employees work
systematically and avoid mistakes in the work assigned.
3.Training reduces expenditure on supervision as trained
employees take interest in the work and need limited
supervision and control.
4.Training brings stability to labor force by reducing
turnover of managerial personnel.
5.It raises the morale of employees.
6.Training creates skilled and efficient manpower which is
an asset of an industrial unit.
6. CONTD…
7.Training moulds attitudes of employees and
develops cordial industrial relations.
8.It facilitates the introduction of new management
techniques and also new production techniques including
automation and computer technology.
9.Training creates a pool of trained and capable personnel
from which replacements can be drawn to fill up the loss
of key personnel due to retirement, etc.
10.Training provides proper guidance and instructions to
newly appointed executives and assists them to adjust
properly with the job and the Organization.
11.Training raises the efficiency and productivity of
managers. It also improves the performance of workers
due to their motivation.
7. Training to Managers / Employees
1.Training creates a feeling of confidence among the
employees. It gives personal safety and security to them
at the work place.
2.It develops skills which act as valuable personal assets
of employees.
3.Training provides opportunity for quick promotion and
self-development to managers.
4.Training provides attractive remuneration and other
monetary benefits to employees.
5.Training develops adaptability among employees. It up-
dates their knowledge and skills and keeps them fresh.
It actually refreshes the mental outlook of employees.
6.It develops positive attitude towards work assigned and
thereby creates interest and attraction for the job and
the work place.
7.Training creates an attitude of mutual co-operation and
understanding among the managers. Such attitude is
useful not only at the work place but also in the social
8. Training Process
Determine the mission of
the org
Job description
Training needs assessment
Decide most imp
objective/priorities
Evaluate the curriculum
Evaluate the Result of
Training
9. Methods of Management
Development / Managerial
Development
For management development, several
methods/techniques are used. These
methods can be divided into two broad
categories, namely,
Internal or on the job methods, and
External or off the job methods.
10. (A) Internal Training Methods / On-
the-job Methods
JOB ROTATION
COACHING AND COUNSELING
UNDERSTUDY ASSIGNMENT
DELIGATION
PROJECT ASSIGNMENT
PROMOTIONS AND
TRANSFERS
11. Advantages of “ON-THE–JOB”
Methods
Generally more cost effective
Less disruptive to the business - i.e.
employees are not away from work
Training with equipment they are familiar with
and people they know can help them
Gain direct experience to a standard
approved by the employer
On the job training is also productive, as the
employee is still working as they are learning
12. Disadvantages of “ON-THE –
JOB” Methods
Trainees may be given boring and
repetitive tasks.
Some workers may not be good at
teaching their own skills , they may
pass on bad work practices.
The needs of the trainee may be
subordinated to other priorities.
Lack of available human resource.
13. (B) External Methods of Management
Development / Off-The-job Methods
CLASS ROOM METHOD
SIMULATION
MANAGEMENT/BUSINESS
GAMES
COMMITTEES AND
CONFERENCE
TELEVISION AND VIDEO
INSTRUCTIONS
14. Advantages of “OFF-THE –JOB”
Methods
Learn from specialists in that area of
work who can provide more in-depth
study
Can more easily deal with groups of
workers at the same time
Employees respond better when taken
away from pressures of working
environment
Workers may be able to obtain
qualifications or certificates
15. Disadvantages of “OFF-THE–
JOB” Methods
The trainer should have specialised
skills and knowledge to train
The trainer may not be given much time
to spend with the employee to teach
them properly
The trainer may posses bad habits and
pass these on to the trainee
16. Types of TRAININg…
INDUCTION TRAINING
JOB TRAINING
TRAINING FOR PROMOTION/
TRANSFER
REFRESHER TRAINING
CORRECTIVE TRAINING
17. CASE STUDY…
Introduction to TCS’ Training
Methods
TCS Learning Service offers variety of
training methods like:
Train the Trainer
Instructor Led Training (ILT)
Web Based Training (WBT)
Documentation and Job Aids
18. Train the Trainer Sessions
TCS usually recommends a train-the-trainer
approach for an application roll-out. Such
an approach will comprise of TCS trainers
explaining the working of the system to a
group of individuals from the clients’
Training Department or selected from the
business, who in turn will be responsible
for imparting the end user training
19. Instructor Led Training (ILT)
The ILT development process involves the
following steps:
Determine knowledge, skill levels, and
attitudes of participants
Identify Learning Objectives
Design Training Outline
Review Instructional Design based on
Client Inputs
Develop Training Elements
Create Performance Assessments
Content Delivery/Instructor Training
20. WEB BASE TRAINING ( WBT)
TCS’ Approach to eLearning Development
TCS’ approach to eLearning development is first to
understand the learners’ needs and then assess the
infrastructure at the client side; then build
instructionally sound courses that are engaging and
motivating. TCS will familiarize with <Client>
training strategy and then align its courses to meet
the strategic objectives.
A subject matter expert (SME), preferably from the
client side, will be required to be assigned for each
course, so as to guide and review the course
through all its developmental phases. The course
text will be first divided into modules, sections, and
21. Documentation and Job Aids
TCS understands that the new system has to be
documented both from the point of view functional
end users as well as technical staff. The ultimate goal
will be to create documentation that is useful for all
categories of users. The documentation will be
provided to end-users in the following forms:
Paper Documentation (Hard Copy)
Electronic Document (PDF format)
Online
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