SYBMS- HR

1. TRAINING AND DEVELOPMENT
TOPIC: INTRODUCTION TO
TRAINING & DEVELOPMENT
Class: S.Y.BMS
KEERTI PILLAI

2. Training and Development
• Meaning Of HRM :-
Human resource refers to the employees
working in an organisation at different levels.
• Definition Of HRM :-
The process of hiring
and developing employees so that they become
more valuable to the organization.
•

3. Training and Development
• Meaning :-
Training constitutes a basic concept in
human resource development. It is concerned with
developing a particular skill to a desired standard by
instruction and practice.
• Definition :-
‘The organized procedure by which
people learn knowledge and/or skill for a definite
purpose’.

4. TYPES OF TRAINING
1. Induction training
2. Job instruction training
3. Refresher training
4. Training for Promotion
5. Corrective Training
6. Training for Operative staff and managers

5. 1. Induction training :-
Also known as orientation
training given for the new recruits in order to make
them familiarize with the internal environment of an
organization.
2. Job instruction training:-
This training provides an
overview about the job and experienced trainers
demonstrates the entire job.
3. Refresher training :-
This type of training is offered in
order to incorporate the latest development in a
particular field.

6. 4. Training for Promotion :-
Job training and promotion is
developing skill required for performing specific jobs
assigned.
5. Corrective Training :-
It is change behaviour and
outlook of employees.
6. Training for Operative staff and managers :-
Training
gives a lot of benefits to the employees such as
improvement in efficiency and effectiveness,
development of self confidence and assists every one
in self management.

7. Management Development
• MEANING OF Management development :-
is implemented for the
development of managerial potentials.
Management development is a process through which
potential managers develop their managerial skills on
handling situations, people and problems.
• Define :-
Aspect of organizational
development that covers recruitment and assessment of
executive level employees and training them
in leadership to equip them for higher positions.

8. Objectives
• TO train managers and make skills updated.
• TO improve performance of managers.
• TO create a team of competent managers.
• TO prevent obsolescence of current
generation of managers.

9. • TO arrange for replecement of elderly executives.
• TO utilize managerial resources to optimum level.
• TO improve the culture of an organisation.
• TO improve overell performance of organisation

10. MANAGEMENT DEVELOPMENT
• MEANING:-
Organizational development portion covering
executive-level employees recruitment, assessment, and
training to equip them for higher positions in leadership
Law Dictionary.
• DEFINE :-
Aspect of organizational development that covers
recruitment and assessment of executive level employees
and training them in leadership to equip them for higher
positions.

11. FEATURE OF MANAGEMENT
DEVELOPMENT
• SYSTEMATIC PROGRAMME
• ONGOING PROCESS
• FOR PREPERING MANAGER FOR POSITION AT
THE HIGER LEVEL.
• ENCOURAGE OF SELF DEVELOPMENT
• LENGTHY ,COSTLY AND TIME CONSUMING

12. Training & MANAGEMENT DEVELOPMENT
TRAINING MANAGEMENT DEVELOPMENT
•MEANING :-
Human resource refers to
the employees working in an
organization at different levels.
1. Training is very specific, formal, time
bound, well designed, planned, activity
for a clear goal.
2. Its focus is bringing change in the
participant's attitude, skills and
knowledge so that in future he gets
better or desired results.
•MEANING :-
Organizational development
portion covering executive-level employees
recruitment, assessment, and training to equip
them for higher positions in leadership
Law Dictionary.
1. Development is a never ending process.
2. Development happens in both formal and
informal way.
3. It can be voluntary or involuntary as every
experience we undergo in life teaches us
lessons whether we like it or not/ want it or
no.

13. Training & MANAGEMENT DEVELOPMENT
3. Training involves investment in terms of
cost and man-hour (time).
4. Training leads to development.
5. Training is part of development process.
6. Training methods are limited, if
compared to development tools.
4. All learning is development.
5. It happens every where and every time
6. Training is one of the tools of
development.
7. Development can be slow, unless we get
focused and specific.
8. Development need not be costly.
9. Development is general and holistic
concept.
10. Sources of development are too many
to be counted. Eg. reading new papers,
listening to parents, watching programmes
on TV etc.

16. PRINCIPLES OF TRAINING
• Training tends to be most responsive when trainees feel the need to
learn
• Learning is more effective when reinforcement given inform of rewards
and punishments
• In the long run awards are better than punishments when behavioral
change is desired
• Rewards are better when immediate results after training are expected
• Reinforcement has a positive correlation with size of reward
• Negative reinforcement may have a disruptive effect

17. • Participation and discussion are a must when a trainee is expected
to change attitudes, values and social beliefs
• Feedback to the trainee on how he is performing after training is
important
• Practice makes perfect. New skills & behavioral norms are
facilitated through practice and repetition
• Meaningful training material through which the trainee
understands the general principles is better than asking them to
memorize few isolated steps

18. Benefitsof training to organisation
1.improve job knowledge and skill at all levels in the org.
2.improves the morale of the workforce
3.helps people identify with organisational goals
4.helps to create a better corp. image
5.foster authenticity,openness and trust
6.improves the relationship between superior and the
subordinates
7.aids to OD
8.improves labour-mgmt. relationship

19. Benefits of trainingto individuals
1.better decision making and problem solving
2.foster a sense of recognition,achievement,growth and responsibility
3.helps in handling stress, tension, and conflict
4.increase job satisfaction
5.satisfies personal needs
6.develop a sense of growth in listening
7.helps eliminate fear of attempting new tasks

20. IMPORTANCE OF TRANING AND
DEVELOPMENT
• The human resources' training function plays an
important role from the beginning of the employment
relationship.
• At the same time, the development function of HR is
equally important for the future of the employment
relationship.
• Companies often fail to realize that the return on
investment in training and development activities help
support employers' goals for profitability, according to
Paul Sarvadi, author of Entrepreneur magazine's May
2005 article titled, "The Importance of Employee
Development."