Subtitle

“There is nothing training cannot do.Nothing is above its reach.It can turn bad morals to good. It can destroy bad principles and recreate good ones.It can lift men to performing excellence.” -Mark Twain

TRAININGTraining is the act of increasing the knowledge and technical

skills of an employee for doing a particular job efficiently. It is a process of learning new skills.

DEVELOPMENTDevelopment refers to the learning opportunities designed to

help the employees to grow. It involves growth of an individual in all respects. It denotes the process by which the employees acquire skills & competence to do their present jobs & increase their capabilities for handling higher jobs in future.

Basis Training Development

1.Meaning It is a process of increasing knowledge and skills.

It is a process of learning and growth.

2.Scope Narrow. Wider.

3.Work or Person Centred Work-Centred. Person-Centred.

4.Duration Time bound. Lifelong.

5.Methods Used Job Rotation, Internship etc. Lectures, Conferences etc.

6.Use/Depth of Knowledge It is to enable the employee to do job better.

It is to enable the overall growth of employee.

7.Orientation/Focus Job-Oriented. Career-Oriented.

8.Participants Non-Managerial Staff. Managerial Staff.

9.Initiative From the employee. From the individual.

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

Importance of Training & Development

For Organization For EmployeesTrained Workers can work more efficiently. He will find employment more easily.

Wastage is eliminated to a larger extent. They are able to produce more with minimum efforts.

There will be fewer accidents. Secure Promotions easily.

Makes employees more loyal. Their morale would be high.

Higher Profits. More Earnings.

Attitude Formation. Develop Future Managers.

TYPES OF TRAINING

TRAINING

SKILL TRAINING

REFRESHER TRAINING

DIVERSITY TRAINING

LITERACY TRAINING

CREATIVITY TRAINING

CROSS FUNCTIONAL TRAINING

A SYSTEMATIC APPROACH TO TRAINING

1.ASSESSMENT 2.IMPLEMENTATION

3.EVALUATION

a)Determining Training Needs.

c)Select Training Method. e)Compare Training outcomes against the criteria.

b)Identifying Training Objectives.

d)Conduct Training.

STEP-1 a)TNAORGANIZATIONAL ANALYSIS

TASK ANALYSIS PERSON ANALYSIS

Organizational Goals. Performance Standards. Customers and Employee Attitude Surveys.

Skills Inventories. Performing jobs. Tests.

Organizational Climate Analysis.

Asking Questions about job. Questionnaires.

b)TRAINING OBJECTIVES

Innovative

• Anticipating problems before they occur.• Team Building Sessions with the

employees.

Regular

• Orientation, Refresher Courses..• Scheduling Training Programs.

Problem Solving

• Training Clerks to reduce complaints.• Training Supervisors for handling grievances.

Off The job

Vestibule

Training

Role Playin

g

Films

Lecture Method

OnThe Job

Job Instruction Training

Apprenticeship

Job Rotation

Mentoring

STEP-2 c)TRAINING METHODS

On The Job MethodsA)Job Instruction Training

JIT

Presentation

Performance Try out

Follow Up

Preparation

B)JOB ROTATION

C)APPRENTICESHIP TRAINING Structured vocational skill training in a given job through a combinationof on the job training and classroom instruction..

Qualify registered apprenticeship program under state government –:

1) 144 hour of classroom instruction.

2) 2000 hour or one year of OJT experience.

"Mentoring is to support and encourage people to manage their own learning in order that they may maximize their potential, develop their skills, improve their performance and become the person they want to be.”

- Eric Parsloe, The Oxford School of Coaching & Mentoring

MENTORING

Off The Job MethodsA) Vestibule Training

Takes place away from production area.

Uses equipment closely resembling equipment actually used on the job.

Removes employee from pressure of having to produce while learning.

Emphasis on learning skills required by the job.

Respond to specific problems they may actually encounter in jobs.

Used to teach such skills as:

Interviewing

Grievance handling

Team problem solving

Communication

B) ROLE PLAYING

They can provide information and explicitly demonstrate skills that are not easily represented by other techniques. Used in conjunction with conference discussions, it is very effective in certain cases.

C)FILMS

Merits: This method is effective to train large number of trainees within limited time available

Delivery of lecture is useful for communication of basic theoretical knowledge to the learners

Lecture method is less expensive for an organization

Demerits: Limited scope for clarifications

Repeated lectures may produce monotony

Resulting in less absorption of knowledge by trainees

D)LECTURE METHOD

EVALUATION

Feedbacks

QuestionnairesInterviews

STEP-3)EVALUATION