TRAINING &

DEVELOPMENT

Dr.V.Veera Balaji Kumar

INTRODUCTION TO
TRAINING &
DEVELOPMENT
 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
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
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.
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
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.
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.
 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
 ASSUMPTIONS OF
TRAINING
Assumptions
Participants knowledge
acquisition means greater
competence
Participants learn what
trainers teach. Learning is a
simple function of their
capacity to take in and
trainers teaching ability
Individual improvement leads
to improvement in
organization
Training is the responsibility
of the training establishment
Truth
Motivation & skills lead to
improved practice.
Competence grows through
practice.
Learning is a complex
function. Participants’
motivation and use of training
varies with support I the
organization
It is complex function of
learning, norms of the group
and the organizational
climate. Individual learning if
unused leads to frustration
Organization, participants and
the trainers are all partners in
the training process.
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
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
 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.
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
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
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
Training & education
Training Education
Increasing the knowledge Increasing general
& skill for doing a knowledge &
particular 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.
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.
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 purpose knowledge
takes place?
When Short-term Long-term
learning
occurs ?