1.

Needs assessment: The first step in the training process is to

assess the need for training the employees. The need for
training could be identified through a diagnosis of present and
future challenges and through a gap between the employee’s
actual performance and the standard performance.
The needs assessment can be studied from two perspectives:
Individual and group. The individual training is designed to enhance
the individual’s efficiency when not performing adequately. And
whereas the group training is intended to inculcate the new
changes in the employees due to a change in the organization’s
strategy.
TRAINING NEED ANALYSIS:-

 Organizational Analysis:- Identifying training needs of the

organization according to its long term goals-set the training
goals.
 Job analysis: Identifying the training needs according to job
descriptions and specifications specify- Skills/Knowledge/
Behaviour to be trained.
 People analysis: Identify people that need training and their
trainability identify- potential trainees.

2.) Deriving Instructional Objectives: After the identification of

training needs, the must crucial task is to determine the
objectives of training. Hence, the primary purpose of training
should focus to bridge the gap between standard performance
and actual performance. This can be done through setting training
objectives. Thus, basic objective of training is to bring proper
match between man and the job.
3.) Designing Training Programme: The next step is to
design the training programme in line with the set objectives. Every
training programme encompasses certain issues such as: Who are
the trainees? Who are the trainers? What methods are to be used
for the training? What will be the level of training? etc.Also, the
comprehensive action plan is designed that includes the training
content, material, learning theories, instructional design, and the
other training requisites.
INSTRUCTIONAL DESIGN

 Set training goals

 Determine what to train
 Identify trainees
 Choose Training materials
 Determine training modes and methods
 Select trainers
 Schedule training
 Develop training budget
4.) Implementation of the Training Programme: Once the training
program has been designed, it needs to be implemented.
Implementation is beset With certain problems.In the first place,
most managers at action oriented and frequently say that they
are too busy to engage in Training efforts. Secondly, availability of
trainers is a problem . In addition to possessing communication
skills, the trainers must know the company‘s philosophy, it’s
objective, it’s formal and informal organisations, and the goals of
the training programme.Training and development requires a
higher degree of creativity rather then any other personnel
speciality .
Programme implementation involves action on the following
lines:
1. Deciding the location and organising training and other
facilities
2. Scheduling the training programme
3. Conducting the programme
4.Monitoring the progress of trainees

OR
Training should be conducted by professionals with knowledge and
expertise in the given subject area; period. Nothing is worse than
being in a classroom with an instructor who has no knowledge of
what they are supposed to be teaching! Use in-house, experienced
talent or an outside professional training source as the best option.
The training should be presented so that its organization and meaning
are clear to employees. An effective training program allows
employees to participate in the training process and to practice their
skills and/or knowledge. Employees should be encouraged to become
involved in the training process by participating in discussions, asking
questions, contributing their knowledge and expertise, learning
through hands–on experiences, and even through role–playing
exercises.

5.) Evaluation Training Program: One way to make sure that the
training program is accomplishing its goals is by using an evaluation of
the training by both the students and the instructors Training should
have, as one of its critical components, a method of measuring the
effectiveness of the training. Evaluations will help employers or
supervisors determine the amount of learning achieved and whether
or not an employee's performance has improved on the job as a
result.

After we have completed the training, we want to make sure our

training objectives were met. One model to measure effectiveness of
training is the Kirkpatrick model (Kirkpatrick, 2006), developed in the
1950s. His model has four levels:

1. Reaction: How did the participants react to the training

program?
 2. Learning: To what extent did participants improve knowledge
and skills?

3. Behavior: Did behavior change as a result of the training?

4. Results: What benefits to the organization resulted from the

training?

Each of Kirkpatrick’s levels can be assessed using a variety of

methods.

1.) REACTION:- the degree to which participants find

the training favorable, engaging and relevant to
their jobs
2.) Learning:-The degree to which participants acquire
the intended knowledge, skills, attitude, confidence
and commitment based on their participation in the
training
 3.) Behavior:-The degree to which participants apply
what they learned during training when they are
back on the job

4.) Results:- The degree to which targeted outcomes

occur as a result of the training and the support and
accountability package.

COMPETITIVE ADVANTAGE OF TRAINING:-

Companies derive compititive advantage from training and

development .training and development help to remove
performance deficiencies in employee. This is Particularly true
when -

1. The deficiency is caused by a lack of ability rather than a lack of

motivation to perform,

2. Individuals involved have the attitude and motivation need to

learn to do the job better, and

3. Supervisors and peers are supportive of the desired behaviours.

Training and development of fcompetitive advantage to a firm by

removing performance deficiencies; making employees stay long ;
Minimised accidents, scraps and damage; and meeting future
employee needs. There is the greatest stability,Flexibility, and
capacity for growth in an organisation.

OR

The world is changing quickly and businesses need to keep their

employee skills current in order to be competitive. Training gives
your business a competitive edge by:
 Keeping up with changing software programs, technology
changes, customer service skills, or leadership trends are
examples of competitive advantages organizations can have
with a well-trained and skilled work force.
 In order to be more competitive, businesses need to have
employees who can multitask in a multi-dimensional manner.
Continuous learning is essential to gaining and maintaining a
competitive edge in this area.
Improved staff performance and retention:-
As a major asset for any business, the performance of your staff or
employees is critical to the performance of the business. We can
see that investing in staff training generates results in:
 Training improves employee performance in quality, quantity,

speed, safety, problem solving, attitude, ethics, motivation,

leadership, and communication.
 The right employee training, development and education, at

the right time,

provides big payoffs for the employer in increased
productivity, knowledge, loyalty, and contribution.
Improved customer relationship management:-
In any business culture, we have to see that the customer is king. If
we can maintain our existing customers and get new ones we can
grow our business. Training employees I helps:
 Improve customer satisfaction as with better quality work

means better quality products and services. This results in

happier customers.
 Improve customer service with more knowledgeable and
helpful staff who can meet the various demands of clients or
customers.

DEVELOPMENT IMPORTANCE :-

1.) Employee development is important for employees

to enhance their skills and upgrade their existing
knowledge in order to perform better.

2.) Employee development is important not only for

professional but also personal growth of employees.

3.) Employee development is essential for extracting

the best out of employees.

4.) Employee development creates a learning culture in

the organization where every employee is motivated
to learn new skills and acquire new learnings.
 5.) Employee development helps an employee to do a
self analysis of himself/herself.

6.) Employee development also goes a long way in

strengthening the relationship among employees.

FEATURES OF DEVELOPMENT:-
1. It has a conceptual, decision-making and inter-personal
relations.

2. Employee development activities help in the growth and

development of employees, who are the true assets of an
organization.

3. Employeee development is important not only for

professional but also personal growth of employees.

4. Encourage growth and career development of employees

 5. Improve skills and knowledge that can be immediately
applied at work.

HOW TO MAKE TRAINING EFFECTIVE?

1. Ensure that training contribute to competitive Strategies of the
firm. Different strategies need different HR skills for
implementation. Let training help employees at all levels acquired
the needed skills.
2.Ensure that a comprehensive and systematic approach to
training exists, and training and retaining are done at all levels on
a continuous and ongoing basis.
3.Make learning one of the fundamental values of the company
let this philosophy percolate down to all employees in the
organisation.
4. Ensure that there is a proper linkage among organisational,
operational and individual training needs.
5.Create a system to evaluate the effectiveness of training.
6. Ensure that the management commits itself to allocate major
resources and adequate time of training. This is what high
performing organisations do. For example, Xerox Corporation, in
the US investor about dollar 300 million annually, or about 2.5%
of its revenue on training.