Training & Development

Ms. Amelia del Olmo Quingco, MBA

Training & Development

Training = Altering behavior Development = Increasing knowledge Learning = Permanent change in behavior
Training is a process of learning a

sequence of programmed behavior. It

tries to improve their performance on the current job or prepare them for an indented job.

Need For Basic Purposes Of Training

To Increase Productivity : Because of training , instruction
can help employees increase their level of performance on their present assignment.

To Improve quality : Better informed employees are less likely to

make operational mistakes.

To Help a Co. fulfill its future personnel needs : It

leads to less changes & adjustments in the event of sudden personnel alternation.

Need For Basic Purposes Of Training

To Improve Organisational Climate : To improve health & safety : Proper training can help prevent industrial accidents. Obsolescence (becoming outdated) Prevention : It foster (promote growth) the & initiative creativity of employees & help to prevent manpower obsolescence.

Personnel Growth : Employee on personal basis gain individually from their exposure to educational experiences.

Steps in Training Programmes

1. Identifying

Training needs

2. Getting

ready for the job

3. Presentation

of the learner

4. Presentation

of operations & knowledge

5. Performance

try out

6. Follow

up

Steps in Training needs

Identifying Training needs: It must be on the
basis of organisational analysis, operational analysis & individual analysis. Getting ready for the job: Under this step, it is to be decided who is to be trained new comer or old employee, supervisor or manager. Preparation of the learner: It includes putting the learner at ease, stating the importance & ingredients of job, explain the process of training, familiarizing him with the equipment, materials, tools, & trade terms. Presentation of operation & knowledge: The trainer should clearly tell show, demonstrate & question in order to put over the new knowledge & operations. Performance try out: Under this, the trainee is asked to go through the job several times slowly, explaining him each step. Mistakes are corrected. Follow Up: This step is undertaken with view to testing the effectiveness of training efforts.

Training Methods & Techniques

On the job training: Duration may be 1 week or 45 days to 1 year. Vestibule/ Training centre training/ Simulation: It Demonstration & Examples:
duplicates the job situation in a company classroom. Where equipment & machine training is being imparted.
the trainer describes & displays something when he teaches an employee how to do something by actually performing the activity.

Apprenticeship:

Class Room Methods:

In technical areas apprenticeship training is the oldest & commonly used method, here each apprentice is given a programme of assignments according to a pre determined schedule. Duration is 2 3 yrs
Lectures Conference Case Study Role Playing Programmed Instruction Audio Visual

Development

 Training of employees:

Nature of Development

Employees are trained after being posted.

Transfer of employees-

This is done according to employees ability, competency & experience, & according to the needs of org.

Evaluation of employees qualities:

Employees performance is being evaluated & verified his suitability for the job.

Promotion of employees- This is done on the

basis of merit & seniority of employee.

Objective of employee development

Securing continued supply of competent working force: Optimum utilization of human resources: Developing technical & administrative skill: Prevention of managerial obsolescence:

Range of management development

A) Individual On the job technique: 1.Coaching & counseling; (Guided & controlled experience 2.Job rotation, assistant to under line managers) positions; 3.Under study: 4.Task force assignment; 5.Junior Board or Committee members

B) Individual Off the job: (midstream education, different methods)

Night school/ college on leave to attend short term Programmes.

Range of management development, cont

C) Student on his own: (Selfteaching but structured/ controlled by the instructor) 1.Planned reading 2.Correspondence courses 3.Programmed instruction (PI) 4.Computer aided instruction (CAI) 5.News letter, manuals, handouts, TV lessons; 1.Discussion- guided or directed 2.Case discussion 3.Problem solving conferences, syndicates, brain storming, buzz sessions 4.Role playing, Stimulated group activities: Business games, In basket games, exercises, workshops

D) Student centered Instructions: (Permissive & democratic)

Distinction between T & D

Learning Dimensions
Who? What? Why? When?

Training
Non- Managerial personnel

Development
Managerial personnel Theoretical, conceptual ideas General Knowledge Long term

Technical & mechanical operation

Specific jobrelated purpose Short term

NOW

TIME