WITH THE NAME OF ALLAH THE

MOST MIGHTY AND MERCIFUL.

 Chapter No 10

Training and Development:

 Training:
Training is the act of increasing the knowledge and
skills of an employee for performing a particular job.
The major outcome of training is learning. A trainee
learn new habits, refined skills and useful knowledge
during the training that helps him improve
performance. Training enables an employee to do his
present job more efficiently and prepare himself for
a higher level job.
 Purpose of Training:
Training is needed to serve the following purpose:
• Newly recruited employees require training so as to
perform their task efficiently. Instruction, guidance,
coaching help them to handle jobs competently, without
wastage of time.
• Training is necessary to prepare existing employees for
higher level jobs (promotion).
• Training is necessary when a person moves from one job
to another (transfer). After training, the employee can
change jobs quickly, improve his performance level and
achieve career goals comfortably.
 Conti
• Training is needed to bridge the gap
between what the employee has and what
the job demand. Training is needed to make
the employee more productive and useful in
long run.
 Learning Principles
training is essential for job success. It can
lead to higher production, fewer
mistakes, greater job satisfaction and
lower turnover. To this end training
efforts must follow certain learning
oriented guidelines:
 1) Modelling:
Modelling is simply copying someone else
behavior. A great deal of human behavior is
learned by modeling. Children learn by
modeling parents and other older children. If
we want to change people, it would be a good
idea to have videotapes of people showing the
desire behavior. As expert put it. “managers
tend to manage as they were managed”.
 2) Motivation
For learning to take place, intention to learn is
important. When the employee is motivated,
he pay full attention to their job. Motivation
to learn influenced by the answer to questions
such as: how important is the job. How
important is the information. Will learning
help me progress in the company? etc. people
learn more quickly when the material is
important and relevant to them.
 3) Reinforcement:
If a behavior is rewarded, it probably will be
repeated. Positive reinforcement consists of
rewarding desired behaviors. So we can say
that this theory play an important role in
learning process, because than the person will
try to learn more and more about the job to
perform will in the organization due to reward
factor.
 4) Feedback:
Feedback play an important role in learning process.
After providing training to new employee if
organization did not inform employees about their
performance how they will know that they are doing
the right thing or wrong, and how he will correct
himself. If organization provide positive feedback at
right time, this thing will improve the performance of
employee. Positive feedback showing the trainee the
right way of doing things. And negative feedback
shows the trainee that he is not correct.
 5) Active practice:
Practice make a man perfect. If a person want
to learn a new thing, he need to repeat that
task again and again till his mind accept that
that task. For that purpose he need practice.
So we can say that through practice a man can
learn much more about their job.
 Areas of Training:
The areas of training in which training is
offered may be classified into the following
categories:
1) Knowledge: Here the trainee learns about a
set of rules and regulations about the job,
the staff and the products or service offered
by the organization. The aim is to make the
new employee fully aware of what goes on
inside and outside the organization.
 2) Technical Skills:
The employee is thought a specific skill ( e.g.,
operating a machine, IT related skills,
Accounting related skills etc). So that he can
acquire that skills and contribute
meaningfully.
 3) Social Skills:
The employee is made to learn about himself
and others, and to develop a right mental
attitude towards the job, colleagues and the
company. The principal focus is on teaching
the employee how to be a team member and
how you will perform your role as a part of
team.
 Types of Training:
there are many types of training. We focus
here on the types of training that are
commonly employed in present day
organization.
A Systematic Approach to Training:
Training is most effective when it is planned,
implemented and evaluated in a systematic
way. There are three major components of a
systematic approach to training.
1) Assessment:
2) Implementation:
3) Evaluation:
 1) Training Need Assessment:
Training efforts aim at meeting the
requirements of the organization (long term)
and the individual employees (short term).
This involve finding answers to questions such
as: whether training is needed? If yes, where
is it needed? Which training is needed? Etc.
once we identify training gaps within the
organization, it become easy to design an
appropriate training program.
 2) Implementation:
After training need assessment. If we found
training is required than we will implement
training program. Here we will select training
method that which method is more efficient
for the trainee. Different type of training
methods are used, for example, Coaching,
Mentoring, job rotation, on job training, off
job training etc. we will select the best one for
the trainee. Than we will conduct training
program for the trainee.
 3) Evaluation:
After training implementation, the next step is
training evaluation to find out the appropriate
result. The process of training evaluation has
been defined as “ any attempt to obtain
information on the effects of training
performance and assess the value of training in
the light of that information”. Evaluation helps in
controlling and correcting the training program.
From evaluation we can find out that the trainee
improve the performance or not. The
organization achieve the objective from that
training program or not.
 Training Methods:
Training methods are usually classified by the
location of instruction. On the job training is
provided when the workers are taught
relevant knowledge, skills and abilities at the
actual workplace; off-the-job training, on
other hand, required that trainees learn at a
location other than the real work spot. Some
of the widely used training method are listed
below.
 1) Job Instruction Training:
In this method the employee has provided
instruction related to their job, that how to
perform their job. What are the methods
through which the employee can learn their
job. Like the trainee has provided an overview
of the job, its purpose and its desire
outcomes.
 2) Coaching:
Coaching is a kind of daily training and feedback
given to employees by immediate supervisors.
It may be defined as an informal, unplanned
training and development activity provided by
supervisors and peers. In coaching, the
supervisor explains things and answers
questions.
 3) Mentoring:
Mentoring is a relationship in which a senior
manager in an organization assumes the
responsibility for grooming a junior person. A
mentor is a teacher, spouse, counselor,
developer who’s aim to enhance the skills and
abilities of young employee. The main
objective of mentoring is to help an employee
attain psychological maturity and
effectiveness and get integrated with
organization.
 Mentoring Functions
Good Mentor Good Mentees

•Listen and
Understand. •Listen carefully.
• Challenge and • Act on advise.
encourage learning. Successful • Show commitment
• build self confidence. Mentoring to learn.
• provide wise counsel. • Ask for feedback.
• teach by example. • Are open minded.
• Act as role model. • Are willing to
• share experience. change.
• offer encouragement. • Are proactive.
 4) Job Rotation:
this kind of training involves the movement of
trainee from one job another. This helps him
to have a general understanding of how the
organization functions. Job rotation allows
trainees to build understanding with a wide
range of individuals within the organization,
facilitating future cooperation among
department.
 5) Apprenticeship training:

Apprentices (Trainee, Learner) are trainees

who spend a prescribed amount of time
working with an experience guide, coach or
trainee. Assistantships and internships are
similar to apprenticeships because they also
demand high level of participation from the
trainee.
 6) Committee Assignment:
In this method, trainees are asked to solve an
actual organizational problem. The trainee
have to work together and offer solution to
the problem. Assigning talented employees
committees can give these employees a
broaden experience and can help them to
understand the personalities, issues and
process governing the organization. It helps
them to develop team spirit and work unitedly
towards common goals.
 7) Off the job method:
Under this method of training, the trainee is
separated from the job situation and his
attention is focused upon learning the
material related to his future job
performance. Since the trainee is not concern
by job requirements, he can focus his entire
concentration on learning the job rather than
spending his time on performing it.
 Methods of Evaluation:
Various methods can be used to collect data on
the outcomes of training. Some of these are:
• Questionnaires: Comprehensive
questionnaires could be used to obtain
opinions, reactions, views of trainees.
• Tests: Standard tests could be used to find out
whether trainees have learnt anything during
and after the training.
 Conti
• Interviews: Interview could be conducted to
find the usefulness of training offered to
operatives.
• Studies: Comprehensive studies could be
carried out eliciting the opinions and
judgment of trainers, superiors and peer
groups about the training.
 Conti
• Feedback: After the evaluation, the situation
should be examined to identify the probable
causes for gaps in performance. The training
evaluation information ( about costs, time spent,
outcomes, etc should be provided to the
instructors, trainees and other parties concerned
for control, correction and improvement of
trainees activities. The training evaluator should
follow it up sincerely so as to ensure effective
implementation of the feedback report at every
stage.
THANKS FOR ATTENTION: