The document discusses training and development in organizations. It defines training and development, and explains why organizations invest in them. Some key points covered include how training aims to improve employee performance and develop necessary skills. Effective training requires adequate resources, linking to strategies, and a systematic approach. Evaluation is important, and benefits include increased employee motivation, adoption of new technologies, and satisfaction. Training focuses on short-term skills for a purpose, while development is long-term and educational. Overall, training and development are necessary for both employees and organizations to remain efficient and competitive.

1. PREPARED FOR: PROF DR. KHULIDA KIRANA BT YAHYA
Presented by:
ILIYASU- SHIYANBADE NAJEEMDEEN
820351
HUMAN RESOURCE DEVELOPMENT (BSMH 5133)

2. TOPIC

3. TOPIC COVERAGE
 INTRODUCTION.
 INVESTMENT IN TRAINING.
 TRAINING.
 AIM OF TRAINING .
 REASONS WHY ORGANIZATION NEED TO INVEST IN EMPLOYEE TRAINING.
 HOW TO MAKE TRAINING EFFECTIVE .
 DEVELOPMENT.
 TRAINING AND DEVELOPMENT PROCESS.
 EVALUATION OF T&D .
 FACTORS INFLUECING EMPLOYEE T&D.
 BENEFITS OF TRAINING AND DEVELOPMENT.
 TRAINING AND DEVELOPMENT: A COMPARISON.
 CONCLUSION.

4. INTRODUCTION
 Training and development play an important role in the
effectiveness of organizations and to the experiences of people in
work.
 Training has implications for productivity, health and safety at
work and personal development.
 All organizations employing people need to train and develop
their staff.
 Most organizations are cognisant of this requirement and invest
effort and other resources in training and development.

5. INVESTMENT IN TRAINING
Investment in training and development entails obtaining and
maintaining space and equipment.
Such investment can take the form of employing specialist
training and development staff and paying salaries to staff
undergoing training and development.

6. TRAINING
 Training is expensive. Without training it’s more
expensive. (Nehru).
 A systematic process through which an organization’s
human resources gain knowledge and develop skills
 Instruction and practical activities that result in
improved corporate performance.
 Process of teaching new employees the basic skills
they need to perform their jobs.

7. AIM OF TRAINING
 To develop the knowledge, skill and attitude necessary
for effective performance of the work.
 To help the employee to become more confident in
dealing with behavior that challenge, by instructing
them in the principle of remaining calm and learning .

8. Reasons why organization need to invest in
employee training.
SUPPORT SUCCESSION PLANNING
Providing ongoing employee training and development supports succession
planning by increasing the availability of experienced and capable employees
INCREASE EMPLOYEE VALUE.
Effective training can be used to “up-skill” or “multi-skill” your employees.
Up-skilling involves extending an employee’s knowledge of an existing skill,
providing more experts within a subject area.
Multi-skilling is the process of training employees in new or related work
areas to increase their usability within the organization.
EXCEED INDUSTRY STANDARDS.
Training your employees in industry-standard best practices could also assist you in
building your reputation, giving your competitors a run for their money!

9. How to make training effective ?
 Allocate major resources and adequate time to training.
 Ensure that the training contribute to the strategies of the firm.
 Ensure a systematic and comprehensive approach.
 Ensure that there is a proper linkage among organizational,
operation and individual training needs.

10. DEVELOPMENT
 Its refers broadly to the nature and direction of change induced in
employees, through the process of training and educative process.
 A long term investment in human resources.
 Its also a long term educational process.

11. TRAINING AND DEVELOPMENT PROCESS.

12. EVALUATION OF T&D

14. BENEFITS OF TRAINING AND DEVELOPMENT
Motivation
Employee want to perform better and show that they are ready to
learn new things to gain better positions in your business.
New Technologies
Offering training in a new technology that pertains to employees field
is key in keeping the business current, competitive, and on top of the
latest market trends.
Satisfaction
When employees are trained well they become happier, more
confident, and have higher overall satisfaction doing their jobs.

15. TRAINING AND DEVELOPMENT: A COMPARISON
TRAINING
Short term.
For a definite purpose (Specific).
DEVELOPMENT
Long-term educational.
For General.

16. CONCLUSION.
Training and development is a necessity for both trainer and the
trainee:
The trainer (company) it would make its staff more efficient in this
highly competitive world.
It’s would want its employee to know the latest trends and
technologies and use them according to the company’s principles and
objective.
The trainees (staffs) it view training and development as a stepping
stone for enriching their career and fulfilling their personal needs.
Training development is another round to education for them, the
knowledge from which is to be paid later.
It also a mutual necessity and agreement between the companies and
their respective employee when it comes to training and development.

17. SUMMARY OF THE TOPIC.
 INTRODUCTION.
 INVESTMENT IN TRAINING.
 TRAINING.
 AIM OF TRAINING .
 REASONS WHY ORGANIZATION NEED TO INVEST IN EMPLOYEE TRAINING.
 HOW TO MAKE TRAINING EFFECTIVE .
 DEVELOPMENT.
 TRAINING AND DEVELOPMENT PROCESS.
 EVALUATION OF T&D .
 FACTORS INFLUECING EMPLOYEE T&D.
 BENEFITS OF TRAINING AND DEVELOPMENT.
 TRAINING AND DEVELOPMENT: A COMPARISON.
 CONCLUSION.

18. THINK TRAINING’S
HARD ?
TRY LOSING!!

20. Reference.
http://www.humanresources.com/1444/training-and-
development-investments-in-your-
business/#sthash.0yuWJdVh.dpuf