Training and development are important for organizations to address rapid changes in technology and customer expectations. Training refers to increasing an employee's knowledge and skills for their current job, while development prepares them for future opportunities through building knowledge, skills, and attitudes. Some key differences are that training focuses on current job tasks, is temporary in nature, and aims for better performance in the current job, whereas development considers future job tasks, is permanent, and aims for better performance in future roles. Organizations benefit from training and development through improved quality, customer satisfaction, performance, and motivation. A training program typically involves setting a policy, needs analysis, design, delivery, and evaluation.

1. Training & Development
Krishantha Jayasundara
BA (English, Psychology,Sociology) University of Peradeniya, PQHRM(IPM), NDTHRD(IPM)

2. Why Training?
Why
Development?
2

3. There are rapid changes in
technology,
the working environment
& expectations of customers
3

4. 4

5. 5

6. 6

7. 7

8. 8

9. Training is the act of increasing the knowledge and skill
of an employee for doing a particular job
(Elippo)
Trainingis the process by which manpower is filled for
the particular jobs it is to perform
(Dale Yoder)
Training is the organised procedure by which people
learn knowledge and skills for definite purpose
(Beach)
9

10. Taking initiatives to prepare an individual
to take over the challenging opportunities
In future by inculcating necessary knowledge,
skills and attitudes.
10

11. How do you distinguish between Training
and Development?
11

12. Training vs. Development
• Limited to the KAS
of Current Job
• Future Job Tasks
12

13. Training vs. Development
• For Current Job • Overall Growth
13

14. Training vs. Development
• Temporary in
nature
• Permanent in
nature
14

15. Training vs. Development
• Short Term • Long term
15

16. Training vs. Development
• Better performance
in current job.
• Better performance
in future jobs.
16

17. Why is training so important for an
organization?
17

18. Improve Product Quality
18

19. Increase Customer Satisfaction
Through the improvement of quality of service
levels
19

20. Increase Performance
20

21. Increase Moral & Attitudes
21

22. Career Progression
22

23. Why is development so important for
an organization?
23

24. Importance of Development
24

25. Importance of Development
25.

26. Importance of Development
26

27. Setting up of
Training
Policy
Training
Need
Analysis
Design &
Develop
training
Conduct the
Training
Evaluate
Training
27

28. Let’s discuss each step in details
28
Setting up of
a Training
Policy
Training
Needs
Analysis
Design and
Develop
Training
Conduct the
Training
Evaluate the
Training

29. 29

30. 30
Typing Speed
40 WPM
Current Skill
Level
Typing Speed
65 WPM
Required Skill
Level
SKILL GAP

31. 31
Training Need is the gap
between
current KAS Level and required KAS level

32. Training Need Indicators
32
Drop in
Productivity
Interpersonal
Conflicts
Product
Defects

33. Training Need Indicators
33
Failure to
meet
deadlines
Lack of
motivation
High rate of
wastages

34. Organizational
Needs
Occupational
Needs
Individual Needs
34

35. 35
• Identification of performance gaps
• Proper identification of the reasons for
those gaps.
• Obtain the approval of top management to
implement the training based on facts.

36. 36
Attention should be given to
Clarify training
objectives
Identify target
group
Programme
content
Administration
and costing

37. 37
Attention should be given to
Trainer’s
Profile & skills
Learning
Environment
Facilities and
equipment
available
Being prepared
for the
unexpected

38. 38
Attention should be given to
Set objectives
of the training
Feedback of
the
participants
Performance of
the
participants
Feedback of
the customers

39. 39
Organizational Level
Job behavioural level
Participant learning
level
Participant reaction
level
Training development
level

40. Training Methods
40

41. Training Methods
On the job training
41

42. Training Methods
42

43. Training Methods
43

44. Training Methods
Computer aided instructions
44

45. Training Methods
45

46. Training Methods
Case study method
46

47. Training Methods
47

48. Cognitive Learning
Psychomotor
Learning
Affective Learning
48

49. Cognition is your ability to process
information, reason, remember, and relate.
• You are taught something, some new info
• You think about it
• You talk about it in your own words
• You notice how this new info fits into other
things that you know
49

50. • Psychomotor learning is the relationship between
cognitive functions and physical movement.
• Psychomotor learning is demonstrated by physical
skills such as movement, coordination,
manipulation, dexterity, grace, strength and
speed.
• Example-riving a car, throwing a ball, and
playing a musical instrument.
50

51. • the acquisition of behaviors involved in
expressing feelings in attitudes,
appreciations, and values.
51

52. 52

53. Trainee
centered
barriers
Trainer
centered
barriers
Environmental
barriers
53

54. 54
• Language and speech barriers
• Know it all syndrome
• Negativity-lack of motivation
• Shyness or aggression
• Resistance to change
• Status differences in the audience
• Age constraints
• Previous experiences

55. 55
• Unskilled trainer
• In appropriate content
• Wrong techniques used
• Accent
• Mannerism
• Lack of subject knowledge

56. 56
noise

57. 57

58. 58

59. 59
Lack of ventilation

60. 60
Interuptions

61. 61
Restriction on time

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