2. Definition
• Training
The process of teaching new employees the basic
skills they need to perform their jobs.
• Training is a planned program designed to improve
performance and bring about measurable changes in
knowledge, skills, attitude and social behaviour of
employees.
Development
• Development is a planned, systematic and continuous
process of learning and growth by which managers
develop their conceptual and analytical abilities to
manage.
3. Difference between Training and
Education
Education is confined to theoretical learning in classroom.
• Training
Application
Job experience
Specific Task
Narrow perspective
• Education
Theoretical Orientation
Classroom Learning
General Concepts
Broad Perspective
4. Difference between Training and
Development
Training
• Training generally imparts
specific skills to the employees
• Training is concerned with
maintaining improved current
job performance
• Training is short term
perspective.
• Training is job centered in
Nature..
• The role of trainer or
supervisor is very important in
training.
Development
• Development is more general
in nature & aim at overall
growth of the executive.
• Development build up &
competencies for future
performances.
• Dev. Is long term perspective.
• Dev. Is career concerned in
nature
• All dev. Is self dev. And the
executive has to be internally
motivated for the same
5. Reasons/ Need/ Importance for
Training
• New technology
• Cost control
• Turnover
• Role and career flexibility
• Product and service quality
• Globalization and Increase speed of change
• Skills and labor shortage
• New appraisal techniques
6. The Training Process
1
2
3
4
5
The Five-Step Training and Development Process
Instructional design
Needs analysis
Validation
Implement the program
Evaluation
7. Types of Training
– Skills training: here certain basic skills like reading,
writing, computing, speaking, listening, problem
solving etc are taught
– Refresher training: here the focus is on short term
courses that would help employees learn about
latest developments in their respective fields
– Cross functional training: this helps employees
perform operations in areas other than their
assigned job.
8. – Team training: covers two areas content task and group
process. This is concerned with how team members should
communicate with each other, how they should cooperate
to get ahead, how they should handle conflicting
situations, how to find their way using collective wisdom
etc.
– Creativity training: this helps employees to think
unconventionally, break the rules, take risks, go out of the
box and develop unexpected solutions. Eg brainstorming
– Diversity training: it aims to create better cross cultural
sensitivity with the aim of fostering more harmonious and
fruitful working relationships among host and parent
company employees . Awareness building and skill building
– Literacy training: this is generally offered to those
employees with weak reading, writing or arithmetic skills.
9. Training Methods
• On The Job Training Methods
– Job instruction training (JIT): This is training
directly received on the job 4 steps are there
1 Here the trainee receives an overview of the job.
2 The trainer actually demonstrates the job
3 The trainee is asked to copy the trainer’s way.
4 The trainee, finally, tries to perform the job
independently.
10. – Coaching: Here the supervisor explains things and
answers questions; throws light on why things are done
the way they are; offers a model for trainees to copy,
conducts lot of decision making meetings, and allows
trainees freedom to commit mistakes and learn.
Coaching, thus, requires lot of teaching skills. Daily
feedback and continuous supervision. It means
educating, instructing and training subordinates
– Mentoring: The use of an experienced person to teach
and train someone with less knowledge and experience
in a given area is known as mentoring. The mentor
nurtures, supports and guides the efforts of young
persons by giving appropriate information, feedback
and encouragement whenever required. Help him
develop psychological maturity . It means advising,
counseling and guiding
11. • Job rotation: This kind of training involves the movement
of trainee from one job to another.
• Apprenticeship training: Most craft workers such as
plumbers, carpenters etc are trained through formal
apprenticeship programmes. In this method, the trainees
are put under the guidance of a master worker typically
for 2-5 years.
• Committee assignments: In this method, trainees are
asked to solve an actual organizational programme
working along with other trainees. They are assigned
committees in which they learn team spirit.
• Job Instruction Training: Jobs that consist of logical
sequences. The step by step training is called job
instruction training
12. Off The job
– Vestibule training: It occurs off the job on equipment or
methods that are highly similar to those used on the job.
– Role playing: This is a development technique requiring the
trainee to assume a role in a given situation and act out
behaviours associated with that role.
– Lecture method: Here the instructor organizes the study
material on a specific topic and offers it to a group of trainees in
the form of a talk.
– Conference or discussion method: In this method the trainer
delivers a lecture and involves the trainees in a discussion so
that the doubts about the job to be undertaken get clarified.
Videoconferencing also
– Programmed instruction: This is an approach that puts material
to be learned into highly organised logical sequences that
require the trainees to respond to questions or fill in the blanks.
– Management games
