Introduction to Training and development.

1. TRAINING AND DEVELOPMENT
Module 1- Training Orientation
SHIPRA TIWARI
2013MBA-027
Indian Institute of Information Technology And
Management, Gwalior

2. Contents
Introduction
Reasons of T&D
Need of T&D
Identification of Needs
Objective
Process
Importance
Advantages
Infosys Case

3. HRM
Recruitment &
Selection
Training &
Development
Compensation
Management
Performance
Management

5. Training & Development
 It is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioural
change takes place in structured format.
Training is expensive. Without training it is more
expensive ----Nehru
Nature of Training=
(Standard Performance - Actual Performance)

6. Training is the formal and systematic modification of behavior through
learning which occurs as a result of education,instruction,development
and planned experience.
 It’s a short term process.
 Refers to instruction in technical and mechanical problems.
 Targeted in most cases for non managerial personnel.
 Specific job related purpose.
Development is any learning activity which is directed towards future
needs rather than present needs, and which is concerned more with
career growth than immediate performance.
 It’s a long term educational process.
 Refers to philosophical and theoretical educational concepts.
 Managerial Personnel.
 General Knowledge purpose.

7. Reasons of Training &
Development
• New Technology
• Cost Control
• Role and Career Flexibility
• New Appraisal Techniques
• Skills and labor shortage
• Product and service quality
• Globalization and speed of change

8. Need of Training & Development
 Two biggest factors that contribute to the increased need to
training and development :
a) Change
b) Development
 Basic aim of training:
a) Suitable change in individual is concerned.
b) Should be related both in the terms of organization’s needs as
well as individual need.
 Various Method of identifying Training needs:
a) Organizational Analysis
b) Task Analysis
c) Man Analysis

9. Contd…
Higher Productivity: It improves the level of
performance by using the method of work.
Standardization of Procedure: In formal training
the methods are standardized which help in
improving the quality of product and Services.
Less Supervision: Well trained Employees are
self Reliant and motivated.
Economical Operation: Trained Employees
make more usage of material and machinery,
Reduced wastage and Spoilage.

10. Higher Morale: Proper training develop positive
attitude, job satisfaction and creates job Security by
removing employee grievances.
Organizational Climate: It helps in improving the
organizational climate as industrial relation and
disciplines are improved , resistance to change are
reduced, decentralization of authority and
participative management can be introduced
Personal Growth: It enlarges the knowledge and
skills of the employees which helps them to grow in
their career.

11. Identification of Training needs
Organizational Analysis
It is a systematic study of the organization in term of its
objectives, resource allocation and utilization, growth
potential and its environment. Its purpose is to determine
where training emphasis should be placed in the
organization for increasing organizational effectiveness.
Organizational analysis involves the following element:
(a) Analysis of Objectives
(b) Resource Utilization Analysis

12.  Task Analysis
It is a systematic analysis of jobs to identify job
contents, knowledge, skills and aptitudes
require to perform the job.
 Manpower Analysis
The quality of manpower required by the org.
has to be carefully analyzed. It has to be done
in the light of both internal and external
environment of the organization.

13. Objectives of Training
• To increase the knowledge of workers in doing
specific jobs and to improve overall performance of
the organization
• To impart new skills among the workers
systematically so that they learn quickly.
• To bring about change in the attitudes of the workers
towards fellow workers ,supervisor & the
organization.
• To build second line of competent officers and
prepare them to occupy more responsible positions
• To reduce the number of accidents by providing
safety training to workers.

14. Training & Development Process
Determine T&D Needs
Establish Specific Objectives
Select T&D Methods
Implement T&D Programs
Evaluate T&D Programs

15. Designing of T&D Programs
Who are the
Trainees?
Who are the
Trainers?
What methods &
techniques?
Level of Training?
Principles of
learning
Where to conduct
program?

16. Advantages of Training & Development
Improves job knowledge & skills at all level of
organization.
Improves the morale of employees
Improved profitability or positive attitude towards
profits.
Aids in organizational development.
Helps people identify with organizational goals.

17. Importance of T&D Programs
Help in addressing employee weaknesses
Improvement in workers performance
Consistency in duty performance
Ensuring worker satisfaction
Increased productivity
Improved quality of services and products
Reduced cost
Reduction in supervision

18. Types Of Training
Induction or Orientation Training : It is concerned with
introducing or orienting a new employee to the organization
& its procedure, rules & regulation.
Job Training : It relates to specific job which the worker
has to handle, it gives information about machines, process
of productions, instructions to be followed, methods to be
used & so on.
Internship Training : Under this method, the educational
institute enters into arrangement with an industrial
enterprise for providing practical knowledge to its students.
Training for promotion: The talented employees may be
given adequate training to make them eligible for promotion
to higher job in the organization

19. Training
Methods
On the job Methods
a) Job Rotation
b) Coaching
c) Job Instruction
Off the job Methods
a) Vestibule Training
b) Role Playing
c) Lecture Methods
d) Conference or Discussion
e) Programmed Instructions

20. INFOSYS
 The American Society for Training and Development (ASTD) rated
Infosys as the world’s best in employee training and development
continuously for three consecutive years 2002, 2003 and 2004.
 The “Global Education Centre “ was set up in 2005. It was one of the
biggest corporate training centres in the world.
 The Global Education Centre would run a 14.5 week residential
program, which would impart generic and work specific training in
technology areas, along with soft skills and leadership programs to
fresher's.
 2,350 rooms spread across the campus
 58 training rooms, 183 faculty rooms
 cyber cafe
 food court, employee care centre, theatre, and education research
block, beside the trainee hostel.
The centre had the capacity to train around 15,000 fresher's in one year.
The library had an online database of Infosys case studies to help the
recruits. Mysore campus is the world’s biggest training centre.

21. Training and development department
Teams:
 Corporate training team
 Organisational development team
 Corporate training team caters to band B only-process executive &
senior process executive
 OD team caters to band C and above.
 Total number of people in T&D dept-30
Training department is divided across 5 verticals
 Communication service providers.
 Banking and capital market.
 Manufacturing vertical
 Insurance and health care
 Emerging markets

22. TYPES OF TRAININING:
1. Band “B”
 Induction
 Voice and accent training
 Process training
 6 months training process
recruits in band B have to go through the following training programs during
a period of 2-3 yrs.…
1. Quality training-six sigma certifications
2. Competency based training:-
Soft skills training:- communication, presentation, cultural sensitivity, client
interface training. MIND-mentoring, innovating, negotiating, developing. It
is for self-awareness and self evaluation, mainly focuses on EQ. Transactional
analysis-for understanding their own personality.
Technical training: Email Etiquettes, Excel Training, Presentation Skills

23. For Band C
 Induction-1day, joining formalities
 Buddy program-one month
 It is basically an assistance provided by a peer employee which helps the
new recruit understand the process, understand dynamics of the client,
client requirement, culture, values.
 Recruits in band C and above have to go through the following training
programs during a period of 2-3 yrs.…
Quality training
 six sigma:-green belt-black belt.
Middle Management Leadership Program (MMLP)
 For band C employees-team leads
 It harnesses their leadership qualities, available for high performers.

24. Thank You