Training and Development

Lesson Objectives

Introduction to Training and DevelopmentDifference between Training and

DevelopmentForces influencing the trainingTraining objectivesImportance of TrainingTraining processMethods of TrainingTraining Evaluation

There is nothing Training cannot do; nothing is above its reach; it can turn bad morals to good, it can destroy bad principle and create good ones, it can lift men to Angelship

-Mark Twain“Tell me and I forget, teach me and I remember, involve me and I learn”

- Benjamin Franklin

• Average Japanese companies spends about 6% of budget on training.

• Study of major automobile manufactures found U. S automakers spend about 40 hours training new employees compared to 300 hours for Japanese automakers.

• Motorola’s CEO required all divisions to spend at least 2% of budget on training. Over next 7 years, profits increased 47% and it was estimated that each $1.00 in training yielded $30.00 in return.

Introduction

Training and HRD

Human Resource Department

Training and Development

Talent Acquisition

Compensation and Benefit

Performance Management

INTRODUCTION TO TRAINING AND DEVELOPMENT

Training and Development may be understood as any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.

Training

Training is the process of identifying, assuring and developing through planned activities the knowledge, skills and abilities that employees need to help them perform their current and future responsibilities in organization to the greatest extent possible.

Training

Training is the process of acquiring the skills necessary to do the job

- Robert N. Lussier

Training is a set of activities that provides the opportunity to acquire and improve job related skills - Schermerborn, Hunt and Osborn

Development refers to the learning opportunities designed to help employees grow.

Development is any attempt to improve managerial performance by imparting knowledge, changing attitudes or increasing skills.

Development

Training is the acquisition of concept

theories, knowledge , skills and attitudes

Development is the application of acquired

knowledge, theories, skills and attitudes to

the job for increasing organizational

effectiveness.

Training and Development

Comparison between Training and Development

Training DevelopmentFocus Current Future

Use of Work Experiences Low High

Directed towards Training is normally directed at operative employees and relates to technical aspects.

It is directed at managerial personnel to acquire conceptual and human skills.

Methodology Greater emphasis on ON-JOB methods

Greater emphasis on OFF the Job methods.

Goal Preparation for current job Preparation for changes

Relevance Training is of more relevance at junior-levels.

Development is of higher relevance at middle and senior levels.

Duration Training courses are designed mostly for short term.

It involves a broader long-term education for a long run term.

Training and Development

Improvement in

Customer Satisfaction

People, Process and Performance

Shareholder Satisfaction

Employee Satisfaction

Training and Development for Shareholder Satisfaction

All SIZES of Organization Small Large

All TYPES of Organization Profit Non Profit

Training and Development is Needed In

All LEVELS of Organization Bottom Top

All AREAS of organization Manufacturing Marketing HR Accounting IT

Frame work of Training

o Globalizationo Need for Leadershipo Attracting and Retaining Talento Customer Service and Quality Emphasiso Changing Demographics and Diversity of

Work Forceo New Technology

Forces Influencing Training

TRAINING Objectives

Aim of Training

Improve performance

Enhance employee growth

Facilitate overall professional development

Improve the quality of the work force

Enhance productivity

Assist organization in succession planning

Develop organization specific skills and competencies

• Respond to technology changes affecting job requirements.

• Respond to organizational restructuring.

• Adapt to increased diversity of the workforce.

• Support career development.

• Fulfill employee need for growth.

• Development of skills of employees

• Productivity of Organization

• Organizational Culture and Climate

• Quality

Importance of Training

Performance Discrepancy

Is it worth fixing

KSA Deficiency

Reward/Punishment Incongruence

Inadequate feedback

Obstacles in the system

Choose Appropriate Remedy

Change Contingencies

Provide Proper Feedback

Remove Obstacles

Job Aid

Training

Practice

Change the job

ORGANISATIONAL ANALYSIS

JOB ANALYSIS

The present content of the current or anticipated job is analyzed through task analysis

PERSON ANALYSIS

Analysis performance is compared with standard performance to identify the gaps

Training methods

Factors to consider while selecting training and development method:

1) Learning style2) Purpose of Training3) Cost

Lesson 1

• Skills Training.• Cross-Functional. • Team Training• Creativity Training.• Diversity Training.• Customer Service

Types of Training

Development Method

Job Rotation

Managerial On-the-Job

Training

Coaching/Understudy Approach

Development Method

University-Related Programs

Management Games

Off-the-Job Management Training and Development Techniques

The Case Study Method

Outside Seminars

Executive Coaches

Behavior Modeling

Role Playing

Corporate Universities

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