Nature of Training and

Development

Training & Development

Training =
Altering behavior
Development = Increasing knowledge
Learning =
Permanent change in
behavior
Training is a process of learning a
sequence of programmed behaviour. It
tries to improve their performance on
the
current job or prepare them for

Need For Basic Purposes Of

Training
To Increase Productivity : Because of
training , instruction can help employees increase
their level of performance on their present
assignment.

To Improve quality : Better informed

employees are less likely to make operational
mistakes.

To Help a Co. fulfill its future personnel

needs : It leads to less changes & adjustments
in the event of sudden personnel alternation.

Need For Basic Purposes Of

Training
To Improve Organisational Climate :
To improve health & safety : Proper training can
help prevent industrial accidents.
Obsolescence (becoming outdated) Prevention : It
foster (promote growth) the & initiative creativity of
employees & help to prevent manpower
obsolescence.
Personnel Growth : Employee on personal basis
gain individually from their exposure to educational

Steps in Training
Programmes
1. Identifying Training needs
2. Getting ready for the job
3. Presentation of the learner
4. Presentation of operations & knowledge
5. Performance try out
6. Follow up

Steps in Training needs

Identifying Training needs: It must be on the

basis of organisational analysis, operational analysis &

individual analysis.
Getting ready for the job: Under this step, it is
to be decided who is to be trained new comer or old
employee, supervisor or manager.
Preparation of the learner: It includes putting
the learner at ease, stating the importance &
ingredients of job, explain the process of training,
familiarizing him with the equipment, materials, tools,
& trade terms.

Presentation of operation & knowledge:

The trainer should clearly tell show, demonstrate &

question in order to put over the new knowledge &
operations.
Performance try out: Under this, the trainee is
asked to go through the job several times slowly,
explaining him each step. Mistakes are corrected.
Follow Up: This step is undertaken with view to

Training Methods & Techniques

On the job training: Duration may be 1 week or 45 days to 1
year.

Vestibule/ Training centre training/ Simulation:

It duplicates the job situation in a company classroom. Where
equipment & machine training is being imparted.

Demonstration & Examples:

the trainer describes &

displays something when he teaches an employee how to do
something by actually performing the activity.
Apprenticeship: In technical areas apprenticeship training is
the oldest & commonly used method, here each apprentice is given a
programme of assignments according to a pre determined schedule.
Duration is 2 3 yrs

Class Room Methods:

Lectures
Conference
Case Study
Role Playing
Programmed Instruction
Audio Visual

Development
HRM

Nature of Development
Training of employees:
Employees are trained after being posted.

Transfer of employees-

This is done
according to employees ability, competency &
experience, & according to the needs of org.

Evaluation of employees qualities:

Employees performance is being evaluated &
verified his suitability for the job.

Promotion of employees-

This is done on
the basis of merit & seniority of employee.

Objective of employee development

Securing continued supply of
competent working force:
Optimum utilization of human
resources:
Developing technical &
administrative skill:
Prevention of managerial
obsolescence:

Range of management development

A) Individual On the job technique: (Guided &
controlled experience under line managers)

1. Coaching & counseling;

2. Job rotation, assistant to positions;
3. Under study:
4. Task force assignment;
5. Junior Board or Committee members

B) Individual Off the job: (mid- stream education,

different methods)

Night school/ college on leave to attend short term

Programmes.

C) Student on his own: (Self- teaching but structured/

controlled by the instructor)

1. Planned reading
2. Correspondence courses
3. Programmed instruction (PI)
4. Computer aided instruction (CAI)
5. News letter, manuals, handouts, TV lessons;

D) Student centered Instructions: (Permissive &

democratic)

1. Discussion- guided or directed

2. Case discussion
3. Problem solving conferences, syndicates, brain
storming, buzz sessions
4. Role playing, Stimulated group activities:
Business games, In basket games, exercises, workshops

E) Leader centered instruction: (Structured &

controlled by the instructor, a more or less
authoritarian directive)

Traditional lectures, LCD & OHP lecturer, chart

lecture, dinner meeting lecture

Distinction between T &

D
Learning Dimensions

Training

Development

Who?

Non- Managerial
personnel

Managerial
personnel

What?

Technical &
mechanical
operation

Theoretical,
conceptual ideas

Why?

Specific jobrelated purpose

General Knowledge

When?

Short term

Long term