TRAINING AND

DEVELOPMENT
Tell me and I forget, teach
me and I remember, involve
me and I learn

- Benjamin Franklin
 Definitions
Training refers to the process of imparting
specific skills, abilities and knowledge to
an employee.
 More clearly, training and development
may be understood as any attempt to
improve current or future employee
performance by increasing an employees
ability to perform through learning, usually
by changing the employees attitude or
increasing his or her skills and knowledge.
The need for training and development is
determined by the employees
performance deficiency, computed as
follows:
Training and development need=Standard
performance- Actual performance
 Inputs in Training and
Development
Skills
Education
Development
Ethics
Attitudinal Changes
Decision making and problem solving
skills.
 Training Process
Need Assessment
 Needs Assessment
Needs assessment diagnoses present
problems and future challenges to be met
through training and development.
Organizational Support
Organizational Analysis
Task and KSA Analysis
Person Analysis
 Deriving Instructional
Objectives
The next phase in the training process is
to identify instructional objectives. Needs
assessment helps in prepare a blueprint
that describes objectives to be achieved
by the trainee upon completion of the
training programme. Instructional
objectives provide the input for designing
the training programme as well as for the
measures of success that would help
assess effectiveness of the training
programme
 Designing Training and
Development Programme
Every training and development
programme must address certain vital
issues-
Who participates in the programme
Who are the trainers
What methods and techniques are to be
used for training
What should be the level of training
What learning principles are needed
Where is the programme conducted
 Methods and Techniques of
Training
On the job Methods
Orientation training

Job instruction training

Apprentice training

Internships and assistantships

Job rotation

Coaching
Off the Job Methods
Lecture

Special Study

Audio-Visuals

Programmed Instructions (PI)

Computer-Assisted Instructions (CAI)

Simulation

Case Study

Vestibule Training

Role Playing

Sensitivity Training
On the job Orienting Special Safety Creati Sales,
Methods new Skills Educati ve Adm,
employee Trainin on techni Sup
s, g cal and
Introduci and Manag
ng Profes erial
innovatio sional Edu.
ns Edu.
Orientation - - - -
Training
Job Instruction - - -
Training
Apprentice - - -
training
Internships - -

Assistantships - -

Job Rotation - - -

Coaching -
Off the job Orienting Special Safety Creati Sales,
Methods new Skills Educati ve Adm,
employee Trainin on techni Sup
s, g cal and
Introduci and Manag
ng Profes erial
innovatio sional Edu.
ns Edu.
Vestibule - - -
Lecture
Special Study
Audio-Visual
Conference or -
Discussion
Case Study - - - -
Role Playing - - - -
Simulation -
Programmed -
Instruction
Laboratory - - -
Training
 Learning Principles
Employee motivation
Recognition of individual differences
Practice opportunities
Reinforcement
Knowledge of results
Goals
Schedules of learning
Meaning of material
Transfer of learning
Implementation of the Training
Programme
Deciding the location and organizing
training and other facilities.
Scheduling the training programme
Conducting the programme
Monitoring the progress of trainees
 Evaluation of the
Programme
Hamblin suggested five levels at which
evaluation of training can take place, viz
Reactions
Learning
Job behaviour
Organization
Ultimate value
 Methods of Evaluation
Questionnaire
Tests
Interviews
Studies
Human resource factors
Cost benefit analysis
Feedback
 Methods of Evaluation
Questionnaire
Tests
Interviews
Studies
Human resource factors
Cost benefit analysis
Feedback
EXECUTIVE
DEVELOPMENT
 Definition
Executive or management development is a
planned, systematic and continuous process of
learning and growth by which managers
develop their conceptual and analytical abilities
to manage.
It is the result of not only participation in formal
courses of instruction but also of actual job
experience.
It is primarily concerned with improving the
performance of managers by giving them
stimulating opportunities for growth and
development
 Importance
ED in an invaluable investment in the long run. It
helps managers to acquire KSA.
Developmental efforts help executive to realize their
own career goals and aspirations in a planned way.
Executives can show superior performance on the
job.
ED programmes help managers to broader their
outlook
The special courses, projects, committee
assignments, job rotation and other exercises help
managers to have a feel of how to discharge their
duties without rubbing people the wrong way.
 Steps in the Organization of a
EDP
Analysis of organizational development
needs
Appraisal of present management talents
Inventory of management manpower
Planning of individual development
programmes
Establishment of development
programmes
Evaluation of results.
 Methods/Techniques of
EDP
Decision making skills
Interpersonal skills
Job knowledge
Organizational knowledge
General knowledge
Specific individual needs
 Decision making skills
In Basket Exercise
Business Games/Management Games
Case Study
 Interpersonal Skills
Role Playing
Sensitivity Training
Behaviour Modeling
Transactional Analysis
 Job Knowledge
On the job experience
Coaching
Understudy
Organizational Knowledge
Job Rotation
Multiple Management
 General Knowledge
Special courses
Special meetings
Special readings
 Specific Individual Needs
Special projects
Committee Assignment
Conferences