1. Training and Development

2. Definition of training
According to Edwin Flippo, training is “the act of increasing the knowledge and skill of an employee for doing a particular job.”

3. Meaning
Training is a process through which a person enhances and develops his efficiency, capacity, and effectiveness at work by improving and updating his knowledge and understanding the skills relevant to his or her job.
 Training need = standard performance – actual performance.

4. Importance and Need of training
Aids in new entrants attaining role clarity
Promotions
Prevents skill obsolescence
Improves quality and productivity
Meet organizational objectives
Improves organizational climate
Prevent accidents
To support personal growth and development

5. Process/procedure of training
Follow up
Performance
Presentation
Developing training packages
Preparing trainers
Select a target group for training
Determining training need of employee

6. Training and development
Training vs development
Training at different levels
Purpose of training
Learning curve
Transfer of learning

7. Functions of a training program
Acquiring knowledge
Change in attitudes
Helping to put theory into practice
Helps to evaluate abilities, competencies
Enhances problem solving and decision making ability
Improves performance

8. Success of a training program depends upon
Intention to learn from the participant
Reinforcement provided to the learner
Developing the potential from an individual’s point of view
Active participation of the trainee
Providing opportunities for practice
Transfer of learning to take place from a training program cognitive

9. Systems approach to T&D
Phase I – Needs assessment
Phase II – Design & delivery of T&D
Phase III - Evaluation

10. Organisational analysis Operations analysis Individual analysis
Phase I – Needs assessment
Determines the organization’s true needs and the training programs necessary to meet them
Organisational analysis
Operations analysis
Individual analysis
Advisory committees, Assessment centres, Attitude survey, Group discussions, Questionnaires, Skills test, Observations of behaviour, Performance appraisals, Performance documents, Exit interviews

11. Phase II – Design & delivery of T&D
Training design principles of learning
Motivation
Participation
Feedback
Organisation
Repetition
Application
Training delivery
On-the-job training (OJT)
Away-from-the-job training
T&D plan & implementation

12. Phase III – Evaluation
Levels of evaluation:
How did participants react?
What did participants learn?
How did participants’ behaviour change?
What organisational goals were affected?
Applying evaluation strategies

13. Training methods on the job /off the job
On the job training methods are:
Job instruction training
Vestibule training
Training by supervisors
Coaching on the job/Simulation
Apprenticeship

14. Training methods (Contd)
Off the job training methods:
Lectures
Conferences
Case studies
Role play
Programmed instruction training
T group/Sensitivity training

15. Evaluation of training
Criteria for evaluation are:
Objectives of the program
Cost-benefit analysis
Results obtained
Areas of improvement
Resources/ staff required
Methods of evaluation would be:
Questionnaires, projects, tests, interviews, observations or participation and discussions.

16. T&D priorities in the 21st century
Quality improvement programmes
Technological change-related programmes
Customer service T&D programmes

17. Emerging issues Training is not equally distributed to all employees
Expenditure allocated to training is inadequate
Mismatch between theory and practice
Benefits of training are not immediately realized
Supporting contextual systems needs to be provided in organizations
Top management needs to support the philosophy of training in spirit

18. THANK YOU