Training

and
Development
By
Dr. Monika Gulati
Mlnc(D),DU
• Godrej Consumer Products Ltd. talent management system allows bright employees to acquire a wide variety
of skills through job rotation. Outstanding employees get salary increase.
J&J constantly encourages its employees to upgrade their skills and knowledge through short term programs
at institutes like IIMs ,XLRI etc.
• Monsanto sets stiff targets for employees ,but trains employees with rare rigour so that they get fair shot
at those .People identified as future leaders are given internal international system
• P&G relies more on promote from within philosophy. It hires fresher's from straight out of B-School ,trains
and empowers them to handle challenging jobs from day1.
• Orientation at Ritz Carlton-During orientation they infuse employee with soul of the co. Values.They say
that happiness and satisfaction of guests is most important. They identify five best employees of certain
departments and they train employees .All of them make good principles.

• INTRODUCTION TO TRAINING
• Even after selecting the most suitable employee to the organization today’s competitive environment
requires the Mgt to continuously develop and upgrade the skills, abilities & performance of employees.
• Training involves changing skills ,knowledge ,attitude or behavior .It aims at bringing a relatively permanent
change in employees so that they are able to perform their jobs well.
• Training is not regarded as costs but as a productive investment –when channelized properly –producing
returns beyond imagination of mgt.
• To ensure success, most Co. are trying to align training with overall business strategy.
 TRAINING
• Traditionally T&d was not viewed as an activity resulting in creating values and successfully deal with
competitive advantage. Organisational priorities have changed in recent years and the focus has moved
from piecemeal training activities to more systematic HRD approaches.
• TRAINING-It denotes a systematic procedure for transferring technical know-how to the employees so
as to increase their knowledge and skills for doing particular jobs .Its main purpose is to bring +changes in
a) knowledge b) skills c) attitudes of employees
• EDUCATION-Education is the process of increasing the knowledge and understanding of employees.
• DEVELOPMENT-It is concerned with the growth of employees in all respects. It is the process by which
managers or executives acquire skills and competency in their present jobs and also capabilities for future
tasks. Development implies the nature and direction of change induced among the employees through the
process of education and training.
• DEVELOPMENT=TRAINING + EDUCATION
• COMPARE TRAINING vs.EDUCATION

BASIS TRAINING EDUCATION

Content & Scope Narrow ,specific and job related Broad & General
Nature Applied & Practical Pure & Theoretical
Duration long Short
Result Quick & Apparent Delayed & inappropriate
 TRAINING VS.DEVELOPMENT
Training is defined as systematic development of knowledge, skills, and attitudes required by an individual to
perform adequately a given task or job

Development is learning opportunities provided to employees that go beyond the scope of existing job and has
long term focus.

BASIS TRAINING DEVELOPMENT

Contents Technical & Mechanical operations Conceptual and philosophical concepts

Participants Non managerial personnel Managerial personnel

Time period Short term one shot affair Long term continuous process

Purpose Specific job related skills Total personality

Initiative From management external motivation From individual himself-internal motivation

Nature of Reactive process-to meet current need Proactive process-to meet future needs
process
 Purpose/Objectives of Training
Ex-Sir Richard Branson ,the iconic founder of the Virgin Group, said these words of wisdom, ”Train
people well enough so they can leave ,treat them well enough so they don’t have to.”

✓ As the jobs are becoming complex the employee skill and knowledge need to be transformed &updated.
✓ Training is necessary to prepare existing employees for higher level jobs (promotion).
✓ Training is necessary when employee moves from one job to another (Transfer).
✓ Traning makes employee versatile so that they can be placed in various departments.
✓ Training helps organization and its employees to adopt changes
✓ Training of employees helps in developing positive and helpful attitude towards their
jobs,superiors,colleagues and juniors etc.
✓ Training helps in making employee more productive and future ready for the long run.
✓ It is needed to gain acceptance from peers.
✓ Accident rate reduces as employees know the technique to do their job the best.
✓ Well trained employees grow fast in their career.
✓ Training improves morale of employees as it increases opportunity for internal promotion .
✓ Others-reduces supervision, cost is reduced, better quality of work, increases job satisfaction, good
climate of learning.
 BENEFITS /IMPORTANCE OF TRAINING
Thomas John Watson Sr.,IBM said ,” Recently ,I was asked if I was going to fire an employee who
made a mistake that cost the company $600000 .No I replied , I just spent $600000 training him.
Why would I want somebody to hire his experience?”

• BENEFITS OF TRAINING TO THE ORGANISATION

• Reduces learning time to reach acceptable levels-employee does not waste time to learn job by
trial and error or by observing others.
• Increase productivity-By increasing skills of employee it leads to increase in productivity
• Reduced Supervision-training reduces the responsibility of supervisor
• Economic Handling of machines and materials-a trained employee leads to very less wastage of
raw materials and less cost of production
• Standardizing the procedure- it leads to high levels of performance and it becomes a rule rather
than an exception
• Increased employee Morale- training reduces rate of absenteeism and labour turnover which in
turn increases the morale of employees
• Loyalty of Employees – Training helps in bringing a change in attitude of the employees to support
organizational activities
• Fulfill Manpower Requirements- Continous training helps in meeting future requirements from
internal resources.
 BENEFITS/IMPORTANCE OF TRAINING
• BENEFITS OF TRAINING TO THE EMPLOYEE
• Eliminate fear of new skill-Training helps employee to learn new skills and improve his/her career growth
• Increased Safety-Trained employee learn to handle machines and materials safely thereby becoming less
prone to accidents
• Higher Remuneration- Due to training employees productivity increases leading to increase in wages and
bonus
• Promotion-training helps in enhancing the skills of employees and provide opportunity for growth
• Confidence-it helps employees to be confident when they perform their job
• FACTORS INFLUENCING TRAINING & DEVELOPMENT
• Organisational Change-The basic objective of T&D is to anticipate change and respond proactively to the
change.
• Top management Support-the support of top management should go beyond policy statement
• Commitment from Mangers at all levels-training should include everyone right from top manager down to
first line supervisor
• Technological Advances-Technological advances ex. Digitization of everything is dramatically affecting the
way jobs are conucted
• Organizational Complexity-The degree of complexity has increased in modern organization due to weakening
of the stability oriented traditional chain of command and the rapid changes in technology products, systems
&methods
• Motivation to learn
 Types of Training

• Skill Training-The need for training in basic skills (reading,computing etc.) is identified through
assessment. Specific training objectives are identified and training content is developed accordingly.
• Refresher Training/Retraining-It is imparted to the employees who are working in the organization to
acquaint themselves with the latest methods for performing the job.
• Induction /Orientation Training-It is introduction of the new employees to the rules, regulations &
procedures of the organization. It also acquaints employees with new work environment
• Job Training/In plant Training-its purpose is to enable employees to learn new techniques skills
,knowledge. It is also undertaken to create interest of employee and number of accidents low.
• Apprenticeship Training/Craft Training-It involves preparation not for a single job but for the many
types of related jobs which can be assigned to a competent craftsmen. The Government of various
countries have passed laws which make it obligatory for certain employers to impart such training. under
this trainee is placed under the supervision of experienced person who teaches him necessary skills and
observe his performance.it gives trainees stipend and employers cheap labour. It is more in construction,
printing, mechanic etc.
• Internship Training-The interns gets theoretical as well as practical experience from the job. Under this
method the professional or vocational institutes enters into arrangement with big business enterprises to
provide practical knowledge to its students through actual & work experience.(in engineering field etc.)
• Training For Promotion-Existing talented employees are given adequate training to make them eligible for
promotion to higher jobs of the organization.
 Types of Training
• Cross Functional Training- It involves training of employees to perform operations in areas
other than their assigned job. Job rotation is one way, departments can exchange personnel for
some time and some tasks and they can train others in other departments.
• Team Training-Team training involves two areas: content tasks and group processes. Content
tasks specify the team’s goals such as cost control and problem solving. Group processes reflect
the way members function as a team. This training throws light on how members should
communicate with each other, how they should cooperate and handle complicated situations, how
they use collective wisdom and experience to good advantage
• Creativity Training- In creativity training ,trainers focus on three things – a) Breaking away
from restrictions ,bring open assumptions b) Generate new ideas by opening the up trainees mind
c) to promote creative thinking trainee should not kill off ideas too quickly and should allow ideas
to grow a little.
• Diversity Training-It- It considers all of the diverse dimensions in the workplace- race, gender,
age ,disabilities, lifestyles,cultures , education, ideas and background while designing training
programme. The programme covers two things a) awareness building which helps in diversity b)
skill building which offers knowledge and skill
• Literacy Training- Functional literacy programmes focus on the basic skills required to perform
a job adequately and capitalize on most workers motivation to get help in particular area. Home
assignments, reading ,writing ,simple mathematics are used in all co. programmes to improve
literacy levels.
 Role And Competency Based Training
“hire character and train skill” former CEO of Porche
• Role Specific,Skill Based Training-
In order to enable managers to perform their roles associated with the process of management and also to
deal with the employees ,they need to posses and exhibit a range of skills. These skills are role based. These
include-
a) Planning Skills- It involves ability to think ahead and arrive at performance standards.
b) Organizing skills-ability to organise various jobs change it to suit the technology & environment.
c) Leading Skills-this involves understanding personality, values, perception &attitudes of employees.
d) Controlling Skills –Actions & Decisions to ensure that ensure that actual results are in line with desired
results
e) Decision Making Skills-ability to identify and define problems ,develop alternative and implement them
The skills required vary at all levels.Three types of skills required for job in addition to above mentioned skills
are
a) Technical
b) Human
c) Conceptual
These skill based training require people to be trained in roles specific to the performance of the jobs
 Competency Based Training (CBT)
• The term ‘competency’ refers to individual charecteristics ,attributes or abilities that contribute towards
improved performance i.e right set of skills ,knowledge behaviours and attitude possessed by employees
which enable them to perform best at work
• For driving productivity in human resources, the need to develop the right skills and competencies is
emphasized and it varies with the levels of management.
• At lower level competencies in technical skill are required at middle and at higher level it becomes human and
conceptual.
• In competency based training personal attributes, leadership and core competencies training are required for
managers.
• COMPETENCIES FRAMEWORK TO TRAIN AN EMPLOYEE
• CBT this type of training focuses on specific competencies that are required by employees to perform their
job roles in a better way.It is personalized to better suit their work requirements and usually involves training
via different modules ,wity each module focusing on single skill at a time.
• Personal Attributes-Required for excellent performance across all levels &functions
• Leadership & Management Competencies-Success factors that differentiate performance across all career
levels
• HR Core Competencies- Success factors that are shared across all HR roles.
• HR Role Specific Competencies-Success factors that distinguish sub functions role /Role specific
competencies.
The approach to training should be first identify training needs as per business strategy, Asses current
skills employees possess and finally implement training program
 Training Process Outsourcing
➢ Outsourcing is an act of giving a third party the responsibility of running what would otherwise be an
internal system or service in the enterprise.
➢ Ex.DELL outsources manufacture of its computers and concentrates on enhancing web based direct sales
*IBM has sold its PC division to Chinese firm and it provides on client based IT services and buys PCs from
Lenovo whenever needed.
*Nike and Reebok they do only design and marketing and have outsourced their manufacturing
*Sun Microsystems relies heavily outside manufacturers and distributors that its own employees never
touch computers
➢ Outsourcing is changing the way HR departments operates. Technology makes it easy to outsource HR
activities like payroll, application based tests and screening etc
When an organization gets its employees trained by an outside agency its training process outsourcing
(TPO)
➢ BENEFITS OF TPO
➢ A) it allows management to focus on building core business
➢ B) It helps to save costs
➢ C) the Co.gets the benefit of expertise of the outsourcing agency
➢ The firm need not invest in training infrastructure
➢ Specialised training agencies are able to give excellent results.
 Steps in Designing Training Program
• STEP 1-IDENTIFICATION OF TRAINING NEEDS OF ORGANISATION
• Training needs of the organization can be identified by a) Organizational Analysis b) Task Analysis c) Person
Analysis
• A) Organisation Analysis –It involves study of the entire organization in terms of its objectives its resource
allocation and utilization growth potential consists of. It can be done by a) organizational goals & objectives b)
personnel inventories c) skill inventories d) organization climate analysis e) efficiency indexes f) changes in systems
or subsystems g) Management requests
• B) Task Analysis/Role Analysis- Also called operations analysis its purpose is to decide what should be taught.It is
systematic analysis of jobs to identify job contents, the knowledge skills & aptitude required and the work behavior.
Questionnaire ,interview tasks are used to collect information.it can be done by a) Job description b) job
specification c) performance standards d) performing the job e) work sampling f) training committee g) Analysis of
operating problems
• C) Person Analysis-The main aspects of it a) it is necessary to decide whether performance of an individual is
substandard and training is needed b) it is determined whether employee is capable of being trained c) specific
areas in which individual requires training are determined d) whether training will improve performance or not is
determined. It includes –work sampling , interviews, questionnaires, tests, rating scales, Diaries ,Customer/Employee
attitudes.
• STEP2-SETTING OF TRAINING OBJECTIVES-Once training needs are identified objectives are set. Objectives
are of three types a) Innovative b) Problem Solving c) Regular
• A) Innovative –here emphasis is on changing mindset of workers. It is anticipating problem before they occur. Team
building sessions with department are done for it
• B) Problem Solving- here focus is on solving specific problems instead giving general information. It involves training
clerks, supervisors etc to reduce grievances
• C) Regular-It takes place through orientation programme, refresher courses etc.
 STEPS IN TRAINING PROGRAMME
• STEP-3-ORGANISING TRAINING PROGRAM-
• Top managers should formulate and approve training programme,it is not one man show. Both HR
manager and line manager should evaluate instructions and implement them.
• Selection of trainees should be done by line managers and HR department.
• Selection of trainer should be carefully done.He can be somebody from inside or outside the
organization and he should be able to link the purpose and value of trainee with the organization needs.
• Training period depends upon on the factors such as type of skills to be acquired, learning capacity of
trainee, technology adopted .It can be from 7to 10 days.
• Training material and method should be made in consultation with the line managers .It should be
distributed before training.
• Implementation of T&D program –this is action phase and here trainer demonstrates illustrates and
imparts knowledge amongst trainers.
• For ex-as per LinkedIn 2021 workplace annual report three top focus for learning and development a)
upskilling and reskilling b) leadership and management c) virtual onboarding and skills that required
priority were a) resilience skill b) digital fluency skills ( this is around COVID time perios)
• training initiatives at Amazon include a) amazon training academy which equps employees with essential
technical skills, b) machine learning university which helps employees with coding background c) amazon
technical apprenticeship program which provides employees to get trained while working etc .
 Steps in Training Programme
• STEP-4-EVALUATING TRAINING EFFECTIVENESS
• It means the extent to which the trainees learn and apply the knowledge and skill learnt during the
training program. Its objectives are-
• A) it helps to identify the strengths and weakness in T&D process
• B) it helps find out relationship between acquired knowledge ,transfer of knowledge at workplace &
training
• C) it helps to determine whether actual outcome are aligned with expected outcome or not.
There are certain techniques available to evaluate training programme-
• A) Questionnaire – it is used to obtain opinion of trainees through questionnaire about how was
training
• B) Interview-Standard tests ,with some interviews with standard questions can also be conducted
whether trainees have learnt something or not.
• C) Studies-Studies are conducted to know opinion of both trainers & supervisors etc.
• D) HR Factors- It is examined on the basis of decrease in employee turnover, accidents,discharges
• E) Cost Benefit Analysis-the cost of training could be compared with its value in order to evaluate a
training programme.
• F) feedback-after examination evaluation of the situation should be done to identify the probable
causes of gaps in performance
 • KIRKPATRICK MODEL OF TRAINING EVALUATION
• This model for training has proven to be the best.it has four levels of evaluation-
• Reaction-were the participants pleased with the objectives,content &method of training
• Learning-what did the participants learn in the programme?
• Behaviour-did participants change their behavior on the basis of what they have learnt?
• Results – did the change in behavior positively effect the organization in terms of productivity ,cost
&quality ,reduction in accidents?
•
 INTRODUCTION TO DEVELOPMENT
➢ Infosys-they have a campus at Mysore for training .they have nine pillars for leadership
development program. they 360 degrees feedback, community service etc.
➢ Godrej-to retain talent they set up a new board known as ‘young talent board’. All members are of
the age under 30.They work under main board and learn
➢ HLL-they give development in three areas a) general awareness b) employees with behavioral for
complete growth c) skill based (sales, marketing, finance etc.)
➢ MANAGEMENT DEVELOPMENT (MD)
➢ MD focuses more on managers personal growth.it focuses on intangible aspects of performance
such as behavior, attitude, values etc. It is more future oriented and equip managers to handle
situations.
➢ MD is a systematic process of training & growth by which individuals gain and apply knowledge ,skill
and insight and develop attitude to manage work organization effectively. The process begins with
the recognition of the need for development and establishing policy guidelines.
 FEATURES OF DEVELOPMENT
• PLANNED EFFFORT-it is a planned effort to improve the ability of executives so they can handle
a variety of assignments.
• Continuous Learning Process-it is not done in one show but goes on for a long time
• Improve total personality of executives-it aims to bring permanent change in behavior and
attitudes of employees
• Future Oriented-It aims at meeting future needs to handle the complexity of jobs
• Proactive in Nature-it focuses both on present & future requirements of both organization and
individual.
• OBJECTIVES OF MD
• Objective of development varies with the levels of management
• TOP MANAGEMENT-improvement in thought process, analytical ability, broaden the outlook etc
• MIDDLE MANAGEMENT-establish what are functional responsibilities,aware of management
problems, knowledge of motivation
• EXECUTIVE LEVEL-knowledge of business functions and operations, improving methods, ability to
• analyze one’s own function.
General Objectives Of MD Are
a) to ensure managerial capabilities b) to aid in encouraging & achieving self-development & self-
confidence c) to provide managers an opportunity to update their knowledge & skills d) to bring the
performance of managers to the highest possible levels.
 Importance of MD
• MD efforts are required for following reasons
• A) due to rapid changes in technology
• B)To understand behavior of individuals in changing socio cultural environment
• C)To meet the needs of consumers
• D)To have harmony & peace in organization
• E)To impart knowledge on the latest management principles, techniques & practices.
• STEPS IN MD PROGRAMME
• 1.Analysis of development Needs-analysis have to made to asses what type of mangers
are needed to meet requirements of present and future
• 2.Appraisal of present management talent-a qualitative assessment of current
workforce is done to assess what they have
• 3.Inventory of managerial manpower-the inventory is prepared to assess complete
details of all mangers relating to age, education, performance etc.
• 4.Planning individual development programs-development programs can be tailor made
for each individual realizing interests of individual and goals of organisation
• 5.Establishing T&D programe-HR department identifies development needs and
launches specific programmes in fields of leadership, decision making etc.
• 6.Evaluating Development Programme- programme evaluation will reveal the relevance
of the development prgramme and the changes that should be made to make those more
useful. It can be done with surveys, interview, questionnaires etc.
 Methods of MD
• It is divided in broad six heads with sub heads
• A) Decision making skills – a) in basket exercise b) Business Games
c) case study
• B) Interpersonal skills – a) Role Play b) Sensitivity Training c)
Behaviour Modelling
• C) Job Knowledge – a) on job experience b) Coaching C) Understudy
• D) Organisation Knowledge – a) Job Rotation b) Multiple Management
• E) General Knowledge a) special courses b) special meetings c)
special readings
• F) Special Individual Needs – a) Special Projects b) Committee
assignments

•.
 METHODS OF TRAINING
• There are two methods of training-a) on the job training b) off the job training
• A) On the job training-
• Training is imparted mostly on the job. When employee is engaged in the work and an experienced supervisor
instructs trainee on the job.
• The primary responsibility of on job training is of line supervisor
• it is suitable in cases where skills can be learnt in a short span of time or when few employees have to be
trained on the same job at the same time.
• Advantage of on job training- a) trainee learns while using actual equipment & real environment b) Cheaper &
less time consuming c) does not effect production
• Disadvantages of on job training- a) line supervisor may not be a good trainer b) line supervisors are only
interested in getting work done rather than imparting skills c) long time taken by trainee to learn skills.
B) Off the job training- It is provided to the employee away from the job. It is generally theoretical in nature
and is imparted in a class room type atmosphere .It is associated more with knowledge than skills.
 On-the-Job Training Methods
“Employees cannot become more productive in every sense of the word unless they are provided with
continuous on-the-job training” CEO Project Management USA
Coaching
• in this method, the supervisor provides knowledge and gives instructions to the subordinates
regarding jobs and tasks.
• it is more related to routine work and activities and the method involves one to one approach
• Performing tasks under the guidance of a coach brings an objective perspective and helps
employees gain job-related knowledge.
• It has open and purposeful dialogue, it is open informal, and yet systematically planned.
• For EX- there is this GROW model of Coaching –G-goal, R- Reality, O-options or obstacles, W-
wrap up or way forward
• Mentoring
• Mentoring focuses on the overall growth and development of employees and mentors groom
employees to tap greater opportunities for career advancement and it can be both formal and
informal.
• coaching is more job-specific and directive in nature mentoring fosters learning and development
• Mentors invest considerable time and effort with employees to enhance their personal and
professional development (coca cola aims at mentoring employees through interaction and Deloitte
has 180 mentoring program)
 On-the-Job Training Methods
• Understudy
• It is a training program to train an employee for a future senior position that is presently
unoccupied due to retirement, promotion transfer, etc.
• this training is provided for any crisis in the future and is given by an expert trainer or head of
department
• Employee participates in all main tasks of seniors
• Apprenticeship
• Apprentices are the trainees who are trained in skilled jobs such as those of carpenters ,
plumbers ,electricians,fabricators etc under an expert guide
• They are paid also for the same
• They are engaged in performing real job
• It is an expensive form of training as a lot of time and energy is invested.
• Apprenticeship in India os governed by Apprenticeship Act,1961 which provides regulation and
control training and matters related with the same
• The National Apprenticeship Training Scheme, instituted by the government of India provides
financial support to all institutes offering training.
• It is a combination of on-the-job and classroom instruction methods.
 On-the-Job Training Methods
• Job-Rotation
• Under this method employee is rotated from one job to another in order to provide knowledge
and experience of various jobs.
• It is periodic and systematic and provides a wider scope for an employee to learn various jobs.
• Employees are selected very carefully for the same as all are not capable of rotational jobs.
• It can be within the same organization or overseas ex-banking industry.
Shadowing
It refers to a form of training where one employee closely observes and follows another employee
who is more experienced in the profession and watches how job duties are being performed.
• Trainees understand the problems they can come across on the job and how to handle them
• They get a better understanding of their role and responsibilities.
• Trainees can make rapport with coworkers and socialize easily at the workplace.
• They also can learn about various soft and hard skills needed for the job
• They learn about jobs that are inter-departmental in nature and gain flexibility in employee
placement
• It helps in internal mobility and based on their skills they can move internally
• This helps in future succession planning also.
 On-the-Job Training Methods
• Hands-on Training
• It is also known as ‘learning by doing’ or ‘experimental learning’.Like some traditional methods, it is
not possible always to learn by observing others, to earn something it is necessary to actually
execute the task in an environment that is secure and protected. It is best suitable for employee
knowledge retention as an employee is actively engaged and they immediately practices the skill
they are learning. The employee is more confident, specializes in work, and makes the least error
• Ex kaapi machines offers hands-on training for new owners of their coffee machines
• OFF THE JOB TRAINING METHODS
It includes all the methods that train an employee for a specific job before joining work for the job.
• Management Games-in this participants are assigned different roles like a managing director,
sales head, etc of a virtual organization and are required to make decisions as per the role assigned
to them.
• the results and impact of their decisions are then shown on their businesses and competitors with
the help of algorithms and technology that match the decisions in real-life situations and help
participants learn about possible repercussions of their decisions.
• This helps participants to learn from their own mistakes and rectify their decisions and improve
their understanding of complex business situations and they can better perceive how everything is
interlinked .
• This is expensive and time-consuming and real-life situations may not be same as in games.
 Off-the-Job Training Methods
• Lecture Conference and Seminars
• Lectures refers to the verbal delivery of content by an instructor to a large audience. In this
trainees are given classroom lectures on various concepts theories and problem-solving skills by
area experts. It is used for the theoretical training of employees whereas conferences and
seminars are for employee development where employees are exposed to critical topics. They are
conducted for small groups of employees and are relevant for diverse solutions from diverse
sets of employees.
• vestibule Training
• in this employees are exposed to real workplace situations and equipment but away from the
actual work environment. A designated room close to the actual production area or employees’
workplace is booked where employees can get hands-on experience of real-life situations.
• It is popular in organizations where they rely more on equipment and machinery etc.
• It helps new joinees to learn fast but is expensive as companies have arranged for place and
machinery both.
• Helps them to learn fast and the accident rate is also less.
• Ex-DMRC trains its staff with simulators and real equipment to trouble shoot any situation
 • Case study
the individual is expected to study the information given in the case and make decisions based on the
situation. Typically this method is used in the classroom with an instructor who serves as a facilitator.
It gives the best result where team problem-solving and interaction is possible.
Advantages-a) improves problem-solving skills of the participants b) trainees can apply theory to
practical problems c) trainees how others solve a problem in a unique manner d) it can provide
interesting debates among trainees, as well as excellent opportunities for individuals e) if the case
reflects a real-life situation participants take a keen interest
Disadvantages- a) they are costly & time-consuming b) Examining historical evidence may fail to
develop the analytical & reasoning ability c) cases are sometimes not realistic d) cases may contain
information inappropriate for decision-making
Role Play
“I hear and I forget.I see and I remember .I do and I understand” Confucious
Role Play- this is the technique in which some problem real or imaginary involving human interaction is
presented and then spontaneously acted out. Participants assume the role of specific organization
employees .(ex.if one employee smokes, others show how they suffer)
Advantages- a) immediate feedback is available b) competitive atmosphere forces everybody to
participate
Disadvantages- a) it is not easy to duplicate pressures b) it is very important if the case is
introduced well by the trainer
 • Sensitivity Training
it is a method of changing behavior through unstructured group interaction.In this actual technique
employed is T-group (t stands for training).In this T-group stands for ---
A) it consists of 10-12 people/employees/trainees b) a leader acts as a catalyst and provides a free
and open environment for discussion c) There is no specified agenda d) Members express their ideas ,
feelings and thoughts freely & openly e) Focus is on behavior rather than duties f) aim is to achieve
behavior effectiveness in transaction with one’s environment
Advantages-a) experience is unique and valuable as it develops personality b) no real hazard for
emotionally healthy participants and emotionally weak are not taken c) before and after tests of this
training suggest participants have got significant changes in attitudes
Disadvantages – a) taken as a waste of time b) T-group leaders are taken as a child playing with fire
c) it is an immoral invasion of privacy based on false assumptions d) teamwork adversely gets affects
by the work group.
In-Basket Exercise
• Under this participants are given all the material such as reports, letters, memos, and other data
required for office work. Participants are expected to arrange them from urgent, to non-urgent,
clerical to administrative, and routine to non-urgent. If they are able to prioritize well decide
appropriately for pending matters and complete all tasks in a given time frame then this exercise
is considered useful.
• This is a simple and inexpensive problem-solving technique
• There are no actual pressures and it more becomes fun than learning.
 Off-the-Job Training Methods
• E-learning
• It is a method of training in an online setting. The employees are asked to attend video audiovisual
lectures, games, quizzes, presentations, etc.
• The mentors interact with trainees in online and help trainees learn things more quickly.
• It saves a significant amount of both time and money and removes the limitation of distance.
• Employees can have in certain cases flexibility of time and pace of study also.
• The process of learning is also fun and retention is also better.