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Training & Development

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ajita bhagtya
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14 views16 pages

Training & Development

Uploaded by

ajita bhagtya
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Training & Development

Training vs Development
• Training is the act of increasing the knowledge and skills of an
employee for performing the job assigned to him. It is a short-
term process. After an employee is selected, placed and
introduced in an organization he must be provided with training
facilities so that he can perform his job efficiently and effectively.

• Development is a long-term educational process utilizing an


organized and systematic procedure by which managerial
personnel learn conceptual and theoretical knowledge for
general purpose. It covers not only those activities which
improve job performance but also those activities which
improves the personality of an employee.
Importance of Training and Development
• It optimises human resource utilisation
• Productivity
• Team spirit
• Organisation culture
• Organisation climate
• Quality
• Healthy work environment
• Health and safety
• Morale
• Image
• Profitability
TECHNIQUES AND METHODS OF TRAINING
AND DEVELOPMENT
• Cognitive Methods
1.) Lectures
2.) Demonstration
3.) Discussions
4.) Computer Based Training (CBT)
5.) Virtual Reality
6.) Programmed Instruction (Pre-recorded
training, books, etc)
Behavioural Methods
1.) Games and Simulations
2.) Behaviour Modeling
3.) Case Studies
4.) In Basket Technique
5.) Role Plays
Management Development Method
• Management development method is further
divided into two parts:
i) On the job training and
ii) Off the job training
On the Job Training
• Coaching
• Mentoring
• Job Rotation
• Job Instruction Technique (JIT)
Job Rotation
In this type of training the trainees will shift
from one job to another. It enables the
employees to gain knowledge and experience
from the trainers of the different job
assignments. This method is common for
training managers for general management
positions. It facilitates the trainee to understand
the problems of employees on the other jobs.
Coaching
The trainee employee will undergo training
under a particular coach or supervisor. This
coach provides feedback for the trainees on
their performance and also gives suggestion for
improvement. A major 51 disadvantage of this
method is the trainee may not have the freedom
or Training and Development opportunity to
express his own ideas.
Off the Job Training
sensitivity training
transactional analysis
straight lectures/ lectures
simulation exercises
Vestibule training
The case method
The incident method
Role playing
Experiential exercises
Conference or Discussions
THE ASSESSMENT OF TRAINING NEEDS
• Performance deficiency
• Assessment centers
• Individual or Group interviews
• Trainings for new employees
• Individual analysis
SELECTION OF A TECHNIQUE – ROI &
Competency Level of the Employee
• It's measure of the monetary benefits
obtained by an organization.
• Process of calculating training ROI
• Make a estimate measurement of the cost
and benefits.
• Formula:
Net benefits *100
Program cost
Training ROI Examples

• If the ROI is >1, the program has a net benefits.


• And if ROI is <1, the program has a net cot.
• Example 1: A program to train new machine operators
costs $ 15,000 to develop and implement. After completing
the training program, the average number of parts
produces each year increased by 3,000 and the profit on
each new part is $10, producing a net result of $30,000.
ROI= $30,000 / $ 15,000 = 2

• Example 2: A safety program cost the company $25,000 to


develop and implement. One year later, there had been a
small decrease in accidents, saving the company a total of
$ 10,000.
ROI= $ 10,000 / $ 25,000 = 0.4
EVALUATION OF TRAINING
PROGRAMME
• To make decisions about the future use of a
training program or technique(e.g.: continue,
modify, eliminate)
• To make decisions about individual
trainees(e.g.: certify as competent, provide
additional training)
• To contribute to a scientific understanding of
the training process, and
• To further political or public relations purposes
(e.g.: to increase the credibility and visibility of
the training function by documenting success)

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