Business Psychology

TRAINING AND DEVELOPMENTChapter 8

Learning Objectives

• Identify the importance of Training and development in an organization

• Distinguish the differences of training and development

• How organization be able to evaluate and determine a training program successful.

Learning Contents

• Define Training and Development • Purpose of training and development • Difference between training and development • Importance of training and development • Process of training • Types of training • Evaluation of training effectiveness

What is Training and Development?

• Ongoing process to develop worker’s abilities and skills

• A learning process that involves the attainment of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of workers.

What is Training and Development?

• The activities which basically aim at providing the skills, knowledge and aptitudes necessary for employment in a particular occupation (or a group of related occupations) in any field of economic activity

What is Training and Development?

• According to Edwin B. Flippo:– “Training is the act of increasing the knowledge

and skills of an employee for doing a particular job.”

• According to Blum & Naylor:– “training is a process that develops and

improves skills related performance. Effective training programs can result in increased production, reduced labor turnover and greater employee satisfaction”

What is Training and Development?

• Training is a process by which a worker learns some new technical or psychological skill.

• Training leads to improve the performance of the existing workers and prepares them to perform higher specialized and more advance jobs in future.

What is Training and Development?

• Training is a process of learning a sequence of programmed behavior and development cover those activities which improve job performance but also those which bring about overall growth of the personality

What is Training and Development?

• Development is broader, more encompassing function than training.

• Development is the process of enhancing skills, abilities, knowledge and capacities of the individual of the company.

• Development not only includes improvement in job performance, it is also including individual growth in the organization.

• Development aims at making workers not only good performers but also better human being.

What is Training and Development?

• Development is an educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose.

• “Management development process enables managers and executives to not only acquire skills and competencies but also develop future managerial abilities.” (Flippo)

What is Training and Development?

• “Management development involves making exercise in manpower flows, future inventories of human skills, abilities to match the demand of expanding and diversifying operations of the organizations,” (Madan)

Purpose of Training and Development

• Training– Increase productivity– Improves the quality of work– Creates skill inventory to fulfill future personnel needs– Improve organization climate (congenial environment)– Improve health and safety and working conditions– Prevent against accident– Improve the personal growth of the workers.

Purpose of Training and Development

• Development– Improvement in supervision, command, direction and

control at each level.– create an understanding of the methods and

problems of management.– develop managers to perform better on their present

assignments.– prepare them for higher assignments.– help them grow fast– create conditions and a climate which contribute to

the growth process– Inspiring junior executives to do better work

Difference between Training and Development

Importance Of Training And Development

• Optimum Utilization of Workforce

• Healthy Work-environment

• Productivity and Profitability

• Team Spirit

• Quality• Development of Skills of

Workers• Organization Culture• Organization Climate• Morale

Note

• Training and development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

Process of Training

Types of TrainingTypes of Training

TrainingTrainingTrainingTraining DevelopmentDevelopmentDevelopmentDevelopment

Apprentice-Apprentice-shipsships

Apprentice-Apprentice-shipsships

On-the-jobOn-the-jobTrainingTraining

On-the-jobOn-the-jobTrainingTraining

ClassroomClassroomInstructionInstructionClassroomClassroomInstructionInstruction

On-the-jobOn-the-jobTrainingTraining

On-the-jobOn-the-jobTrainingTraining

ClassroomClassroomInstructionInstructionClassroomClassroomInstructionInstruction

FormalFormalEducationEducationFormalFormal

EducationEducationVariedVariedworkwork

experiencesexperiences

VariedVariedworkwork

experiencesexperiences

Needs Needs AssessmentAssessment

Needs Needs AssessmentAssessment

Types of TrainingTypes of Training

– Classroom Instruction: workers acquire skills in classroom.• Includes use of videos, role-playing, simulations.

– On-the-Job Training: learning occurs in the work setting as worker does the job.

– Training given by co-workers and can be done continuously.

– Apprenticeships: worker contracts with a master worker to learn a skill.

Types of DevelopmentTypes of Development

– Varied Work Experiences: Top managers must build expertise in many areas.

– Workers identified as possible top managers given many different tasks.

– Formal Education: tuition reimbursement is common for managers taking classes for MBA or similar.

– Long-distance learning can also be used to reduce travel.

Whatever training and development efforts used, results must be transferred to the workplace.

Evaluation of Training Effectiveness

• Various methods and the effectiveness of their training programs– Reaction of trainee– Learning– Behavioral Changes– Impact on organization Effectiveness

Reaction of trainee

• The best methods by which management can evaluate the effectiveness of the training program

• Under this method management tries to collect the response of the trainee.

• They take help of questionnaire, survey or simple interview by which they are asked certain specific question regarding the training program and collect the responses.

Learning

• The learning tendency of worker is more improved after taking training.

• If they can easily learn the new technologies, cope with surrounding all of this express the effectiveness of the training program.

Behavioral Changes

• One of the ways suggested by Blum & Naylor8 is by comparing the change in performance of a group receiving training to the change in performance of a comparable group which did not receive the training.

Impact on Organization Effectiveness

• The following criteria suggested by Lindahl (1949)9 for checking results of training are:– Better quality of production.– Increase in the number of operators able to meet job

standards.– Reduction in time required to do a specific job.– Decrease in breakable supplies or tools.– Decrease in absenteeism.– Reduction in separation rate.– Reduction in operational costs.– Better performance on personnel tools such as tests, rating

scales and attitude surveys.

References

• Edwin B. Flippo, Personal Management, McGraw-Hill, Tokyo, 1989, p. 30

• Blum & Naylor, Industrial Psychology: Its Theoretical and Social Foundations, CBS Publishers, 2002, p. 237

• Blum & Naylor, Industrial Psychology: Its Theoretical and Social Foundations, CBS Publishers, 2002, p.266.

• Lindahl, L.G., How to Build a Training Program, Personnel Journal

THE ENDChapter 8