concepts of trianing and development

8/8/2019 Concepts of Trianing and Development

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Done by :Prarthana Nehru

Concepts of trianing anddevelopment


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WHAT IS TRA INING AND DEVELOPMEN Ty training and development refers to the imparting of specific

skills, abilities and knowledge to an employee.y A formal definition of training & development is it is any

attempt to improve current or future employee performance by increasing an employees ability to perform throughlearning, usually by changing the employees attitude orincreasing his or her skills and knowledge.


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y In short training refers to refers to the process of impartingspecific skills.Development refers to the learningopportunities designed to help employees grow.Educationis theoretical learning in classroom.

y Development refers to those learning opportunities designedto help employees grow. Development is not primarily skill-oriented. Instead, it provides general knowledge andattitudes which will be helpful to employees in higherpositions.


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OBJECTIVES OF TRA INING ANDDEVELOPMENTT he particular objectives of training are to:y Develop the competences of employees and improve their

performancey

Help people to grow within the organization in order that,as far as possible

y Needs for human resource can be met from withiny Reduce the learning time for employees starting in new jobs

on appointment, transfers or promotion, and ensure thatthey become fully competent as quickly and economically aspossible.


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INPUTS IN TRA INIG ANDDEVELOPMENTT HET RAINING AND DEVELOPMENT INPUTS ARE AS

FOLLOWS :y SKI LLSy

EDUCATI ONy DEVELOPMENTy ET HICSy ATTIT UDINAL CHANGESy Decisions Making and ProblemSolvingSkills


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y SKI LLS

Are of two types :Basic and motor skills

Basic skills:skills needed to operate on machines or any other equipmentsuch that it gives minimal scrap .

Motor skills:

Refer to the skills needed to perform a physical activity.motor skills include walking, riding a bicycle, tying a shoelace,throwing a ball and driving a car.


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y EducationT he purpose of education is to teach theoretical concepts and

develop a sense of reasoning and judgment.y

Developmentemphasis is given on knowledge rather than skills.

K nowledge about business environment, managementprinciples and techniques, human relations, specific industry

which is useful for better management of the company.


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y EthicsUnethical practices abound in marketing, finance and

production function in an organization.It is the responsibility

of the HR manager to enlighten all the employees in theorganization about the need of ethical behaviour.y A ttitudinal ChangesAttitudes represent feeling and beliefs of individuals towards

others. Attitude affects motivation, satisfaction and jobcommitment.


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Negative attitudes need to be converted into positive attitudes.Changing negative attitudes is difficult because

Employees refuse to changes

T hey have prior commitmentAnd information needed to change attitudes may not besufficient


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y Decisions Making and Problem Solving Skillsy focus on method and techniques for making organizational

decisions and solving work-related problems.y

decision- making and problem-solving skills seeks to improvetrainees abilities to define structure problems, collect andanalysis information, generate alternative solution and makean optimal decision among alternatives.


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Training processT HE FOUR BASI C ST EPS IN T HET RAINING PROCESSy ST EP 1: EST ABLIS HING A NEEDS ANALYSISy ST EP 2: DEVELOPINGT RAINING PROGRAMS AND

MANUALSy ST EP 3: DELIVERT HET RAINING PROGRAM.y ST EP 4: EVALUAT ET HET RAINING PROGRAM


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y ST EP 1: EST ABLIS HING A NEEDS ANALYSISy T his step identifies activities to justify the need for training.

T he objective in establishing a needs analysis is to find out theanswers to the following questions:

- Why is training needed?- What type of training is needed?- When is the training needed?- Where is the training needed?

- Who needs the training? and "Who" will conduct thetraining?- How will the training be performed?


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y ST EP 2: DEVELOPINGT RAINING PROGRAMS ANDMANUALS .T his step establishes the development of current jobdescriptions and standards and procedures.

Job descriptions should be clear and concise and may serve as amajor training tool for the identification of guidelines. Oncethe job description is completed, a complete list of standardsand procedures should be established from eachresponsibility outlined in the job description.


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y ST EP 3: DELIVERT HET RAINING PROGRAM.T his step is responsible for the instruction and delivery of thetraining program. Once you have designated your trainers,the training technique must be decided.

y One-on-one training, on-the-job training, group training,seminars, and workshops are the most popular methods


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y ST EP 4: EVALUAT ET HET RAINING PROGRAMT his step will determine how effective and profitable your training

program has been.It is this step that will indicate the effectivenessof both the training as well as the trainer.

y benefits for evaluating a training programevaluations will provide feedback on the trainers performance,

allowing them to improve themselves for future programs.evaluations will indicate its cost-effectiveness.are an efficient way to determine the overall effectiveness of the

training program for the employees as well as the organization.


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T HANK -YOU

concepts of trianing and development

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