t&d - basic

8/7/2019 T&D - basic

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TRAINING

&DEVELOPMENT

8/7/2019 T&D - basic


TRAINING

� Learning process that involves the acquisitionof knowledge, sharpening of skills, concepts,rules, or changing of attitudes and behavioursto enhance the performance of employees.

� activity leading to skilled behavior.

� about knowing where you stand (no matterhow good or bad the current situation looks)at present, and where you will be after some

point of time.� acquisition of knowledge, skills, and abilities(KSA) through professional development.

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DIFFERENCES IN TRAINING &EDUCATION

� TRAINING� gaining skills� taught either trade school or

business training sessions.� more specific, more focused on a

particular task.� training is usually concernedwith gaining a skill

� Verification of skills is bestachieved by actually doingsomething in the real world

� EDUCATION� remembering facts and

understanding concepts.� usually taught in school.� implies knowledge and can be

broad (usually with no practicalapplication)� objective of classes is usually to

gain knowledge about facts,events, principles, concepts.

� student is required todemonstrate the memorization

of facts and the associationbetween concepts. In SOMEclasses, they must apply rules tosolve problems.

� Testing concerns memorizationand understanding, plus perhapsanalytic and problem solvingskills.

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DIFFERENCES IN TRAINING &DEVELOPMENT

� TRAINING� Event� Training is focused on

individual tasks

� has a beginning and an end� Immediate improvement

� DEVELOPMENT � Process� whole person concept� teaching how to, why we and

challenging them to figureout a better way

� focused more on cultivatingthe individual to give themthe tools to work upwardthrough greater job andrelationship complexities

� has no end� Equip for future demands

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Training changes performance,

development changes lives� Maxwell, one of the world·s great leadership writers, makes thisdistinction

´When we train people, we focus on the job. When we developpeople, we focus on the person. When we train people, we·re

adding value to specific things, such as what their jobdescription is. When we develop people, we add value toeverything. They not only become better in their jobs, theybecome better in life. Employee training is a necessity for anybusiness that wants to remain competitive in today·smarketplace. But leaders who want to make a lasting differencealso recognize that training by itself is not enough. Training

people is helpful for a short time, Developing people is helpfulfor a lifetime. And while the result of training is changedperformance «.. The result of development is changed lives.µ

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Examples of Training Investments

Industry and government in the United States spendapproximately $90 billion each year on employee training andeducation.

Average Japanese companies spends about 6% of budget on

training.

Study of major automobile manufactures found U. S automakersspend about 40 hours training new employees compared to 300hours for Japanese automakers.

Motorola·s CEO required all divisions to spend at least 2% ofbudget on training. Over next 7 years, profits increased 47%and it was esti

mated that each $1.00 in training yielded $30.00in return.

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TRAINING ACTIVITIES SHOULD BEALIGNED WITH OVERALL OBJECTIVE

OF THE ORGANISATION

,WITH A MEANINGFUL EMPHASIS ONVALUE ADDITION TO OUR

HUMAN RESOURCES.

8/7/2019 T&D - basic


Types of Training

1. Skills Training.2. Retraining.

3. Cross-Functional.

4. Team Training.

5. Creativity Training.

6. Literacy Training.

7. Diversity Training.

8. Customer Service.

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ROLE OF TRAINING

t&d - basic

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