training and development

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Training and Development

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What is Training and Development?♦ Training and development - or "learning and development" as many refer to it now - is one of the most important aspects to our lives and our work. In our culture, we highly value learning. Yet, despite our having attended many years of schooling, many of us have no idea how to carefully design an approach to training and development.

♦ At the organizational level, a successful Human Resources Development program will prepare the individual to undertake a higher level of work.

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♦ Human Resources Development is the framework that focuses on the organizations competencies at the first stage, training, and then developing the employee, through education, to satisfy the organizations long-term needs and the individuals’ career goals and employee value to their present and future employers.

♦ The people within an organization are its human resource. Human Resources Development from a business perspective is not entirely focused on the individual’s growth and development, “development occurs to enhance the organization's value, not solely for individual improvement. Individual education and development is a tool and a means to an end, not the end goal itself.


What is Training and Development?


♦ Skills: Skills are applying knowledge in an effective and efficient manner to get something done. One notices skills in an employee by their behaviours

♦ Job: A job is a collection of tasks and responsibilities that an employee is responsible to conduct. Jobs have titles.

♦ Role: A role is the set of responsibilities or expected results associated with a job. A job usually includes several roles.

♦ Ability: The capacity to perform an act, either innate or as the result of learning and practice

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Frequently used Terms


♦ Training: This term is often interpreted as the activity when an expert from the expert to the learner (to enhance a learner's knowledge, attitudes or skills) so the learner can better perform a current task or job

♦ Development: This term is often viewed as a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance. This development often includes a wide variety of methods, e.g., orienting about a role, training in a wide variety of areas, ongoing training on the job, coaching, mentoring and forms of self-development. Some view development as a life-long goal and experience.


Frequently used Terms


♦ It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.

♦ Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.


Training Defined


Role of Training



Needs for Training and Development♦ Acquired new skills♦ Improve existing skill set♦ Knowledge upgrade♦ Retention of skill with upgrade♦ Meeting company department goals are easier♦ Motivation♦ Informal performance review♦ Permanent learning solution



Constraints and Challenges♦ Employee time♦ Budget♦ Trainer and specialist in market♦ Infrastructure (Place, Library, slides Etc)♦ Inhibition/belief in training & development both by employee and employer♦ Source of reliable training data (Getting Accurate data like employees themselves say that they need certain training based on the views of their friends or pressure by the manager overtaking their thoughts)♦ Documenting the process



Process of Training and DevelopmentEmployee Training Needs Assessment or Training needs data collection:A "training needs assessment", or "training needs analysis", referred as TNA is the systematic method of determining if a training need exists and if it does, what training is required to fill the gap between the standard and the actual performance of the employee. Therefore, training needs analysis is:

♦ Systematic method of determining performance discrepancies♦ Causes of performance discrepancies



Data Collection and Compilation♦ Collection of Data in terms of the type of training required like some soft skills or technical training etc. The details can be collected from the manager by using training needs form or TPNF (Training program nomination form), details are collected from the manger and the employee himself, the company also has a set of internal course or of competencies which has to be neatly documented. Numeric scale also can be used to asses the importance or urgency of training by using 1 – 10 scale.



Reasons to conduct Training Needs Analysis♦ Identify the deficiencies.♦ Determine whether employees lack KSAs. (Knowledge Skill Ability)♦ Benchmark for evaluation of training.♦ Makes sure training is provided to the right people.♦ Increases the motivation of training.



Training Needs Analysis IncludesORGANIZATIONAL ANALYSIS♦ Mission & strategies of organization♦ The resources and their allocation♦ Internal environment- attitudes of people

OPERATIONAL ANALYSIS♦ Determine KSAs required for standard performance (Knowledge Skill Ability)♦ Job analysis

PERSON ANALYSIS♦ Specific areas of training required by the individual♦ Whether an individual is capable of being trained♦ The data regarding the person analysis can be collected through-♦ Performance data♦ Behavioral and aptitude tests &♦ Performance appraisal



Choosing the Right Training Methods



Methods of Training♦ On-the-job Training ♦ Off-the-job Techniques ♦ Orientations ♦ Lectures♦ Role Playing and Simulation ♦ Audiovisual Methods ♦ Job Rotation ♦ Apprenticeships ♦ Programmed Learning, ♦ Laboratory Training



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training and development

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