Training and Development

Definition of training According to Edwin Flippo, training is “the act of increasing the knowledge and skill of an employee for doing a particular job.”

Meaning Training is a process through which a person enhances and develops his efficiency, capacity, and effectiveness at work by improving and updating his knowledge and understanding the skills relevant to his or her job.  Training need = standard performance – actual performance.

Importance and Need of training Aids in new entrants attaining role clarity Promotions Prevents skill obsolescence Improves quality and productivity Meet organizational objectives Improves organizational climate Prevent accidents To support personal growth and development

Process/procedure of training Follow up Performance Presentation Developing training packages Preparing trainers Select a target group for training Determining training need of employee

Training and development Training vs development Training at different levels Purpose of training Learning curve Transfer of learning

Functions of a training program Acquiring knowledge Change in attitudes Helping to put theory into practice Helps to evaluate abilities, competencies Enhances problem solving and decision making ability Improves performance

Success of a training program depends upon Intention to learn from the participant Reinforcement provided to the learner Developing the potential from an individual’s point of view Active participation of the trainee Providing opportunities for practice Transfer of learning to take place from a training program cognitive

Systems approach to T&D Phase I – Needs assessment Phase II – Design & delivery of T&D Phase III - Evaluation

Organisational analysis Operations analysis Individual analysis Phase I – Needs assessment Determines the organization’s true needs and the training programs necessary to meet them Organisational analysis Operations analysis Individual analysis Advisory committees, Assessment centres, Attitude survey, Group discussions, Questionnaires, Skills test, Observations of behaviour, Performance appraisals, Performance documents, Exit interviews

Phase II – Design & delivery of T&D Training design principles of learning Motivation Participation Feedback Organisation Repetition Application Training delivery On-the-job training (OJT) Away-from-the-job training T&D plan & implementation

Phase III – Evaluation Levels of evaluation: How did participants react? What did participants learn? How did participants’ behaviour change? What organisational goals were affected? Applying evaluation strategies

Training methods on the job /off the job On the job training methods are: Job instruction training Vestibule training Training by supervisors Coaching on the job/Simulation Apprenticeship

Training methods (Contd) Off the job training methods: Lectures Conferences Case studies Role play Programmed instruction training T group/Sensitivity training

Evaluation of training Criteria for evaluation are: Objectives of the program Cost-benefit analysis Results obtained Areas of improvement Resources/ staff required Methods of evaluation would be: Questionnaires, projects, tests, interviews, observations or participation and discussions.

T&D priorities in the 21st century Quality improvement programmes Technological change-related programmes Customer service T&D programmes

Emerging issues Training is not equally distributed to all employees Expenditure allocated to training is inadequate Mismatch between theory and practice Benefits of training are not immediately realized Supporting contextual systems needs to be provided in organizations Top management needs to support the philosophy of training in spirit

THANK YOU