1. TRAINING AND DEVELOPMENT

2. INTRODUCTION Some employees may have previous knowledge of jobs while others may entirely be new. Large organisations may not recruit already trained persons. Separate training departments are required to prepare workers for undertaking the jobs. It improves the performance of employees on present jobs and prepares them for taking up new assignments in future

3. TRAINING  Training is an organised procedure for increasing the knowledge and skill of people for a specific purpose  The trainees acquire new skill, technical knowledge, problem-solving ability etc.  Gives an awareness of rules & procedures to guide their behaviour  “Training is the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.” -Michael Armstrong

4. TRAINING Organised procedure Specific purpose Skill, technical knowledge, problem solving etc. Semi skilled and skilled perons like mechanics and operators DEVELOPMENT Long term educational process General purpose Managerial personnel Conceptual & thereotical knowledge EDUCATION Study of a particular syllabus Acquired before joining service Social, intellectual and physical development

5. NEED AND IMPORTANCE OF TRAINING  Increased productivity  higher employee morale  less supervision  Less wastage  Easy adaptability  Reduced turnover and absenteeism  Employee development

6. OBJECTIVES OF TRAINING DEVELOP CAPABILITIES OF EMPLOYEES IMPROVING LEVELS OF PERFORMANCE AWARENESS ABOUT WORK PREPARING EMPLOYEES FROM WITHIN BRING EFFICIENCY INTRODUCING LATEST TECHNIQUES

7. TYPES OF TRAINING 1. ORIENTATION OR INDUCTION TRAINING2. ON THE JOB TRAINING3. OFF THE JOB TRAINING4. REFRESHER TRAINING 5. VESTIBULE TRAINING 6. APPRENTICESHIP TRAINING7. ELECTRONIC TRAINING8. INTERNSHIP TRAINING

8. ON THE JOB TRAINING METHODS COACHING JOB/ POSITION ROTATION SPECIAL ASSIGNMENTS UNDER STUDY ON THE JOB

9. OFF THE JOB TRAINING LECTURE OR CLASS ROOM/ DISCUSSION THE CONFERENCE METHODPROGRAMMED INSTRUCTIONSSEMINAR OR TEAM DISCUSSIONCASE STUDIES

10. STEPS IN TRAINING PROGRAMME INDENTIFYING TRAINING NEEDS GETTING READY FOR THE JOB PREPRATION OF THE TRAINEE EXPLAINING THE JOB SEQUENCE ACTUAL TRY OUT FOLLOW UP

11. TRAINING Vs DEVELOPMENT 1.Training means learning skills & knowledge for doing a particular job. It increases job skills. 2.The term training is generally used to denote imparting specific skills among operative workers & employees. 3.It is concerned with maintaining and improving current job performance. Thus it has a short term perspective. 4.It is job centered in nature. 5.The role of trainer or supervisor is very important in training. 1.Development means the growth of an employee in all respects. It shapes attitudes. 2.The term development is associated with the overall growth of the executives. 3.It seeks to develop competence and skills for future performance. Thus it has a long term perspective. 4.It is career centered. 5.All development is self development. The executive has to be internally motivated for self development.

12. EXECUTIVE DEVELOPMENT Human resource development is a process of improving and developing an employee in accordance with his aspirations and potentialities on the one hand and the company’s requirement on the other. OBJECTIVES OF EXECUTIVE DEVELOPMENT

13. METHODS OF EXECUTIVE DEVELOPMENT ON THE JOB METHODS COACHING METHOD JOB ROTATION PARTICIPATION IN DELEBERATIONS OFF THE JOB METHODS

14. ROLE PLAYINGCASE STUDYMANAGEMENT GAMESIN-BASKETSYNDICATECONFERENCESENSITIVITY OR T-GROUP

15. MADE BY: SANDEEP ASSIST. PROF. IN GCCBA-42