TRAINING AND DEVELOPMENTBY:-DHRUVI,ATITHYA,JALPA,KINJAL,DHARMARAJ,YASH

What is Training??“Training refers to the methods used to give

new or present employees the skills they need to perform their job.”

 

—Gary Dessler

Significance of Employee Training• Enlargement of Skills and Competency• Effective Utilization of the Existing Human

Resources• Enhancement of Customer Satisfaction• Enhancing Competitive Advantage• Enrichment of Team Spirit• Ensuring Personal Growth• Enabling a Learning Culture• Establishing a Positive Organizational Climate• Encouraging Better Health and Safety Measures• Ensuring Organizational Growth and Development

Assessing Training Needs

• Performance Evaluation• Job Analysis• Attitude Survey• Advisory Panel• Ability Test Score• Feedback

Scope of Training• Knowledge• Skills Acquisition• Attitude Formation• Ethical Values• Analytical Reasoning

Steps in an Employee Training Process

Determination of the Training Needs

Development of the Training

Objectives

Selection of the Training Techniques

Identifying the Trainer

Implementing the

Training Programme

Evaluation of the

Training Programme

Feedback

Evaluation Studies

Design

Time Series Design

Pre-Test–Post-Test Control

Group Design

Effects to be Measured

Participants’

Impressions

Learning Level

Behavioural Improvements

Accomplishment of Training

and Development

Objectives

Conditions Necessary for an Effective Training Program• Top-management Support• Receptive Mindset of Trainees• Adoption of a Continuous Process• Technological Advances• Form and Timing of Training

Latest Training Technique- E-Learning

• E-learning is generally related to the planned use of networked information and communications technology in learning.

• It is known by several names such as online learning, virtual learning, network Web-based learning and distributed learning.

• It is also called just-in-time training as training is provided anytime, anywhere in the world when it is needed.

Types of E-Learning

• Online Learning • Web-based Training • Technology-based Training • Computer-based Training • Individualized self-paced e-learning online• Individualized self-paced e-learning offline• Group-based synchronous e-learning• Group-based asynchronous e-learning

Merits of E-Learning

• Substitute for Instructor-based Learning• Flexibility of Time and Place   • Storage of Information  • Application of Multimedia Tools    • Simulated Real-Time Experience • Personalized Learning Practices    • Absence of Notional Cost     • Better Measurement of Effectiveness   • Learning on Demand   

Limitations of E-Learning• The complexities of technology make e-learning

difficult for unskilled workers.• E-learning is used more as a supplement for

conventional instructor-led training than as its substitute.

• The application of training is somewhat limited as it may not be suitable for region-specific efforts like implementing cultural changes and attitudinal changes.

• There are no adequate research findings available on the learning effectiveness of e-learning as compared to that of traditional training methods.

• The introduction of e-learning entails an initial investment and an upfront cost, which may be high.

Issues in Training• Absence of corporate commitment• Fear that trained employees will be lured by the competitors• Cost and infrastructure requirements of training make it

unaffordable • Accounting rules generally treat training as expenses • Lack of adequate financial support from the government • Low availability of employable graduates with adequate skills • Lack of university and industry cooperation on a sustained

basis 

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Training Development

Increases job skills Changes attitude

For imparting specific skills For overall development

Short term perspective Long term perspective

Job oriented in nature Career oriented in nature

Role of a trainer is important

Self development important

Training Vs. Development

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• Management development consist of all activities by which executives, learn to improve their behavior and performance.

• It is designed to improve the effectiveness of managers in their present job and to prepare them for higher jobs in future.

• It involve all those activities and programs which have substantial influence on changing the capacity of the individual to perform his present assignment better and in so doing are likely to increase his potential for future management assignments.

Management Development

• The manager must have working knowledge of the new technology.

• Socio-cultural environment is changing at a fast speed.• The managers must have up-to-date knowledge of the

socio-cultural environment to understand the behavior of people.

• Frequent labor-management conflicts need trained managers to bring industrial peace in the organization.

• To understand and meet the needs of consumers properly

Need for management development in an organization

• To increase the overall knowledge and conceptual and decision making skill of managers

• To improve the performance of managers in their present position

• To introduce change in the organisation by developing managers into change agents or facilitators

• To provide opportunities to the managers for their career advancement

Objectives of Management Development Programmes

Process of management development in an organization

Assessing the Company's Strategic

Needs

Evaluating the Skills and

Competencies of the

Managers

Evolving Strategies for

the Development of Managers

Management Development Programs

Purposes Of Evaluation of the Development Program

Proving Controlling Improving Learning

Impediments to Effective Succession Management

• Lack of Criteria for the Identification of the Successor   • Presence of Traditional Replacement Systems  • Improper Diagnosis of Development Requirements    • Inadequate Focus on Interpersonal Skill Requirements   • Too Little Importance to Lateral Mobility • Lack of Sufficient and Timely Sharing of Feedback • Lack of Follow-up Action • Absence of Managerial Initiative and Support• Insecurity of the Boss