training n development ppt

7/31/2019 Training n Development Ppt

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Trainingis the formal and systematic modificationof behavior through learning which occurs as a

result of education, instruction, developmentand planned experience.

Development is any learning activity, which is

directed towards future, needs rather thanpresent needs, and which is concerned morewith career growth than immediate performance.


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HRD programs are divided into three main categories: Training,

Development, and Education.

Training is the acquisition of technology, which permits employees to

perform their present job to standards. It improves human performance on

the job the employee is presently doing or is being hired to do. Also, it is

given when new technology in introduced into the workplace.

Development is training people to acquire new horizons, technologies, or

viewpoints. It enables leaders to guide their organizations onto newexpectations by being proactive rather than reactive. It enables workers to

create better products, faster services, and more competitive organizations. It

is learning for growth of the individual, but not related to a specific present or

future job


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Education is training people to do a different job. It is often givento people who have been identified as being promotable, being

considered for a new job either lateral or upward, or to increasetheir potential. Unlike training, which can be fully evaluatedimmediately upon the learners returning to work, education canonly be completely evaluated when the learners move on to theirfuture jobs or tasks.


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Learning TrainingDevelopment

Who Non-managers ManagersWhat Technical Theoretical

Why Specific job General

When Short term Long term


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To increase productivity and quality

To promote versatility and adaptability to new methods

To reduce the number of accidents

To reduce labour turnover

To increase job satisfaction displaying itself in lower labour

turnover and less absenteeism

To increase efficiency


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The installation of new equipment or techniques

A change in working methods or products produced

A realization that performance is inadequate

Labour shortage, necessitating the upgrading of some employees

A desire to reduce the amount of scrap and to improve quality

An increase in the number of accidents

Promotion or transfer of individual employees.

Ensures availability of necessary skills and there could be a pool oftalent from which to promote from.


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1. Leads to improved profitability and/or more positive attitudes

toward profits orientation.

2. Improves the job knowledge and skills at all levels of the organization.

3. Improves the morale of the workforce.

4. Helps people identify with organizational goals.

5. Helps create a better corporate image.

6. Fasters authentically, openness and trust.

7. Improves the relationship between boss and subordinate.

8. Aids in organizational development.

9. Learns from the trainee.

10. Helps prepare guidelines for work.


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1. Can be a financial drain on resources; expensive

development and testing, expensive to operate?

2. Often takes people away from their job for varying periodsof time;

3. Equips staff to leave for a better job

4. Bad habits passed on

5. Narrow experience


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The Areas of Training in which training is offered may beclassified into the following categories:

KnowledgeHere the trainee learns about a set of rules andregulations about the job, the staff and the products orservices offered by the company. The aim is to makethe new employee fully aware of what goes inside andoutside the company.

Technical SkillsThe employee is taught a specific skill (e.g., operating a

machine and handling computer) so that he can acquirethat skill and contribute meaningfully.


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Social Skills

The employee is made to learn about himself and other, develop aright mental attitude, towards the job, colleagues and thecompany. The principal focus is on teaching the employee howto be a team member and get ahead.

Techniques

This involves the application of knowledge and skill to various on-the-job situations. In addition to improving the skills andknowledge of employees, training aims at clouding employeeattitudes: When administered properly, a training programme. Itwill go a long way in obtaining employee loyalty, support and

commitment to company activities.


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1. Communications: The increasing diversity of today's workforcebrings a wide variety of languages and customs.

2. Computer skills: Computer skills are becoming a necessity forconducting administrative and office tasks.

3. Customer service: Increased competition in today's globalmarketplace makes it critical that employees understand and meetthe needs of customers.

4. Diversity: Diversity training usually includes explanation about how

people have different perspectives and views, and includestechniques to value diversity


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5. Ethics: Today's society has increasing expectations aboutcorporate social responsibility. Also, today's diverse workforcebrings a wide variety of values and morals to the workplace.

6. Human relations: The increased stresses of today's workplacecan include misunderstandings and conflict. Training can peopleto get along in the workplace.

7. Quality initiatives: Initiatives such as Total QualityManagement, Quality Circles, benchmarking, etc., require basictraining about quality concepts, guidelines and standards forquality, etc.

8. Safety: Safety training is critical where working with heavyequipment, hazardous chemicals, repetitive activities, etc., but canalso be useful with practical advice for avoiding assaults, etc.


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1. Organizational objectives

2. Assessment of Training needs

3. Establishment of Training goals

4. Devising training programme

5. Implementation of training programme

6. Evaluation of results


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The first step in training process in anorganization is the assessment of its objectivesand strategies. Like what business are we in ?

At what level of quality do we wish to providethis product or service ? Where do we want tobe in the future ? Therefore, it is only afteranswering these related questions that the

organization must assess the strengths andweaknesses of its human resource.


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Needs assessment diagnosis present problemsand future challenges to be met throughtraining and development. Organizations

spend vast sums of money (usually as apercentage on turnover) on training anddevelopment. Before commiting such hugeresources,organizations that implement

training programs without conducting needsassessment may be making errors.Needsassessment occurs at two levels-group andindividual.


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Thus, Training & Development go hand inhand. Without proper training there is nodevelopment. Training and development

makes the employees to grow, mature andevolve and thus in return the employeesprovide the highest standards of service tomeet the objectives of the organization and lay

down the foundation for its continuing growth.


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training n development ppt

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