TRAINING & DEVELOPMENT

Training is expensive. Without training it is more expensive Nehru

TRAINING
A learning experience in that it seeks a relatively permanent change in an individual that will improve his/ her ability to perform on the job. It involves changing of  Skills  Attitude  Knowledge

DEVELOPMENT
More future oriented and more concerned with education than is training. Management Development activities attempt to instill sound reasoning processes to enhance ones ability to understand and interpret knowledge. It focuses on the personal growth & on Analytical Skills Conceptual Human

T&D
Increases job skillsspecific skills Short term perspective Job centered The role of a trainer is very important It shapes attitude overall growth Long term perspective Career Centered Internally motivated for self development

TYPES OF TRAINING
On the job: Apprentice Job rotation Committee assign Vestibule Role playing Lecture Case discussion Programmed inst

Off the job:

DEVELOPMENT PROGRAMS
Decision making: In basket Business games Case studies TA Role play Sensitivity Behaviour Position rotation Multiple mgmt

Interpersonal:

Organisational:

WHY T & D
No one is a perfect fit at the time of hiring and some training & development must take place. Planned development programs will return values to the organization in terms of : increased productivity reduced costs Morale Flexibility to adapt to changing requirements

Moulds employees attitude Helps them achieve better co-operation Creates greater loyalty to the orgn Reduces wastage and spoilage Reduces constant supervision Improves quality

Training Paradox
Train people to the point where you may lose them, and then you wont lose them.

Responsible for Training

Top Mgmt Frames the Trg policy HT Dept plans, establishes and evaluates Supervisors implement and apply development procedure Employees provide feedback, revision and suggestions