Employee Training

and Development

What is training?
Training is the process by which an
employee acquires the necessary
knowledge and skills to perform the job.
Training is a systematic process through
which an organizations human resources
gain knowledge and develop skills by
instruction and practical activities that
result in improved corporate performance.

Training is activity leading to

skilled behavior
Its

not what you want in life, but its knowing how to reach

it
Its not where you want to go, but its knowing how to get
there
Its not how high you want to rise, but its knowing how to
take of
It may not be quite the outcome you were aiming for, but it
will be an outcome
Its not what you dream of doing, but its having the
knowledge to do it
It's not a set of goals, but its more like a vision
Its not the goal you set, but its what you need to achieve it

Diferences between
Training, Education &
Development
Training

is short term, task oriented and

targeted on achieving a change of
attitude, skills and knowledge in a
specific area. It is usually job related.
Education is a lifetime investment. It
tends to be initiated by a person in the
area of his/her interest
Development is a long term investment
in human resources.
4

Objective of employee
training
Enlargement

of skills and

competency.
Efective utilization of the existing
human resources.
Enhancement of customer
satisfaction.
Enhancing competitive
advantage.
Enrichment of team spirit.

Objective of employee training

(contd.)
Ensuring

personal growth.
Enabling a learning culture.
Establishing a positive
organizational climate.
Encouraging better health and
safety measures.
Enduring organizational growth
and development.

Training is needed to serve

the following purposes
For

newly recruited employees.

For existing employees. (Promotions/
Transfers)
To meet rapid technological changes.
To make employee versatile and
mobile.
To bridge the gap between job and
employees.
To gain acceptance from peers.

Training need assessment:

sources
The sources of assessing training
needs are:
Performance evaluation
Job analysis
Attitude survey
Advisory panel
Ability test score and feedback

Types of Training
Skill

training
Refresher training
Cross functional training
Team training
Creativity training
Diversity training
Literacy training
Orientation training

Steps in the training process

1. Need Assessment

Determine training needs

Identify training objective

2. Implementation
Select training methods
Conduct training

3. Evaluation
Compare training outcomes
against criteria

1. Training Need Assessment

1) Organisational analysis
Analysis of Objective
Resource utilisation analysis
Environmental scanning
Organisational climate analysis
2) Task or role analysis
3) Person analysis

Identify training Objective

Innovative>>
1)Anticipating problems before they occur
2)Team building sessions with the departments.
Problems Solving>>
1)Training clerks to reduce complaints
2)Training supervisors in communications to reduce grievances
Regular>>
1) Orientation
2) Recurring training of interviews
3) Refresher courses on safety procedures.

2. Methods of training
On-the-job training methods
include
1). Job Instruction Training:- is a four
step instructional process
i) Present Overview
ii). Demonstrate and show the way
iii). Copy and handle the job independently
iv). Follow up

2). Coaching

On-the-job training methods

include
3). Mentoring
i). Career function
ii). Psychological function

4). Job rotation

5). Apprenticeship training
6). Committee assignment

Of-the-job training methods

Of-the-job training methods
include
Vestibule training
Role playing
Lecture method
Discussion approach
Programmed Instruction

Of-the-job training methods

(contd.)
Virtual

organization/ E learning
Case study
Behaviourally experienced
training

3.Evaluation of a training
programme
Process of training evaluation
Before training
During training
After training

Five levels of training

evaluation
i.
ii.
iii.
iv.
v.

Reactions
Learning
Job behaviour
Organisation
Ultimate value

Methods of Evaluation
Questionnaire
Tests
Interviews
Studies
Human

resource factors
Cost benefit analysis
Feedback

Conditions necessary for an

efective training programme

Top-management support.
A receptive mindset of trainees.
A continuous process.
Technological advances.
The form and timing of training.

Training Vs.
Development

Principals of Executive
Development