Training and Development

of Employees
Chapter 5
Do Organizations Need Training
• The answer is “YES”
• However, we must know the
purpose and functions of
training before we can use it.

2
Employee Orientation
• Employees today receive their first
training during their first day on the job.
• This is the orientation of employees for
them to be familiar with assigned tasks,
the organization’s practices, policies
and procedures.
Orientation should be conducted at
two levels:
1. Organizational/overview orientation
- topics discussed include overview of the company,
procedures, compensation, benefits, safety and accident
prevention , employees and union relation if there is any, physical
facilities and the like.
2. Departmental and job orientation
- topics about the department function and the duties
and responsibilities of the newly hired employee, policies,
procedures, rules and regulations, tour of the department,
and introduction to department employees.

*The HR Department and new employees immediate

supervisors normally share the responsibility for the
orientation.
Training Defined..
• It is a learning process that involves the
acquisition of knowledge, sharpening
the skills, concepts, rules or changing
the attitudes and behaviors to enhance
the performance of employees
Objectives of training and
development
1. Improve productivity and the quality and quantity
of output.
2. Effectiveness in the present job.
3. Help employees in their personal development
and advancement by helping them acquire
additional qualifications for a better job.
4. Help organization respond to dynamic market
conditions and changing customers demands.
5. Satisfy human resource planning requirements.
Using Training to Deal with
Competitive Challenges
1. Global Challenge
2. Quality Challenge
3. High Performance work system
challenge
Training Process
What is Training Process
Training Process comprises of
a series of steps that needs to be
followed systematically to have
a efficient training program.
Steps of training process
Training Needs Analysis/ Needs Assessment
Set Training Objectives
Select Appropriate Method for training
Implement the training Programs
Evaluate training Program
Training Needs Analysis/
Needs Assessment
Starting point for all training
Difference between standard
performance and actual performance
Will reply why, what, when, where and who
Set Training Objectives
The crucial task is to determine the objectives of
training
The basic objective of training is to bring proper
match between man and the job.
The ultimate goal is to bridge the gap between
current and desired performance
Select Appropriate Method
for training
After the assessment of training needs and selection of
objectives a suitable training method is to be identified
This training method will help us to achieve the desired
objectives
There are number of training methods available but their
suitability is judged as per the need of organization
Implement the training
Programs
After the selection of an appropriate method, the
actual functioning takes place

Under this step, the prepared plans are

implemented to get the desired output.
Evaluate training Program
After all the efforts made by the organization, it is the
time to check either it is useful or not

For this purpose we conduct an evaluation

Evaluation will tell us about the worth and value of the

training programme
• Cognitive Method/Off-the-Job Training
 is the training method wherein the
workers/employees learn their job roles
away from the actual work floor.
• Behavioral Method/On-the-Job Training
is a technique wherein the workers, i.e.,
operative staff, is given the direct
instructions to perform their jobs on the
actual work floor.
Cognitive Method/Off-the-Job
Training
• Lectures
• Demonstration/Hands-on Method
• Case Studies
• Role playing
• Management Games
Lectures
• This is also called as classroom training
wherein the employees are given
lectures about the job requirements
and the necessary skills required for
implementing the job.
Demonstration/Hands-on Method

This method is a visual display of how

something woks or how to do something.
As an example, a trainer shows the
trainees how to perform or how to do a
tasks of the job.
Case Studies
• Under this method, the trainees are
given the situation or a problem in the
form of a case study, and are required
to solve it as per their learning from the
training program.
Role playing
• This type of training is essential in case of
customer services. Under this, the trainees
assume roles and enact as per the given
situations. It is also called as socio-drama
or psycho-drama, wherein the employees
act as if, they are facing the situation and
have to solve it spontaneously without any
guidance.
Management Games
• Under this method, the trainees are
divided into groups and then they are
presented with the simulated
marketplace or the situations, wherein
they are required to apply their learning
and solve the problems accordingly.
Understudy
Understudy
• the superior gives training to the
subordinate as an understudy or an
assistant who is likely to perform a
superior’s job in case of the vacancy
arising out of superior’s retirement,
transfer, promotion or death.