• “Tell me and I forget, teach me and I remember, involve me and I learn”

- Benjamin Franklin

THERE IS NOTING TRAINING CAN NOT DO; THERE IS NOTING TRAINING CAN NOT DO; NOTHNG IS ABOVE ITS REACH;IT CAN TURN BAD NOTHNG IS ABOVE ITS REACH;IT CAN TURN BAD MORALS TO GOOD, IT CAN DESTROY BAD MORALS TO GOOD, IT CAN DESTROY BAD PRINCIPLES and CREATE GOOD ONES, IT CAN PRINCIPLES and CREATE GOOD ONES, IT CAN LIFT MEN TO ANGELSHIP.LIFT MEN TO ANGELSHIP.

Mark TwainMark Twain

IntroductionIntroduction

Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.

On-going process

It is an attempt to improve current or future employee performance by increasing an employee’s ability to perform thru learning , usually by changing the employee’s attitude or increasing his or her skills & knowledge.

The need for training. & dev. is determined by the employee’s performance deficiency ,computed as

Training & dev. need= Standard performance – actual performance

Plays a vital role in developing & strengthening core competencies

Challenges of change are met mainly by T & D

Training plays a vital role in developing and strengthening the core competencies.

DefinitionsDefinitions

It is defined as the ‘use of specific means to It is defined as the ‘use of specific means to specific learning , often with the use of specific learning , often with the use of techniques that can be identified and continually techniques that can be identified and continually improved’.improved’.

It is a sequence of experiences or opportunities It is a sequence of experiences or opportunities designed to modify behaviour in order to attain a designed to modify behaviour in order to attain a stated objective.stated objective.

Training Process Model

I. Needs Assessment

II. Developing &Conducting

Training

III. EvaluatingTraining

Training vs. DevelopmentTraining vs. Development

Training is the acquisition of Training is the acquisition of concepts, theories, knowledge, skills concepts, theories, knowledge, skills and attitudes, whereas, development and attitudes, whereas, development is the application of acquired is the application of acquired knowledge , theories, skills and knowledge , theories, skills and attitudes to the job for increasing attitudes to the job for increasing organizational effectiveness.organizational effectiveness.

Training vs. Development Training vs. Development cont….cont….

Training focuses on technical, Training focuses on technical, mechanical oriented mechanical oriented operations.operations.

Development focuses on Development focuses on theoretical skill and theoretical skill and conceptual ideas.conceptual ideas.

It is concerned with specific It is concerned with specific job skills and behaviour.job skills and behaviour.

Development is concerned Development is concerned with related enhancement of with related enhancement of general knowledge and general knowledge and understanding of non-understanding of non-technical organization technical organization functions.functions.

Training may result in Training may result in enhancement of a particular enhancement of a particular job skill.job skill.

Development may result in Development may result in personal growth and personal growth and development of overall development of overall personality.personality.

Training is the result of Training is the result of organizational initiative and organizational initiative and hence motivation is extrinsic.hence motivation is extrinsic.

In development, motivation is In development, motivation is intrinsic.intrinsic.

Objectives of TrainingObjectives of Training To train the employees in the companies’ culture and To train the employees in the companies’ culture and

ethos.ethos. To prepare the employees, both newly recruited and To prepare the employees, both newly recruited and

already employed, to meet the present as well as the already employed, to meet the present as well as the future requirement of the job and the organization.future requirement of the job and the organization.

To train the employees in order to improve the work To train the employees in order to improve the work methods and skills so as to increase quality and methods and skills so as to increase quality and quantity of output.quantity of output.

To prevent obsolescence.To prevent obsolescence. To prepare employees for higher level To prepare employees for higher level

responsibilities.responsibilities. To reduce supervision wastage and accidents.To reduce supervision wastage and accidents. To develop interpersonal relations.To develop interpersonal relations. To facilitate succession planning.To facilitate succession planning. To ensure economical output with high quality.To ensure economical output with high quality.

The Benefits of TrainingThe Benefits of Training Gives the Gives the supervisorsupervisor more time more time

to manage, standardized to manage, standardized performance, less absenteeism, performance, less absenteeism, less turnover, reduced tension, less turnover, reduced tension, consistency, lower costs, more consistency, lower costs, more customers, better servicecustomers, better service

Gives the Gives the workers workers confidence to confidence to do their jobs, reduces tension, do their jobs, reduces tension, boost morale and job satisfaction, boost morale and job satisfaction, reduces injuries and accidents, reduces injuries and accidents, gives them a chance to advance.gives them a chance to advance.

Gives the Gives the businessbusiness a good image a good image and more profit.and more profit.

Then why is training often Then why is training often neglected?neglected?

Urgency of needUrgency of need Training timeTraining time CostsCosts Employee turnoverEmployee turnover Short-term workerShort-term worker Diversity of workerDiversity of worker Kinds of jobs (simple-Kinds of jobs (simple-

complex)complex) Not knowing exactly Not knowing exactly

what you want your what you want your people to do and howpeople to do and how

Role and Responsibilities of TrainingRole and Responsibilities of Training

No organization has a choice of whether No organization has a choice of whether to train its employees or not; the only to train its employees or not; the only choice is that of methods.choice is that of methods.

Three factors which necessitate Three factors which necessitate continuous training in an organization continuous training in an organization are:are:

Technological advancesTechnological advances Organizational complexityOrganizational complexity Human relationsHuman relations

List of roles and responsibilities of a training could List of roles and responsibilities of a training could be as follows……be as follows……

• Increase in efficiency.Increase in efficiency.• Increase in morale of employees.Increase in morale of employees.• Working with the management to produce Working with the management to produce

corporate plans and business strategies.corporate plans and business strategies.• Increased organizational viability and Increased organizational viability and

resilience.resilience.• Introduction of new strategies and working Introduction of new strategies and working

methods in the organization.methods in the organization.• Advancement in technologies.Advancement in technologies.• Better human relations.Better human relations.• Reduced supervision.Reduced supervision.

Problems of TrainingProblems of Training Mismatch between objectives and Mismatch between objectives and

needs may make the training needs may make the training programme uselessprogramme useless

Sometimes, training is conducted Sometimes, training is conducted on what’s “nice to know”. Instead on what’s “nice to know”. Instead training should be focused on what training should be focused on what learners must learn and use on the learners must learn and use on the job.job.

Sometimes programmes that no Sometimes programmes that no longer meet work related needs are longer meet work related needs are conducted for the sake of numbers. conducted for the sake of numbers. Such programmes are to be Such programmes are to be avoided.avoided.

Trainer’s competencies are not Trainer’s competencies are not properly assessed while mounting a properly assessed while mounting a training programme. This may training programme. This may defeat the very purpose of the defeat the very purpose of the training programme, as delivery training programme, as delivery may not lead to learningmay not lead to learning..