TRAINING AND DEVELOPMENT

A SHORT STORY There lived two

woodcutters, Rahim and Rahman

They earned barely enough to survive

Their earning was merely hand to mouth

A SHORT STORY

One sunny day, the woodcutters having lunch

A beggar comes to them Rahim wanted to offer

the share of his lunch Rahman stopped Rahim

and offerred the job to beggar

A SHORT STORY Rahman offered his axe to beggar

and tought how to cut the wood

beggar mutter angrily: " It would have been so much simpler if these men had been generous by sharing their food”

In the mean time, a person stepped out and purchased the whole bundle of wood

A SHORT STORY Rahman told Rahim, " Had

you given the beggar some food, he would have eaten it quickly and would have been again hungry tonight.

By teaching him how to start his own trade in firewood, we have both taught him a skill, which will last him a lifetime.

Now he will never go hungry again

A SHORT STORY As a very famous saying goes,

" Don't give them fish but teach them how to catch the fish. "

TRAINING AND

DEVELOPMET

TRAINING ………….

in simple words…..

THE AIM OF TRAINING IS

FOR

DEVELOPMENT

TRAINING

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

It focuses on the personal growth & on

AnalyticalConceptualHuman

Skills

‘T’ AND ‘D’

Training is the formal and systematic modification of behavior

Development is any learning activity, which is directed towards future and needs

TRAINING, DEVELOPMENT, AND EDUCATION

Training is the acquisition of technology permits employees to perform their present job to standards

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

TRAINING, DEVELOPMENT, AND

EDUCATION Education is training

people to do a different job.

It is often given to people who have been identified as being promotable with potential.

PURPOSE OF TRAINING

To increase productivity and quality

To promote versatility and adaptability to new methods

To reduce the number of accidents

PURPOSE OF TRAINING

To reduce labour turnover

To increase job satisfaction

To increase efficiency

WHEN DOES THE NEED FOR TRAINING ARISE?

installation of new equipment/ techniques

A change in working methods

A realization that performance is inadequate

WHEN DOES THE NEED FOR TRAINING ARISE?

A desire to reduce the scrap and improve quality

An increase in the number of accidents Promotion or transfer of individual employees.

ADVANTAGES OF TRAINING

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

ADVANTAGES OF TRAINING

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

DISADVANTAGES OF TRAINING - DEBATABLE 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 periods of time

3. Equips staff to leave for a better job

4. Bad habits passed on

5. Narrow experience

AREAS OF TRAINING

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

Knowledge Here the trainee learns about a set of rules and regulations about the job, the staff and the products or services offered by the company.

The aim is to make the new employee fully aware of what goes inside and outside the company.

Technical Skills The employee is taught a specific skill (e.g., operating a machine and handling computer) so that he can acquire that skill and contribute meaningfully.

AREAS OF TRAINING Social Skills The employee is made to learn about

himself and other, develop a right mental attitude, towards the job, colleagues and the company.

The principal focus is on teaching the employee how to 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 and knowledge of employees, training aims at clouding employee attitudes:

When administered properly, a training programme. It will go a long way in obtaining employee loyalty, support and commitment to company activities.

ISSUES IN EMPLOYEE TRAINING

Communications: The increasing diversity of today's

workforce brings a wide variety of languages and customs

Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks

Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers

Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity

ISSUES IN EMPLOYEE TRAINING

Ethics Human relations Quality initiatives Safety

TRAINING PROCESS

Steps in the Training Process 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

ORGANIZATIONAL OBJECTIVES & STRATEGIES

The first step in the training process in an organization is the assessment of its objectives and strategies.

Needs Assessment

T & D

Increases job skills- specific 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: ApprenticeJob rotationCommittee assign

Off the job: Vestibule Role playing

LectureCase discussionProgrammed inst

DEVELOPMENT PROGRAMS

Decision making: In basket

Business games

Case studies Interpersonal: TA

Role play

Sensitivity

Behaviour Organisational: Position rotation

Multiple mgmt

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 won’t 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