TERM PAPER

Name: Chirag Agarwal

Class: BBA -5A
Subject: HUMAN RESOURCE
MANAGEMENT

TOPIC: TRAINING AND DEVELOPMENT

 Training and development

Training and development describes the formal, ongoing efforts that are made within
organizations to improve the performance and self-fulfilment of their employees through a
variety of educational methods and programs. In the modern workplace, these efforts have
taken on a broad range of applications—from instruction in highly specific job skills to long-
term professional development. In recent years, training and development has emerged as a
formal business function, an integral element of strategy, and a recognized profession with
distinct theories and methodologies. More and more companies of all sizes have embraced
"continual learning" and other aspects of training and development as a means of promoting
employee growth and acquiring a highly skilled work force. For the most part, the terms
"training" and "development" are used together to describe the overall improvement and
education of an organization's employees. Developmental programs, on the other hand,
concentrate on broader skills that are applicable to a wider variety of situations, such as
decision making, leadership skills, and goal setting.

TRAINING IN SMALL BUSINESSES

Implementation of formal training and development programs offers several potential advantages
to small businesses. For example, training helps companies create pools of qualified replacements
for employees who may leave or be promoted to positions of greater responsibility. It also helps
ensure that companies will have the human resources needed to support business growth and
expansion. Furthermore, training can enable a small business to make use of advanced technology
and to adapt to a rapidly changing competitive environment. Finally, training can improve employees'
efficiency and motivation, leading to gains in both productivity and job satisfaction.

COMMON TRAINING METHODS

While new techniques are under continuous development, several common training methods
have proven highly effective. Good continuous learning and development initiatives often
feature a combination of several different methods that, blended together, produce one
effective training program.

Orientations
Orientation training is vital in ensuring the success of new employees. Whether the training is
conducted through an employee handbook, a lecture, or a one-on-one meeting with a supervisor,
newcomers should receive information on the company's history and strategic position, the key
people in authority at the company, the structure of their department and how it contributes
to the mission of the company, and the company's employment policies, rules, and regulations.
Lectures
A verbal method of presenting information, lectures are particularly useful in situations when
the goal is to impart the same information to a large number of people at one time. Since they
eliminate the need for individual training, lectures are among the most cost-effective training
methods. But the lecture method does have some drawbacks. Since lectures primarily involve
one-way communication, they may not provide the most interesting or effective training. In
addition, it may be difficult for the trainer to gauge the level of understanding of the material
within a large group.

Case Study
The case method is a non-directed method of study whereby students are provided with
practical case reports to analyse. The case report includes a thorough description of a
simulated or real-life situation. By analysing the problems presented in the case report and
developing possible solutions, students can be encouraged to think independently as opposed to
relying upon the direction of an instructor. Independent case analysis can be supplemented
with open discussion with a group. The main benefit of the case method is its use of real-life
situations. The multiplicity of problems and possible solutions provide the student with a
practical learning experience rather than a collection of abstract knowledge and theories that
may be difficult to apply to practical situations.

Role Playing
In role playing, students assume a role outside of themselves and play out that role within a
group. A facilitator creates a scenario that is to be acted out by the participants under the
guidance of the facilitator. While the situation might be contrived, the interpersonal relations
are genuine. Furthermore, participants receive immediate feedback from the facilitator and
the scenario itself, allowing better understanding of their own behaviour. This training method
is cost effective and is often applied to marketing and management training.

Computer-Based Training
Computer-based training (CBT) involves the use of computers and computer-based instructional
materials as the primary medium of instruction. Computer-based training programs are
designed to structure and present instructional materials and to facilitate the learning process
for the student. A main benefit of CBT is that it allows employees to learn at their own pace,
during convenient times. Primary uses of CBT include instruction in computer hardware,
software, and operational equipment. The last is of particular importance because CBT can
provide the student with a simulated experience of operating a particular piece of equipment
or machinery while eliminating the risk of damage to costly equipment by a trainee or even a
novice user. At the same time, the actual equipment's operational use is maximized because it
need not be utilized as a training tool. The use of computer-based training enables a small
business to reduce training costs while improving the effectiveness of the training. Costs are
reduced through a reduction in travel, training time, downtime for operational hardware,
equipment damage, and instructors. Effectiveness is improved through standardization and
individualization.

Self-Instruction
Self-instruction describes a training method in which the students assume primary
responsibility for their own learning. Unlike instructor- or facilitator-led instruction, students
retain a greater degree of control regarding topics, the sequence of learning, and the pace of
learning. Depending on the structure of the instructional materials, students can achieve a
higher degree of customized learning. Forms of self-instruction include programmed learning,
individualized instruction, personalized systems of instruction, learner-controlled instruction,
and correspondence study. Benefits include a strong support system, immediate feedback.

Team-Building Exercises
Team building is the active creation and maintenance of effective work groups with similar
goals and objectives. Not to be confused with the informal, ad-hoc formation and use of teams
in the workplace, team building is a formal process of building work teams and formulating
their objectives and goals, usually facilitated by a third-party consultant.

Apprenticeships and Internships

Apprenticeships are a form of on-the-job training in which the trainee works with a more
experienced employee for a period of time, learning a group of related skills that will
eventually qualify the trainee to perform a new job or function. Apprenticeships are often used
in production-oriented positions. Internships are a form of apprenticeship that combines on-
the-job training under a more experienced employee with classroom learning.

Job Rotation
Another type of experience-based training is job rotation, in which employees move through a
series of jobs in order to gain a broad understanding of the requirements of each. Job rotation
may be particularly useful in small businesses, which may feature less role specialization than is
typically seen in larger organizations.

APPLICATIONS OF TRAINING PROGRAMS

While the applications of training and development are as various as the functions and skills
required by an organization, several common training applications can be distinguished, including
technical training, sales training, clerical training, computer training, communications training,
 organizational development, career development, supervisory development, and management
development.

Organizational development (OD) refers to the use of knowledge and techniques from the
behavioural sciences to analyse an existing organizational structure and implement changes in
order to improve organizational effectiveness. OD is useful in such varied areas as the
alignment of employee goals with those of the organization, communications, team functioning,
and decision making. In short, it is a development process with an organizational focus to
achieve the same goals as other training and development activities aimed at individuals. OD
practitioners commonly practice what has been termed "action research" to effect an orderly
change which has been carefully planned to minimize the occurrence of unpredicted or
unforeseen events. Action research refers to a systematic analysis of an organization to
acquire a better understanding of the nature of problems and forces within it.

Career development refers to the formal progression of an employee's position within an

organization by providing a long-term development strategy and designing training programs to
achieve this strategy as well as individual goals. Career development represents a growing
concern for employee welfare and their long-term needs. For the individual, it involves the
description of career goals, the assessment of necessary action, and the choice and
implementation of necessary steps. For the organization, career development represents the
systematic development and improvement of employees. To remain effective, career
development programs must allow individuals to articulate their desires. At the same time, the
organization strives to meet those stated needs as much as possible by consistently following
through on commitments and meeting the employee expectations raised by the program.

Management and supervisory development involves the training of managers and supervisors in
basic leadership skills, enabling them to effectively function in their positions. For managers,
training initiatives are focused on providing them with the tools to balance the effective
management of their employee resources with the strategies and goals of the organization.
Managers learn to develop their employees effectively by helping employees learn and change, as
well as by identifying and preparing them for future responsibilities. Management development
may also include programs for developing decision-making skills, creating and managing successful
work teams, allocating resources effectively, budgeting, business planning, and goal setting.

Human Resource Management regards training and development as a function concerned with
organizational activity aimed at bettering the job performance of individuals and groups
in Organizational settings. Training and development can be described as "an educational process
which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge
to enhance the performance of employees". The field has gone by several names, including
 "Human Resource Development" "Human Capital Development" and "Learning and
Development".
Training and development encompasses three main activities: training, education, and
development.
 Training: This activity is both focused upon, and evaluated against, the job that an individual
currently holds.
 Education: This activity focuses upon the jobs that an individual may potentially hold in the future,
and is evaluated against those jobs
Development: This activity focuses upon the activities that the organization employing the individual,
or that the individual is part of, may partake in the future, and is almost impossible to evaluate.
Training and Development is a subsystem of an organization which emphasize on the improvement
of the performance of individuals and groups. Training is an educational process which involves
the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance
the performance of the employees. Good & efficient training of employees helps in their skills &
knowledge development, which eventually helps a company improve.

Training is about knowing where you are in the present and after some time where will you reach

with your abilities. By training, people can learn new information, new methodology and refresh
their existing knowledge and skills. Due to this there is much improvement and adds up the
effectiveness at work. The motive behind giving the training is to create an impact that lasts
beyond the end time of the training itself and employee gets updated with the new phenomenon.
Training can be offered as skill development for individuals and groups. Organizational
Development is a process that “strives to build the capacity to achieve and sustain a new desired
state that benefits the organization or community and the world around them.”
Training is crucial for organizational development and its success which is indeed fruitful to both
employers and employees of an organization. Here are some important benefits of training and
development.

 Increased productivity

 Less supervision

 Job satisfaction

 Skills Development
Relation between Training and Development
There is a relation between training and development, and there is clear difference between the
two based on goals to be achieved. Development is made to answer the training problems:

TRAINING DEVELOPMENT

Training is meant for operatives Development is meant for executives

It is reactive process It is pro- active process

AIM: To develop additional skills AIM: To develop the total personality

It is short term process It is continuous process

OBJECTIVE: To meet the present need of OBJECTIVE: To meet the future need of
an employee an employee

Initiative is taken by the management Initiative is taken by an individual.

Importance of Training and Development

For companies to keep improving, it is important for organizations to have continuous training and
development programs for their employees. Competition and the business environment keeps
changing, and hence it is critical to keep learning and pick up new skills. The importance of
training and development is as follows:

• Optimum utilization of Human resources

• Development of skills

• To increase the productivity

• To provide the zeal of team spirit

• For improvement of organization culture

• To improve quality, safety

• To increase profitability

• Improve the morale and corporate image

Need for Training and Development

Training and development of employees is a costly activity as it requires a lot quality inputs from
trainers as well as employees. But it is essential that the company revises its goals and
efficiencies with the changing environment. Here are a few critical reasons why the company
endorses training and development sessions.

• When management thinks that there is a need to improve the performances of employees

• To set up the benchmark of improvement so far in the performance improvement effort

• To train about the specific job responsibility

• To test the new methodology for increasing the productivity

Advantages of training and development

Training and development has a cost attached to it. However, since it is beneficial for companies
in the long run, they ensure employees are trained regularly. Some advantages are:

1. Helps employees develop new skills and increases their knowledge.

2. Improves efficiency and productivity of the individuals as well as the teams.

3. Proper training and development can remove bottle-necks in operations.

4. New & improved job positions can be created to make the organization leaner.

5. Keeps employees motivated and refreshes their goals, ambitions and contribution levels.

Disadvantages of training and development

Even though there are several advantages, some drawbacks of training and development are
mentioned below:

1. It is an expensive process which includes arranging the correct trainers and engaging
employees for non-revenue activities.

2. There is a risk that after the training and development session, the employee can quit the job.

Training and Development Process

Training and development is a continuous process as the skills, knowledge and quality of work
needs constant improvement. Since businesses are changing rapidly, it is critical that companies
focus on training their employees after constantly monitoring them & developing their overall
personality.

Steps for training and development processes are:

1. Determine the need of training and development for individuals or teams

2. Establish specific objectives & goals which need to be achieved

3. Select the methods of training

4. Conduct and implement the programs for employees

5. Evaluate the output and performance post the training and development sessions.

6. Keep monitoring and evaluating the performances and again see if more training is required.

Hence, this concludes the definition of Training and Development along with its overview.