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    This document provides information about training and development. It defines training as the act of increasing an employee's knowledge, skills, and abilities to perform their job. Development is described as preparing employees for higher positions through increasing their general knowledge and skills. The objectives of training are outlined as improving performance, reducing accidents, and preparing workers for advancement. Management development is defined as improving managerial skills through imparting knowledge and changing attitudes. The differences between training and development are explained, with training being short-term and job-focused, while development is long-term and career-focused. Challenges to effective training and the relationship between training, motivation, learning, education are also discussed.

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    This document provides information about training and development. It defines training as the act of increasing an employee's knowledge, skills, and abilities to perform their job. Development is described as preparing employees for higher positions through increasing their general knowledge and skills. The objectives of training are outlined as improving performance, reducing accidents, and preparing workers for advancement. Management development is defined as improving managerial skills through imparting knowledge and changing attitudes. The differences between training and development are explained, with training being short-term and job-focused, while development is long-term and career-focused. Challenges to effective training and the relationship between training, motivation, learning, education are also discussed.

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    18 views32 pages

    Chapter 1 T&D

    Uploaded by

    Manisha Sahu
    This document provides information about training and development. It defines training as the act of increasing an employee's knowledge, skills, and abilities to perform their job. Development is described as preparing employees for higher positions through increasing their general knowledge and skills. The objectives of training are outlined as improving performance, reducing accidents, and preparing workers for advancement. Management development is defined as improving managerial skills through imparting knowledge and changing attitudes. The differences between training and development are explained, with training being short-term and job-focused, while development is long-term and career-focused. Challenges to effective training and the relationship between training, motivation, learning, education are also discussed.

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    of 32

    TRAINING &

    DEVELOPMENT
    BY

    DR MILI DUTTA

    ASSISTANT PROFESSOR

    BITOC LALPUR,RANCHI

    MILIDUTTA@BITMESRA.AC.IN
    Contents are taken from following sources
    Raymond Noe,(2008), Employee Training and Development 4thEd,Tata McGraw Hill
    Private Ltd.
    Mamoria& S. V. Gankar, (2004) Personnel Management 24thed,Himalaya Publishing house.
    MirzaS.Saiyadain,(2003)HumanResourceManagement,3rded,TataMcGrawHillPrivate
    Ltd.
    Dessler, Garry, Human Resource Management, Prentice Hall ofIndia.
    Aswathappa, K., Human Resource Management-Text and Cases, Tata McGraw Hill
    What is TRAINING
    “Training is the act of increasing the knowledge skill and ability
    of an employee for performing the job assigned to him”
    According to Garry Dessler, “Training is the process of teaching new employees the basic skills they need to
    perform their jobs”

    According to Jack Halloran, “Training is the process of transmitting and receiving information related to
    problem-solving”

    Edwin B. Flippo Said, “Training is the act of increasing the knowledge and skills of an employee for doing a
    particular job”

    In the words of Dale S. Beach, “Training is the organized procedure by which people learn knowledge and
    improve skill for a definite purpose.”

    In the words of Michael J. Jucius, “Training is a process by which the aptitudes, skills, and abilities of
    employees perform specific jobs are increasing.”
    I hear I forgot,I see I remember ,I do I
    Understand”
    SCOPE OF TRAINING
    KNOWLEDGE
    SKILL ACQUISITION
    ATTITUDE FORMATION
    ETHICAL VALUES
    ANALYTICAL REASONING
    WHY TRAINING ??/ NEED
    Enlargement of Skills and competency
    Effective utilization of existing human resources
    Enhancement of customer satisfaction
    Enhancing competitive advantage
    Enrichment of team spirit
    Ensuring personal growth
    Establishing a positive organizational climate
    Encouraging better health and safety measures
    Ensuring Organizational growth and development
    NEED & RATIONALE OF TRAINING
    Each employee contributes to an organization's overall
    function.
    ✓Career Advancement
    ✓Changing Technology
    ✓Quality Conscious Customers
    ✓Greater Productivity
    ✓Stable workforce
    ✓Increased safety
    ✓Better management
    OBJECTIVE OF TRAINING
    ➢To increase the knowledge of workers in doing specific jobs
    ➢To impart new skills among the workers systematically so that they learn quickly.
    ➢To bring about change in the attitudes of the workers towards fellow workers, supervisor and the
    organization
    ➢To improve the overall performance of the organization
    ➢To make the workers handle materials ,machines and equipment efficiently and thus to check
    wastage of time and resources.
    ➢To reduce the number of accidents by providing safety training to workers
    ➢To prepare workers for higher jobs by developing advanced skills in them.
    Training at Reliance
    The company believes in achieving competitive advantage through efficient human capital
    Objective :To groom people both in personal as well as professional capabilities
    Wide range of customized training programmes to cater to the specific needs of workforce and
    meet its strategic goals
    Target oriented training programmes
    Programmes to meet diverse skill needs of its employees
    Dronacharya schemes
    TRAINING
    Training is usually a short-term skill development exercise meant for non-managerial employees .
    It utilizes a systematic and organized procedure by which non-managerial personnel learn
    technical knowledge and skills for a definitive purpose.
    WHY???
    1. Learn a job
    2. Overcome deficiency of present job
    3. Upgradation of knowledge
    4. Ensuring personal growth
    5. Prevent from obsolescence
    6. Learn new skill and knowledge
    7. Enhance their performance
    Management Development
    Management Development is any attempt to improve managerial performance by imparting
    knowledge, changing attitude or increasing skills. (Gary Dessler)

    Management development simply means training reserved for those who currently are or who
    are about to become managers.(Terry L .Leap et al.)

    Management Development is the process by which managers acquire not only skills and
    competency in their present job but also capabilities for future managerial tasks of increasing
    difficulty and scope.( Edwin B Flippo)
    DEVELOPMENT
    ▪The future of an organization rests firmly on the competencies and dynamism of its managerial
    people.
    ▪Managerial job often involves decision making that calls for knowledge of the latest
    developments in the related fields and excellent analytical skills.
    ▪Sustained development of the capabilities of the managers is essential.
    ▪ Management development is a long-term development process which focuses on developing
    capabilities of the existing and future managers. .
    Goals of Development Programmes
    Accomplishing corporate goals
    Ensuring internal consistency in the organizational philosophy
    Helping better integration of various activities
    Promoting dynamic and efficient management practices
    LEARNING DIMENSIONS TRAINING DEVELOPMENT

    WHO is learning? Non-managerial personnel Managerial Personnel

    WHAT is learned? Technical and mechanical operations Theoretical ,Conceptual ideas

    WHY such learning takes place? Specific job-related purpose General Knowledge

    WHEN learning occurs? Short-term Long-term


    TRAINING Vs DEVELOPMENT
    TRAINING DEVELOPMENT

    It is a process of increasing knowledge and It is a process of learning and growth


    skill of an employee
    It is a short-term process
    It is a long-term process
    It is job oriented process
    It is career oriented process
    It helps individual to learn how to perform his
    present job satisfactorily It prepares the employee for future job and
    growth in all aspects
    Training is reactive process
    Development is proactive process
    CHALLENGES TO EFFECTIVE TRAINING
    ❖ Effectiveness in Need Analysis
    ❖ Designing of the Programme
    ❖ Relevance of Training methods
    ❖ Resource Person
    ❖ Lack of commitment
    ❖ Evaluation of training
    ❖ Diverse workforce
    https://image.slidesharecdn.com/6traininganddevelopmentppt-121019220320-phpapp02/95/training-and-development-ppt-12-638.jpg?cb=1350684262
    “Do you think training act as a
    motivator”
    MOTIVATION PROCESS
    Herzberg’s Hygiene and Motivators
    TRAINING AND MOTIVATION
    ❑ Employees who are engaged in their jobs and careers want to know more about their company and industry.
    ❑ Training is a winning prospect for all involved.
    ❑ Training helps in career advancement
    ❑ Training ensures performance
    ❑ Training can help employees understand how their work fits into their company's structure, mission, goals and
    achievements.
    ❑Training to improve work quality and outcomes.
    ❑Many employees join their organizations not just to have a job but to develop a career.
    ❑Training helps employees realize their goals by giving them the education they need.
    ❑ To learn about new aspects of business and even higher-level managerial skills they can use down the line.
    TRAINING ,DEVELOPMENT &
    EDUCATION
    Training is a process of learning a sequence of programmed behaviour.
    It attempts to improve their performance on the current job or prepare them
    for intended job.
    Development :Training a person for a bigger and higher job is
    development.It covers not only those activities which improve job
    performance but also which brings about growth of the personality. It helps
    individuals in the progress towards maturity and actualization of their
    potential.
    “Education is the process of increasing the general knowledge, and
    understanding of a particular theme or subject”
    LEARNING
    Learning is knowledge gained through experience.
    “Learning is that human process by which skills, knowledge, habits ,attitudes are acquired and utilized in
    such a way that behaviour is modified”
    1.Every individual is capable of learning
    2. It is a continuous process
    3.Learning is active not passive
    4 Previous experience of the individual affects learning experience
    5. Learning is closely related to attention and concentration
    EDUCATION
    Education is the process of facilitating learning, or the acquisition of knowledge, skills,
    values, morals, beliefs, and habits. Educational methods include teaching, training,
    storytelling, discussion and directed research. Education frequently takes place under
    the guidance of educators, however learners can also educate themselves.
    Education is knowledge gained through teaching.
    “Education is the process of increasing the general knowledge, and understanding of
    a particular theme or subject”
    Education is the process of imparting knowledge, values, skills and attitudes, which
    can be beneficial to an individual.
    It develops a logical and rational mind.
    It develops understanding of basic principles and develops the ability of
    analysis , synthesis and objectivity
    EDUCATION LEARNING

    CONTEXT Classroom world

    ENVIRONMENT Simulated Real

    CONTENT Fixed Open

    FOCUS Administrative Empowerment

    PROCESS Standardized Personalized

    MOTIVATION Extrinsic Intrinsic

    EXPECTATION Grades & Certificates Knowledge ,Skill and experience

    NATURE Passive Active

    BASED ON Curriculum Curiosity and experience


    THANK YOU

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