HRM Unit 3

TRAINING
AND
DEVELOPMENT
Training & Development
Training is the process of increasing

the knowledge, skills & ability of an
employee for performing a particular job
efficiently.
Training & development offers

competitive advantage to a firm by
removing performance deficiencies, making
employees stay long, minimizing accidents,
scrap& damage, and meeting future
employee needs.
Concept of Training
T and D refers to the imparting of specific
skills, abilities and knowledge to an employee.
Training is concerned with increasing the
knowledge and skills of employees for doing
specific jobs, and development involves the
growth of employees in all aspects
Training is the act of increasing the knowledge

and skills of an employee for doing a particular
job.” — Edwin B. Flippo
Training is an organized activity for
increasing the technical skills of the
employees to enable them to do particular
jobs efficiently.
In other words, training provides the
workers with facility to gain technical
knowledge and to learn new skills to do
specific jobs.
Training is equally important for the
existing as well as the new employees. It
enables the new employees to get
acquainted with their jobs and also
increase the job-related knowledge and
skills.
Need / Purpose of Training
1) To increase productivity
2) To improve Quality
3) To help the company fulfill its future
personnel needs
4) To improve health & safety
5) Obsolescence prevention
6) Personal growth
7) To reduce supervision time, waste &
spoilage of material etc
8) Change in technology
Objectives of Training
1) To impart the basic knowledge & skills o the
new entrants for performing a task
2) Exposure & assistance to the employees
regarding latest concepts & techniques
3) To prepare the employees to occupy more
responsible position
4) Improvement of behavior/skills i.e operative,
interpersonal, decision-making tc
(i) To provide job related knowledge to the
workers.
(ii) To impart skills among the workers
systematically so that they may learn quickly.
(iii) To bring about change in the attitudes of the
workers towards fellow workers, supervisor and
the organization.
(iv) To improve the productivity of the workers
and the organization.
(v) To reduce the number of accidents by
providing safety training to the workers,
(vi) To make the workers handle materials,
machines and equipment efficiently and thus to
check wastage of time and resources.
(vii) To prepare workers for promotion to higher
jobs by imparting them advanced skills.
Importance of Training
Leads to improved profitability & more
positive attitudes towards profit orientation
Improves the job knowledge & skills at all
levels of organization
Improves the morale of the workforce
Helps to improve the relationship between
the employees
Provides information for future needs in all
areas of the organization
Helps in effective decision-making and
problem solving
Develops a sense of growth & learning
Training process
Needs assessment:
The first step in the training process is to
assess the need for training the employees.
The need for training could be identified
through a diagnosis of present and future
challenges and through a gap between the
employee’s actual performance and the
standard performance.The needs assessment
can be studied from two perspectives:
Individual and group. The individual training is
designed to enhance the individual’s efficiency
when not performing adequately. And whereas
the group training is intended to inculcate the
new changes in the employees due to a change
in the organization’s strategy.
Deriving Instructional Objectives:
Once the needs are identified, the
objectives for which the training is to be
conducted are established. The objectives
could be based on the gaps seen in the
training programmes conducted earlier
and the skill sets developed by the
employees.
Designing Training Programme:
The next step is to design the training
programme in line with the set objectives.
Every training programme encompasses
certain issues such as: Who are the
trainees? Who are the trainers? What
methods are to be used for the training?
What will be the level of training? etc.Also,
the comprehensive action plan is designed
that includes the training content,
material, learning theories, instructional
design, and the other training requisites.
Implementation of the Training
Programme:
Once the designing of the training
programme is completed, the next step is to
put it into the action. The foremost decision
that needs to be made is where the training
will be conducted either in-house or outside
the organization. Once it is decided, the time
for the training is set along with the trainer
who will be conducting the training session.
Also, the trainees are monitored continuously
throughout the training programme to see if
it’s effective and is able to retain the
employee’s interest.
Evaluation of the Training
Programme:
After the training is done, the employees
are asked to give their feedback on the
training session and whether they felt
useful or not. Through feedback, an
organization can determine the weak
spots if any, and can rectify it in the next
session.The evaluation of the training
programme is a must because companies
invest huge amounts in these sessions and
must know it’s effectiveness in terms of
money.
Training Methods
On job
Orientation training
Job- instructions training
Apprentice training
Internships and assistantships
Job rotation
Coaching
Training Methods
Off the job
 Vestiblue training
 Lectures
 Special study
 Films
 Television
 Conference or discussions
 Case study
 Role playing
 Simulation
 Programmed Instructions
 Laboratory training
Management Development Programmes
Meaning:
MDP means developing the skills, knowledge,
expertise of the Top Management, Middle
Management, Middle functional Executives and
Specialists in the Organization.
It is an attempt at improving an individuals
managerial effectiveness through a planned and
deliberate process of learning.
Management Development Programmes
Meaning:
MDP means developing the skills, knowledge,
expertise of the Top Management, Middle
Management, Middle functional Executives
and Specialists in the Organization.
It is an attempt at improving an individuals
managerial effectiveness through a planned
and deliberate process of learning.
The change in the individual must take place
in those crucial areas which can be
considered as output variables.
Knowledge Change.
Attitude Change.
Behavior Change.
Performance Change.
End-operational Change.
The success of development effort depends
upon few factors like Trainees personal
characteristics, such as his IQ, motivation to
learn, his actual learning efforts etc.
Purpose /Objectives of MDP
The organization aims of MDP are to secure
the following end results:
Improvement in technical performance.
Improvement in supervision and leadership
at all levels.
Improvement in inter- departmental co-
operation.
Highlighting an individuals weaknesses.
Attracting good men.
Facilitating sound promotions from within
the company.
Making an organization more flexible by an
increased versatility of its members.
Stimulating junior executives to do better
work.
Keeping the company and its members up to
date with changing conditions.
To help managers grow fast.
To prevent obsolesce of managers.
To develop managers to perform better on
their current assignments.
Process of MDP
Setting Development Objectives
Establishing development parameters.
Planning developmental programmes.
Conducting the development programmes.
Evaluation.
Methods OF MDP
On the JOB:
Coaching.
Job Rotation.
Participation in Deliberations of junior board
and committees or the multiple management
technique .
Off the JOB:
Case study. Simulation
Incident method. Conferences
Role playing. Lectures
Management Games.
Training & Development
TRANING DEVELOPMENT
1) Non-managerial 1) Managerial
Personnel's Personnel’s
2) Technical &
Mechanical 2) Theoretical &
operations Conceptual
3) Specific Job- 3) General
related purpose Knowledge
4) Short-term 4) Long-term

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TRAINING

Training is the process of increasing

Training & development offers

Training is the act of increasing the knowledge

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