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Training & development

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Darsana Niranjan
Darsana Niranjan

Training provides employees with new skills and increases knowledge to enhance job performance. It can be delivered through on-the-job methods like coaching, mentoring, and job rotation, or off-the-job methods such as lectures, case studies, and role playing. The goal of training is to bridge the gap between existing and required skills while benefiting employees through increased confidence, earnings, and opportunities for promotion. Organizations must identify training needs, design effective programs, conduct training, and evaluate results to maximize the impact on employee and business performance.

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TRAINING & DEVELOPMENT Mrs. Darsana Niranjan M. Phil
Define Training?  It is a process of increasing the knowledge and skills for doing a particular job  It bridges the gap between Existing Skill & Expected Skill
Difference between Training & Development TRAINING DEVELOPMENT Technical skills Conceptual skills (Leadership) Non managerial Managerial Short term Long term Specific job related Total personality External motivation Internal Motivation
Training & development
Benefits of Training to Employees  Self confidence  Higher earnings(Income)  Safety  Adaptability  Promotions  New Skills
Step/Process of Training  Identifying Training  Setting Training Policy  Designing Training Programme  Conducting Training  Evaluation/Feedback
Principles of Training  Clear Training  Training Policy  Motivation  Behavior Modification  Organize Material  Medium Learning Periods  Feedback & Practice  Appropriate Technique
Training & development
Methods of Training
On the Job Training
Off the Job Training
On the Job Training  Under these methods new or inexperienced employees learn through observing peers or managers performing the job and trying to imitate their behaviour  Do not cost much and are less disruptive as employees are always on the job, training is given on the same machines and experience would be on already approved standards, and above all the trainee is learning while earning  Commonly used methods are :
On the Job Training  Coaching –  It is a one-to-one training  It helps in quickly identifying the weak areas and tries to focus on them  Benefit of transferring theory learning to practice  Biggest problem is that it perpetrates the existing practices and styles  In India, most of the scooter mechanics are trained only through this method
On the Job Training  Mentoring –  The focus in this training is on the development of attitude  Used for managerial employees  It is always done by a senior inside person  It is also one-to- one interaction, like coaching
On the Job Training  Job rotation-  It is the process of training employees by rotating them through a series of related jobs  Rotation not only makes a person well acquainted with different jobs, but it also alleviates boredom and allows to develop rapport with a number of people  Rotation must be logical
On the Job Training  Job Instructional Technique (JIT)-  It is a Step by step (structured) on the job training method in which a suitable trainer :  (a) prepares a trainee with an overview of the job, its purpose, and the results desired  (b) demonstrates the task or the skill to the trainee  (c) allows the trainee to show the demonstration on his or her own  (d) follows up to provide feedback and help
On the Job Training  Job Instructional Technique (JIT)-  The trainees are presented the learning material in written or by learning machines through a series called ‘frames’  This method is a valuable tool for all educators (teachers and trainers)  It helps us:  a. To deliver step-by-step instruction  b. To know when the learner has learned  c. To be due diligent (in many work-place environments)
On the Job Training  Apprenticeship  Apprenticeship is a system of training a new generation of practitioners of a skill  This method of training is in vogue in those trades, crafts and technical fields in which a long period is required for gaining proficiency  The trainees serve as apprentices to experts for long periods  They have to work in direct association with and also under the direct supervision of their masters
On the Job Training  Apprenticeship  The object of such training is to make the trainees all-round craftsmen  It is an expensive method of training  There is no guarantee that the trained worker will continue to work in the same organization after securing training  The apprentices are paid remuneration according the apprenticeship agreements
On the Job Training  Understudy  In this method, a superior gives training to a subordinate as his understudy like an assistant to a manager or director (in a film)  The subordinate learns through experience and observation by participating in handling day to day problems  Basic purpose is to prepare subordinate for assuming the full responsibilities and duties
Off-the-job Training Methods  Off-the-job training methods are conducted in separate from the job environment, study material is supplied, there is full concentration on learning rather than performing, and there is freedom of expression  Important methods :-
Off-the-job Training Methods  Lectures and Conferences  Lectures and conferences are the traditional and direct method of instruction  Every training programme starts with lecture and conference  It’s a verbal presentation for a large audience  However, the lectures have to be motivating and creating interest among trainees  The speaker must have considerable depth in the subject  In the colleges and universities, lectures and seminars are the most common methods used for training
Off-the-job Training Methods  Vestibule Training  Vestibule Training is a term for near-the-job training, as it offers access to something new (learning)  An attempt is made to create working condition similar to the actual workshop conditions  After training workers in such condition, the trained workers may be put on similar jobs in the actual workshop  This enables the workers to secure training in the best methods to work and to get rid of initial nervousness  Duration ranges from few days to few weeks  It prevents trainees to commit costly mistakes on the actual machines
Off-the-job Training Methods  Simulation Exercise –  Simulation is any artificial environment exactly similar to the actual situation  There are four basic simulation techniques used for imparting training:  Management games  Case study  Role playing  In-basket training
Off-the-job Training Methods  Simulation Exercise  Management games  Properly designed games help to ingrain thinking habits, analytical, logical and reasoning capabilities, importance of team work, time management, to make decisions lacking complete information, communication and leadership capabilities  Use of management games can encourage novel, innovative mechanisms for coping with stress
Off-the-job Training Methods  Simulation Exercise  Management games  Management games orient a candidate with practical applicability of the subject  These games help to appreciate management concepts in a practical way  Different games are used for training general managers and the middle management and functional heads – executive Games and functional heads
Off-the-job Training Methods  Simulation Exercise  Case Study  Case studies are complex examples which give an insight into the context of a problem as well as illustrating the main point  Case Studies are trainee centered activities based on topics that demonstrate theoretical concepts in an applied setting  A case study allows the application of theoretical concepts to be demonstrated, thus bridging the gap between theory and practice, encourage active learning, provides an opportunity for the development of key skills such as communication, group working and problem solving, and increases the trainees” enjoyment of the topic and hence their desire to learn
thods
Off-the-job Training Methods  Simulation Exercise  Role Playing  Each trainee takes the role of a person affected by an issue and studies the impacts of the issues on human life and/or the effects of human activities on the world around us from the perspective of that person  In particular, role-playing presents the student a valuable opportunity to learn not just the course content, but other perspectives on it  The steps involved in role playing include defining objectives, choose context & roles, introducing the exercise, trainee preparation/research, the role-play, concluding discussion, and assessment  Types of role play may be multiple role play, single role play, role rotation, and spontaneous role play
Role Playing  Steps:
Off-the-job Training Methods  Simulation Exercise  In Basket Training  In-basket exercise, also known as in-tray training, consists of a set of business papers which may include e-mail SMSs, reports, memos, and other items  Now the trainer is asked to priorities the decisions to be made immediately and the ones that can be delayed
In- basket Training
Off-the-job Training Methods  In- basket Training
Off-the-job Training Methods  Sensitivity Training  Sensitivity training is also known as laboratory or T- group training  This training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioral flexibility  It is ability of an individual to sense what others feel and think from their own point of view  It reveals information about his or her own personal qualities, concerns, emotional issues, and things that he or she has in common with other members of the group
Off-the-job Training Methods  Sensitivity Training  A group’s trainer refrains from acting as a group leader or lecturer, attempting instead to clarify the group processes using incidents as examples to clarify general points or provide feedback  The group action, overall, is the goal as well as the process  Sensitivity training Program comprises three steps:-
Off-the-job Training Methods  Sensitivity Training
Off-the-job Training Methods  Transactional Analysis  It provides trainees with a realistic and useful method for analyzing and understanding the behavior of others  In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person  This motivation reaction relationship between two persons is known as a transaction  Transactional analysis can be done by the ego (system of feelings accompanied by a related set of behaviors states of an individual)
Off-the-job Training Methods  Transactional Analysis  Child  It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses which come to him/her naturally from his/her own understanding as a child  The characteristics of this ego are to be spontaneous, intense, unconfident, reliant, probing, anxious, etc.  Verbal clues that a person is operating from its child state are the use of words like “I guess”, “I suppose”, etc. and non verbal clues like, giggling, coyness, silent, attention seeking etc.
Off-the-job Training Methods  Transactional Analysis  Parent  It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses imposed on her in her childhood from various sources such as, social, parents, friends, etc.  The characteristics of this ego are to be overprotective, isolated, rigid, bossy, etc.  Verbal clues that a person is operating from its parent states are the use of words like, always, should, never, etc and non-verbal clues such as, raising eyebrows, pointing an accusing finger at somebody, etc.
Off-the-job Training Methods  Transactional Analysis  Adult  It is a collection of reality testing, rational behaviour, decision making, etc. A person in this ego state verifies, updates the reaction which she has received from the other two states. It is a shift from the taught and felt concepts to tested concepts.  All of us show behaviour from one ego state which is responded to by the other person from any of these three states.
Off-the-job Training Methods
 Evaluation of training by experimentation or observation conducted during pre-training/post training Training is linked with Performance Appraisal Potential Development Career Growth & Advancement Behaviour Modification Promotion
Training & development

More Related Content

Training & development

  • 2. Define Training?  It is a process of increasing the knowledge and skills for doing a particular job  It bridges the gap between Existing Skill & Expected Skill
  • 3. Difference between Training & Development TRAINING DEVELOPMENT Technical skills Conceptual skills (Leadership) Non managerial Managerial Short term Long term Specific job related Total personality External motivation Internal Motivation
  • 5. Benefits of Training to Employees  Self confidence  Higher earnings(Income)  Safety  Adaptability  Promotions  New Skills
  • 6. Step/Process of Training  Identifying Training  Setting Training Policy  Designing Training Programme  Conducting Training  Evaluation/Feedback
  • 7. Principles of Training  Clear Training  Training Policy  Motivation  Behavior Modification  Organize Material  Medium Learning Periods  Feedback & Practice  Appropriate Technique
  • 10. On the Job Training
  • 11. Off the Job Training
  • 12. On the Job Training  Under these methods new or inexperienced employees learn through observing peers or managers performing the job and trying to imitate their behaviour  Do not cost much and are less disruptive as employees are always on the job, training is given on the same machines and experience would be on already approved standards, and above all the trainee is learning while earning  Commonly used methods are :
  • 13. On the Job Training  Coaching –  It is a one-to-one training  It helps in quickly identifying the weak areas and tries to focus on them  Benefit of transferring theory learning to practice  Biggest problem is that it perpetrates the existing practices and styles  In India, most of the scooter mechanics are trained only through this method
  • 14. On the Job Training  Mentoring –  The focus in this training is on the development of attitude  Used for managerial employees  It is always done by a senior inside person  It is also one-to- one interaction, like coaching
  • 15. On the Job Training  Job rotation-  It is the process of training employees by rotating them through a series of related jobs  Rotation not only makes a person well acquainted with different jobs, but it also alleviates boredom and allows to develop rapport with a number of people  Rotation must be logical
  • 16. On the Job Training  Job Instructional Technique (JIT)-  It is a Step by step (structured) on the job training method in which a suitable trainer :  (a) prepares a trainee with an overview of the job, its purpose, and the results desired  (b) demonstrates the task or the skill to the trainee  (c) allows the trainee to show the demonstration on his or her own  (d) follows up to provide feedback and help
  • 17. On the Job Training  Job Instructional Technique (JIT)-  The trainees are presented the learning material in written or by learning machines through a series called ‘frames’  This method is a valuable tool for all educators (teachers and trainers)  It helps us:  a. To deliver step-by-step instruction  b. To know when the learner has learned  c. To be due diligent (in many work-place environments)
  • 18. On the Job Training  Apprenticeship  Apprenticeship is a system of training a new generation of practitioners of a skill  This method of training is in vogue in those trades, crafts and technical fields in which a long period is required for gaining proficiency  The trainees serve as apprentices to experts for long periods  They have to work in direct association with and also under the direct supervision of their masters
  • 19. On the Job Training  Apprenticeship  The object of such training is to make the trainees all-round craftsmen  It is an expensive method of training  There is no guarantee that the trained worker will continue to work in the same organization after securing training  The apprentices are paid remuneration according the apprenticeship agreements
  • 20. On the Job Training  Understudy  In this method, a superior gives training to a subordinate as his understudy like an assistant to a manager or director (in a film)  The subordinate learns through experience and observation by participating in handling day to day problems  Basic purpose is to prepare subordinate for assuming the full responsibilities and duties
  • 21. Off-the-job Training Methods  Off-the-job training methods are conducted in separate from the job environment, study material is supplied, there is full concentration on learning rather than performing, and there is freedom of expression  Important methods :-
  • 22. Off-the-job Training Methods  Lectures and Conferences  Lectures and conferences are the traditional and direct method of instruction  Every training programme starts with lecture and conference  It’s a verbal presentation for a large audience  However, the lectures have to be motivating and creating interest among trainees  The speaker must have considerable depth in the subject  In the colleges and universities, lectures and seminars are the most common methods used for training
  • 23. Off-the-job Training Methods  Vestibule Training  Vestibule Training is a term for near-the-job training, as it offers access to something new (learning)  An attempt is made to create working condition similar to the actual workshop conditions  After training workers in such condition, the trained workers may be put on similar jobs in the actual workshop  This enables the workers to secure training in the best methods to work and to get rid of initial nervousness  Duration ranges from few days to few weeks  It prevents trainees to commit costly mistakes on the actual machines
  • 24. Off-the-job Training Methods  Simulation Exercise –  Simulation is any artificial environment exactly similar to the actual situation  There are four basic simulation techniques used for imparting training:  Management games  Case study  Role playing  In-basket training
  • 25. Off-the-job Training Methods  Simulation Exercise  Management games  Properly designed games help to ingrain thinking habits, analytical, logical and reasoning capabilities, importance of team work, time management, to make decisions lacking complete information, communication and leadership capabilities  Use of management games can encourage novel, innovative mechanisms for coping with stress
  • 26. Off-the-job Training Methods  Simulation Exercise  Management games  Management games orient a candidate with practical applicability of the subject  These games help to appreciate management concepts in a practical way  Different games are used for training general managers and the middle management and functional heads – executive Games and functional heads
  • 27. Off-the-job Training Methods  Simulation Exercise  Case Study  Case studies are complex examples which give an insight into the context of a problem as well as illustrating the main point  Case Studies are trainee centered activities based on topics that demonstrate theoretical concepts in an applied setting  A case study allows the application of theoretical concepts to be demonstrated, thus bridging the gap between theory and practice, encourage active learning, provides an opportunity for the development of key skills such as communication, group working and problem solving, and increases the trainees” enjoyment of the topic and hence their desire to learn
  • 28. thods
  • 29. Off-the-job Training Methods  Simulation Exercise  Role Playing  Each trainee takes the role of a person affected by an issue and studies the impacts of the issues on human life and/or the effects of human activities on the world around us from the perspective of that person  In particular, role-playing presents the student a valuable opportunity to learn not just the course content, but other perspectives on it  The steps involved in role playing include defining objectives, choose context & roles, introducing the exercise, trainee preparation/research, the role-play, concluding discussion, and assessment  Types of role play may be multiple role play, single role play, role rotation, and spontaneous role play
  • 31. Off-the-job Training Methods  Simulation Exercise  In Basket Training  In-basket exercise, also known as in-tray training, consists of a set of business papers which may include e-mail SMSs, reports, memos, and other items  Now the trainer is asked to priorities the decisions to be made immediately and the ones that can be delayed
  • 33. Off-the-job Training Methods  In- basket Training
  • 34. Off-the-job Training Methods  Sensitivity Training  Sensitivity training is also known as laboratory or T- group training  This training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioral flexibility  It is ability of an individual to sense what others feel and think from their own point of view  It reveals information about his or her own personal qualities, concerns, emotional issues, and things that he or she has in common with other members of the group
  • 35. Off-the-job Training Methods  Sensitivity Training  A group’s trainer refrains from acting as a group leader or lecturer, attempting instead to clarify the group processes using incidents as examples to clarify general points or provide feedback  The group action, overall, is the goal as well as the process  Sensitivity training Program comprises three steps:-
  • 36. Off-the-job Training Methods  Sensitivity Training
  • 37. Off-the-job Training Methods  Transactional Analysis  It provides trainees with a realistic and useful method for analyzing and understanding the behavior of others  In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person  This motivation reaction relationship between two persons is known as a transaction  Transactional analysis can be done by the ego (system of feelings accompanied by a related set of behaviors states of an individual)
  • 38. Off-the-job Training Methods  Transactional Analysis  Child  It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses which come to him/her naturally from his/her own understanding as a child  The characteristics of this ego are to be spontaneous, intense, unconfident, reliant, probing, anxious, etc.  Verbal clues that a person is operating from its child state are the use of words like “I guess”, “I suppose”, etc. and non verbal clues like, giggling, coyness, silent, attention seeking etc.
  • 39. Off-the-job Training Methods  Transactional Analysis  Parent  It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses imposed on her in her childhood from various sources such as, social, parents, friends, etc.  The characteristics of this ego are to be overprotective, isolated, rigid, bossy, etc.  Verbal clues that a person is operating from its parent states are the use of words like, always, should, never, etc and non-verbal clues such as, raising eyebrows, pointing an accusing finger at somebody, etc.
  • 40. Off-the-job Training Methods  Transactional Analysis  Adult  It is a collection of reality testing, rational behaviour, decision making, etc. A person in this ego state verifies, updates the reaction which she has received from the other two states. It is a shift from the taught and felt concepts to tested concepts.  All of us show behaviour from one ego state which is responded to by the other person from any of these three states.
  • 42.  Evaluation of training by experimentation or observation conducted during pre-training/post training Training is linked with Performance Appraisal Potential Development Career Growth & Advancement Behaviour Modification Promotion