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Training and Training needAssessment
Presented By:
Soni Tyagi
Prachi Mathur
Laxmi Rathi
Gayatri Dahiya
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Meaning and Definition
Training is the act of increasing the
knowledge and skills of an employee
for doing a particular job. It is a short term educational process.
It is systematic process of
transferring technical know-how to
employees.
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Definition
Acc. to Deal S. Beach- It can be defined
as a organized procedure by which peoplelearn knowledge and skill for a definitepurpose.
In the words of Terry Leap and Crino-
Training is a creation of an environmentwhere employees may acquire or learnspecific job-related behaviors, knowledge,skills,abilities and attitudes.
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Features of Training
Training is the act of increasing the
knowledge and skill of an employee for doinga particular job.
It is a learning process and experience.
In the widest sense, training is an aid to self
development.
Training is a continuous process.
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Continues
Concentrates on individual employees,
changing what employees know, how theywork, their attitudes toward their work or their
interactions with their co-workers or
supervisors.
It is an essential part of the managementdevelopment.
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Training Methods
Training methods are usually classified by the location
of instructions. Training are of two type:-1. On the job training is provided when the workers
are taught relevant knowledge, skills and abilities
at the actual workplace.
2. Off the job training on the other hand, requires
that trainees learn at a location other than the real
workplace.
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Continues.
3. Apprentice Training: It is designed for impartingtechnical skill.
Apprentice training may continue for3 to 5 years. The worker is usually absorbed by the concern
industry after training period is over.
4. Coaching: Here the employee is trained on the jobby his immediate superior. This method presumes
that a worker will learn by helping another worker todo his job.
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Off The Job Training Methods
1. Vestibule training: This training is conducted
away from the actual work floor. Here the working environment is artificial but it is
just like the actual conditions.
2. Classroom Lectures: Lecture is a means of
telling trainees something.
This involves speaking or presenting information to
large number of training usually from prepared
notes in a classroom.
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Continue
3. Role Playing: It is a training method under whichparticipants assume certain roles and enact themspontaneously under classroom conditions.
This training involves action, doing and practice.
4. Case Method: This method aims to developanalytical abilities.
Here the trainee attempts to find and analyze theproblem, evaluate alternative course of action anddecide what course of action would be mostsatisfactory.
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Continue
5. Management Games: This method is useful
for developing leadership skills and forfostering cooperation and teamwork.
Under this method trainees are divided intoteam representing the management ofcompetition companys.
A major problem with games is that they canbe very expensive to develop andimplementing.
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Training Need Assessment
Meaning:
This involves finding answers to questionssuch as:
Whether training is needed?
If yes, where is it needed? Which Training is needed etc.
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Continues.
Training need can be identified through the
following types of analysis:
1. Organizational analysis: It involves a study of the
entire organization in terms of its objectives, its
resources, the utilization of these resources, in
order to achieve stated objectives and its
interaction pattern with environment.
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Continue.
2. Task or role analysis: This is a detailed
examination of a job, its components, itsvarious operation and conditions under which
it has to be performed.
The focus here is on the roles played by an
individual and the training needed to performsuch roles.
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Continue.
3. Person Analysis: Here the focus is on the individual
in a given job. Firstly, Here we try to find out whether the
performance is satisfactory and training is required.
Second, The employee is capable of being trained
and the specific areas in which training is needed.
Finally, Whether poor performance on the job need
to be replaced by those who can do the job.
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Summary
Training is a planned programme designed
to improve performance and to bring aboutmeasurable changes in knowledge, skills,attitude and social behaviour of employees.
Training makes employees versatile, mobile,flexible and useful to the organization.
Development is future-oriented training,focusing on the personal growth of theemployees.
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Thank