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TRAINING & DEVELOPMENT

Session-1

Introduction to Training/Training in Organizations

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 An army of any nation engages in two types of activities-

Training, and

Fighting

No soldier or officer in any army is inducted into service without

undergoing training for a specified period and passing the exams at theend of the training

No pilot is allowed to fly an aircraft until he has passed the training-both

theory and practicals, first on a simulator, later on a real aircraft under 

the guidance of a senior pilot/trainer and finally independently flying a

plane successfully under the careful watch of the senior pilot/instructor 

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T & D is the effort made by an organization to improve current or future

employee performance by increasing an employee’s ability to perform

through learning, usually by changing the employee’s attitude or 

increasing his/her skills and knowledge

Training is focused on improving specific skills which can be measured

Development is more broad-based and is focused on improving

managerial knowledge, behavior, or aptitude; it is more long-term

oriented and it cannot be easily measured

Most management programmes in organizations are development-

focused rather than skill-focused

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EDUCATION, LEARNING, TRAINING AND

DEVELOPMENT

The changing focus of organizations

Education is imparting knowledge and theories primarily through

lectures; it is similar to Development

Training is basically an opportunity for learning

It is a process through which en employee acquires KSA(Knowledge,Skills and Attitude) to perform effectively in a particular job/role; it is job

specific KSAs

Whereas Education is focused on learning general KSAs

If the focus is on learning, the teaching methodologies have to be

customized to suit the requirement of the individual as no two individualslearn in the same way

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WHY TRAINING?

TRAINING & DEVELOPMENT AS A SOURCE OF

COMPETITIVE ADVANTAGEBenefits of Training:

Leads to improved profitability

Improves job knowledge and skills

Improves morale of workforce

 Aids in understanding and implementing organizational policies

Is a vital part of Organizational Development efforts

Helps to create a common culture and shared understanding

Helps in career progression(promotions)

Improves specific technical skills

Helps develop important managerial skills such as decision-making,

problem-solving, communication, team building, leadership etc Improves productivity and quality of work

Helps reduce costs

Reduces scrap/defective production

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BENEFITS OF TRAINING (CONTINUED)

Helps improve organizational communication

Improves labour-management relations

Improves commitment to organization

It also leads to an increase in value of Human Capital

Helps in employee-retention

Individual benefits:

Leads to better motivation and satisfaction in individuals

Helps in self-development and improves self confidence

Satisfies personal needs of employees

Provides an opportunity to the employee to have a role in his future inthe organization

Improves his skill-base and competencies and makes him suitable for higher growth

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INVESTMENT IN TRAINING

Cost of training includes:

Cost of training providing training facilities either permanently or hired

(training rooms, equipment, consumables, salaries of staff)

Cost of hiring Trainers-consultation fees, transportation, lodging

Cost of trainees who attend training(because they are paid salaries while

they do not work for the duration of the training)

This cumulatively adds up to a considerable amount

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Standard performance(required performance) − actual performance = 

Training need

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TRAINING PROCESS MODEL

1.  Analysis− of training needs 

2. Design − of individual training programme

3. Design − of training calendar  

4. Implement−training 

5. Evaluate−training effectiveness