Training and Development

Lesson Objectives

Introduction to Training and Development Difference between Training and Development Forces influencing the training Training objectives Importance of Training Training process Methods of Training Training Evaluation

There is nothing Training cannot do; nothing is above its reach; it can turn bad morals to good, it can destroy bad principle and create good ones, it can lift men to Angelship

-Mark Twain Tell me and I forget, teach me and I remember, involve me and I learn - Benjamin Franklin

Introduction

Average Japanese companies spends about 6% of budget on training.

Study of major automobile manufactures found U. S automakers spend about 40 hours training new employees compared to 300 hours for Japanese automakers. Motorolas CEO required all divisions to spend at least 2% of budget on training. Over next 7 years, profits increased 47% and it was estimated that each $1.00 in training yielded $30.00 in return.

Training and HRD

Talent Acquisition

Training and Development

Human Resource Department

Compensation and Benefit

Performance Management

Training and Development may be understood as any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge.

INTRODUCTION TO TRAINING AND DEVELOPMENT

Training

Training is the process of identifying, assuring and developing through planned activities the knowledge, skills and abilities that employees need to help them perform their current and future responsibilities in organization to the greatest extent possible.

Training

Training is the process of acquiring the skills necessary to do the job

- Robert N. Lussier

Training is a set of activities that provides the opportunity to acquire and improve job related skills - Schermerborn, Hunt and Osborn

Development
Development refers to the learning opportunities designed to help employees grow. Development is any attempt to improve managerial performance by imparting knowledge, changing attitudes or increasing skills.

Training and Development

Training is the acquisition of concept theories, knowledge , skills and attitudes Development is the application of acquired knowledge, theories, skills and attitudes to the job for increasing organizational effectiveness.

Comparison between Training and Development

Training
Focus Use of Work Experiences Directed towards Current Low Training is normally directed at operative employees and relates to technical aspects. Greater emphasis on ON-JOB methods Preparation for current job Future High It is directed at managerial personnel to acquire conceptual and human skills. Greater emphasis on OFF the Job methods. Preparation for changes

Development

Methodology Goal

Relevance

Duration

Training is of more relevance at Development is of higher junior-levels. relevance at middle and senior levels. Training courses are designed It involves a broader long-term mostly for short term. education for a long run term.

Training and Development

Improvement in

People, Process and Performance

Customer Satisfaction

Shareholder Satisfaction

Employee Satisfaction

Training and Development for Shareholder Satisfaction

Frame work of Training

All SIZES of Organization Small Large All TYPES of Organization Profit Non Profit

Training and Development is Needed In

All LEVELS of Organization Bottom Top

All AREAS of organization Manufacturing Marketing HR Accounting IT

Forces Influencing Training

o o o o o o

Globalization Need for Leadership Attracting and Retaining Talent Customer Service and Quality Emphasis Changing Demographics and Diversity of Work Force New Technology

TRAINING Objectives
Improve performance Enhance employee growth Facilitate overall professional development

Aim of Training
Improve the quality of the work force Enhance productivity Assist organization in succession planning Develop organization specific skills and competencies

Importance of Training

Respond to technology changes affecting job requirements. Respond to organizational restructuring. Adapt to increased diversity of the workforce. Support career development. Fulfill employee need for growth.
Development of skills of employees Productivity of Organization Organizational Culture and Climate Quality

Performance Discrepancy Is it worth fixing

KSA Deficiency

Reward/Punish ment Incongruence Change Contingencies

Inadequate feedback

Obstacles in the system

Choose Appropriate Remedy

Provide Proper Feedback

Remove Obstacles

Job Aid Training

Practice
Change the job

ORGANISATIONAL ANALYSIS

JOB ANALYSIS
The present content of the current or anticipated job is analyzed through task analysis PERSON ANALYSIS Analysis performance is compared with standard performance to identify the gaps

Training methods
Factors to consider while selecting training and development method:
1) 2) 3)

Learning style Purpose of Training Cost

Lesson 1

Types of Training

Skills Training. Cross-Functional. Team Training Creativity Training. Diversity Training. Customer Service

Development Method
Managerial On-the-Job Training

Job Rotation

Coaching/ Understudy Approach

Development Method
Off-the-Job Management Training and Development Techniques
The Case Study Method Management Games Role Playing Behavior Modeling Corporate Universities Executive Coaches

Outside Seminars
University-Related Programs