Chapter 4

TRAINING & DEVELOPMENT

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Prof.Sujeesha Rao
 Introduction
• Need for organizations to build and sustain
competencies that would provide them with competitive
advantage.
•Knowledge era Human assets are valued highly.
•Growth oriented organizations value training as a
response to changing environment
•Continues learning process in human development
•Helps in development of one’s personality, sharpens
skills and enhances effectiveness
•It is an important and integral part of organizational
renewal process

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 Training and development
•Training is a process through which a person enhances
and develops his efficiency, capacity, and effectiveness
at work by improving and updating his knowledge and
understanding the skills relevant to his or her job.

•Training and development

•Training Vs. education
•Training at different levels
•Purpose of training
•Learning curve
•Transfer of learning
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Prof.Sujeesha Rao
 Functions of a training program

•Acquiring knowledge
•Change in attitudes
•Helping to put theory into practice
•Helps to evaluate abilities, competencies
•Enhances problem solving and decision making ability
•Improves performance

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Prof.Sujeesha Rao
 Importance & Need of training

•Aids in new entrants attaining role clarity

•Promotions
•Prevents skill obsolescence
•Improves quality and productivity
•Meet organizational objectives
•Improves organizational climate
•Prevent accidents
•To support personal growth and development

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Prof.Sujeesha Rao
•Intention to learn from the participant
•Reinforcement provided to the learner
•Developing the potential from an individual’s point
of view
•Active participation of the trainee
•Providing opportunities for practice
•Transfer of learning to take place from a training
program

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Prof.Sujeesha Rao
What deficiencies, if any,
What are
does job holder have in
the strategic
terms of skills, knowledge, Is there a
goals of the
abilities, and behaviours? need for
organization?
training?

What tasks must

be completed
What behaviours are
to achieve
necessary?
goals?

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Prof.Sujeesha Rao
Phase I – Needs assessment
Phase II – Design & delivery of T&D
Phase III - Evaluation

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Prof.Sujeesha Rao
Phase I – Needs assessment
Determines the organization’s true needs and the
training programs necessary to meet them
•Organisational analysis
•Operations analysis
•Individual analysis
Advisory committees, Assessment centres,
Attitude survey, Group discussions,
Questionnaires, Skills test, Observations of
behaviour, Performance appraisals, Performance
documents, Exit interviews

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Prof.Sujeesha Rao
Phase II – Design & delivery of T&D
◦Training design principles of learning
Motivation

Participation

Feedback

Organisation

Repetition

Application

◦Training delivery
◦On-the-job training (OJT)
◦Away-from-the-job training
◦A T&D plan & implementation

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Prof.Sujeesha Rao
 Phase III – Evaluation
◦ Levels of evaluation:
 How did participants react?
 What did participants learn?
 How did participants’ behaviour change?
 What organisational goals were affected?
◦ Applying evaluation strategies

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Prof.Sujeesha Rao
 Training methods on the job /off
the job

On the job training methods are:

•Job instruction training
•Vestibule training
•Training by supervisors
•Coaching on the job/Simulation
•Apprenticeship
•Job rotation

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Prof.Sujeesha Rao
Off the job training methods:
• Lectures
• Conferences
• Case studies
• Role play
• Programmed instruction training
• T group/Sensitivity training

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Prof.Sujeesha Rao
• Criteria for evaluation are:
• Objectives of the program
• Cost-benefit analysis
• Results obtained
• Areas of improvement
• Resources/ staff required

• Methods of evaluation would be:

•Questionnaires, projects, tests, interviews,
observations or participation and discussions.

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Prof.Sujeesha Rao
• Cross cultural approaches
• Maintenance of standards
• Interaction with learners
• Use of technology – CD ROMs, WAN, CBT, WBT
• E-learning – types
• Informal learning, self-paced, leader lead
learning and performance support tools

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Prof.Sujeesha Rao
• Learning at ones own pace
• Accessibility
• Active learning
• Cost effectiveness
• Collaborative learning
• Personalized learning environment

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Prof.Sujeesha Rao
• Shift of focus to the learner
• Data over load
• Data unreliability
• Net work/ hardware unreliability
• Access control
• Less theory

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Prof.Sujeesha Rao
• Quality improvement programmes
• Technological change-related programmes
• Customer service T&D programmes

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Prof.Sujeesha Rao
• Training is not equally distributed to all employees
• Expenditure allocated to training is inadequate
• Mismatch between theory and practice
• Benefits of training are not immediately realized
•Supporting contextual systems needs to be
provided in organizations
• Top management needs to support the philosophy
of training in spirit

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Prof.Sujeesha Rao
 Chapter 5 B

Executive Development
Programs

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 Organizational
environment

Organizational strategy/objectives

Identifying competency
gaps

Training needs
assessment

Training plan

Conduct of the training program

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Areas of EDP
• Decision making skills

• Interpersonal skills

• Job knowledge

• Organizational knowledge

• Specific individual meets

• General knowledge

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Factors in designing an EDP
•Learning characteristics and its applicability to
design

• Knowledge of results

• Reward mechanism

• Individual difference of the learners

• Application to the work environment

• Meeting organizational goals thru content design

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Methods of EDP
• Coaching •Business games

•Job rotation •Case study

•Special courses •Role play

•Special projects •Sensitivity training

•Committee assignments

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 Evaluation
• Evaluation of EDP is important for the following reasons:

• Improving the quality of training and development process

• Improving the efficiency and competency of trainers

• Make improvements in the system to make it more responsive

• Aligning the training objectives to organizational objectives

• Evaluating the ROI on account of training and development

• Changing the perception of the management as to regard

training as an investment

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