1. TRAINING AND DEVELOPMENT

2. A SHORT STORY
 There lived two
woodcutters, Rahim and
Rahman
 They earned barely
enough to survive
 Their earning was merely
hand to mouth

3. A SHORT STORY
 One sunny day, the
woodcutters having
lunch
 A beggar comes to them
 Rahim wanted to offer
the share of his lunch
 Rahman stopped Rahim
and offerred the job to
beggar

4. A SHORT STORY
 Rahman offered his axe to beggar
and tought how to cut the wood
 beggar mutter angrily: " It would
have been so much simpler if
these men had been generous by
sharing their food”
 In the mean time, a person
stepped out and purchased the
whole bundle of wood

5. A SHORT STORY
 Rahman told Rahim, " Had
you given the beggar some
food, he would have eaten it
quickly and would have been
again hungry tonight.
 By teaching him how to start
his own trade in firewood, we
have both taught him a skill,
which will last him a lifetime.
 Now he will never go hungry
again

6. A SHORT STORY
As a very famous saying goes,
" Don't give them fish but teach them
how to catch the fish. "

7. TRAINING
AND
DEVELOPME

8. TRAINING ………….
in simple words…..
THE AIM OF TRAINING IS
FOR
DEVELOPMENT

9. TRAINING

10. Training is expensive.
Without training it is more expensive
Nehru

11. TRAINING
 A learning experience in that it seeks a relatively
permanent change in an individual that will
improve his/ her ability to perform on the job. It
involves changing of
- Skills
- Attitude
- Knowledge

12. DEVELOPMENT
 More future oriented and
more concerned with
education than is training
 It focuses on the personal
growth & on
 Analytical
Skills
Conceptual
Human

13. ‘T’ AND ‘D’
 Training is the formal
and systematic
modification of behavior
 Development is any
learning activity, which
is directed towards
future and needs

14. TRAINING, DEVELOPMENT, AND
EDUCATION
 Training is the acquisition of
technology permits
employees to perform their
present job to standards
 Development is training
people to acquire new
horizons, technologies, or
viewpoints.

15. TRAINING, DEVELOPMENT,
AND EDUCATION
 Education is training
people to do a different
job.
 It is often given to
people who have been
identified as being
promotable with
potential.

16. PURPOSE OF TRAINING
 To increase
productivity and
quality
 To promote versatility
and adaptability to
new methods
 To reduce the number
of accidents

17. PURPOSE OF TRAINING
 To reduce labour
turnover
 To increase job
satisfaction
 To increase efficiency

18. WHEN DOES THE NEED FOR
TRAINING ARISE?
 installation of new
equipment/ techniques
 A change in working
methods
 A realization that
performance is
inadequate

19. WHEN DOES THE NEED FOR
TRAINING ARISE?
 A desire to reduce the scrap and improve
quality
 An increase in the number of accidents
Promotion or transfer of individual
employees.

20. ADVANTAGES OF
TRAINING
1. Leads to improved profitability and/or more
positive attitudes toward profits orientation
2. Improves the job knowledge and skills at all
levels of the organization
3. Improves the morale of the workforce
4. Helps people identify with organizational
goals
5. Helps create a better corporate image

21. ADVANTAGES OF
TRAINING
6. Fasters authentically, openness and trust
7. Improves the relationship between boss and
subordinate
8. Aids in organizational development
9. Learns from the trainee
10. Helps prepare guidelines for work

22. DISADVANTAGES OF
TRAINING - DEBATABLE
1. Can be a financial drain on resources;
expensive development and testing,
expensive to operate
2. Often takes people away from their job
for varying periods of time
3. Equips staff to leave for a better job
4. Bad habits passed on
5. Narrow experience

23. AREAS OF TRAINING
The Areas of Training in which training is offered may be
classified into the following categories:
Knowledge Here the trainee learns about a set of rules
and regulations about the job, the staff and the products
or services offered by the company.
The aim is to make the new employee fully aware of what
goes inside and outside the company.
Technical Skills The employee is taught a specific skill
(e.g., operating a machine and handling computer) so that
he can acquire that skill and contribute meaningfully.

24. AREAS OF TRAINING
 Social Skills The employee is made to learn about
himself and other, develop a right mental attitude,
towards the job, colleagues and the company.
 The principal focus is on teaching the employee how
to be a team member and get ahead.
 Techniques This involves the application of
knowledge and skill to various on-the-job situations.
 In addition to improving the skills and knowledge of
employees, training aims at clouding employee
attitudes:
 When administered properly, a training programme. It
will go a long way in obtaining employee loyalty,
support and commitment to company activities.

25. ISSUES IN EMPLOYEE
TRAINING
 Communications: The increasing diversity of today's
workforce brings a wide variety of languages and
customs
 Computer skills: Computer skills are becoming a
necessity for conducting administrative and office
tasks
 Customer service: Increased competition in today's
global marketplace makes it critical that employees
understand and meet the needs of customers
 Diversity: Diversity training usually includes
explanation about how people have different
perspectives and views, and includes techniques to
value diversity

26. ISSUES IN EMPLOYEE
TRAINING
 Ethics
 Human relations
 Quality initiatives
 Safety

27. TRAINING PROCESS
Steps in the Training Process
 1. Organizational objectives
 2. Assessment of Training needs
 3. Establishment of Training goals
 4. Devising training programme
 5. Implementation of training programme 6.
Evaluation of results

28. ORGANIZATIONAL
OBJECTIVES & STRATEGIES
 The first step in the training process in
an organization is the assessment of its
objectives and strategies.
 Needs Assessment

29. T&D
 Increases job  It shapes attitude –
skills- specific skills overall growth
 Short term  Long term
perspective perspective
 Job centered  Career Centered
 The role of a  Internally motivated
trainer is very for self
important development

30. TYPES OF TRAINING
 On the job: Apprentice
Job rotation
Committee assign
 Off the job: Vestibule
Role playing
Lecture
Case discussion
Programmed inst

31. DEVELOPMENT PROGRAMS
 Decision making: In basket
Business games
Case studies
 Interpersonal: TA
Role play
Sensitivity
Behaviour
 Organisational: Position rotation
Multiple mgmt

32. WHY T & D
 No one is a perfect fit at the time of hiring
and some training & development must
take place.
 Planned development programs will return
values to the organization in terms of :
increased productivity
reduced costs
Morale
Flexibility to adapt to changing requirements

33.  Moulds employees’ attitude
 Helps them achieve better co-operation
 Creates greater loyalty to the orgn
 Reduces wastage and spoilage
 Reduces constant supervision
 Improves quality

34. Training Paradox
Train people to the point
where you may lose them,
and then you won’t lose them.

35. Responsible for Training
 Top Mgmt – Frames the Trg
policy
 HT Dept – plans, establishes and
evaluates
 Supervisors – implement and
apply development procedure
 Employees – provide feedback,
revision and suggestions