training and development for new employees

1. WELCOME

2. TRAINING AND DEVELOPMENT

3. INTRODUCTION
Training is an important part of HR function in every organisation
now.Training is the act of increasing the knowledge and skills of employee
for performing a particular job.The major outcomes of training is learning.A
trainee learns new habits ,refined skills and useful knowledge during training
that helps him improve performance.It helps in increasing the job
knowledge and skills of employees at each level.Development means those
learning opportunities designed to help employees to grow.

4. DEFINITION
• “Training is a holistic concept.The end-State of any training has to do
with increasing the degree of applied wisdom,dependability and quality
in the human factor component of an organisation,.Anything that leads
towards that End-state,is training.”
• “Training and development is any attempt to improve current or future
employee performance by increasing an employee’s ability to perform
through learning,usually by changing the employees’s attitude or
increasing his or her skills and knowledge.”

5. NEED FOR TRAINING
• Newly recruited employees require training so as to perform.
• Training is necessary to prepare existing employees for higher-level jobs.
• Training is needed to bridge the gap between what the employee has and
what the job demands.
• Training is necessaryto make employee mobile and versatile.They can
placed on various jobs depending on organizational needs.
• Training is needed for employees to gain acceptance from peers.

6. TRAINING V/S DEVELOPMENT
• Training often has been reffered to as a teaching specificskills and behavior.it is usually
reserved for people who have to be brought up to performing level in some specific
skils.The skills are most always behavioural as distinct from conceptual or intellectual.
• Development,in contrast is considered to be more general than trainingand more
oriented to individual needs and it is most often aimed towards management people.
• Training meant for operaives and development is meant for managers.
• Training improves a specific skills related to a job whereas development aims at
improving the total personality of an individuals.
• Training is a one-shot deal,whereas development is an ongoing process.
• Training is mostly the result of initiatives taken by management,delopment is mostly
the result of inernal motivation.

7. • Training seeks to meet the current requirements of the job and the individuals,whereas
development aims at meeting the future needs of the job and individuals.
• Training is reactive process whereas development is aproactive process

8. IMPORTANCE OF TRAINING
 BENEFITS TO EMPLOYEES
• Training makes an employee more useful to affirm.
• Training makes employees more efficient and effective.
• Training enables employees to secure promotion easily,
• Trainig helps on employee to move from one organization to another
easily.
• Employees can avoid mistakes,accidents on job.
• Training can contribute to higher production,job satisfaction and lower
labour turnover.

9.  BENEFITS TO THE BUSINESS
• Trainned workers can work more efficiently.
• They can use machines tools,materials in a proper way,wastages is thus
eliminated.
• There will be fewer accidents.training improves the knowledge of
employees.
• Trained workers can show superior performance,they can turn out better
performance.
• Training makes employees more loyal to an organization.

10. METHODS OF TRAINING
 On-the-job mehod
This is the most common method of training in which a rainee is placed
on a specific job and taught the skills and knowledge necessary to
perform it.
Advantages
• Flexible method
• Less expensive
• Trainee is highly motivated and encouraged to learn
• Much arrangements for training not required.
Eg:coaching,mentoring,job rotation,apprenticeship training.

11.  Off-the-job method
The methods of training which are adopted for the development of
employees away from the field of the job are known as off-the-job methods.
Advantages
• No production error
• Economy
• Large people
• Less time of training
Eg:vestibule training,role playing,lecture method,conference/discussion
approach,programmed instruction.

12. IMPACT ON EMPLOYEE PERFORMANCE
Impact of employee outcome can be measured in terms of following criteria.
• Reaction:evaluated in terms of employees reaction to the
objecives,content and method of raining.
• Learning:the extend to which the trainees have learnt the desired
knowledge and skills
• Behaviour:improvement in the job behaviour of trainees.
• Results:the ultimate results in terms of productivity improvement,quality
improvement,cost reduction,accident reduction etc….

13. • MEASURING EFFECTIVENESS OF TRAINING
• The opinion and judgements oftrainers,superiors and peers.
• Asking the trainers to fill up evaluation forms.
• Using questionnaire to know the reactions of trainees.
• Giving oral and written tests to trainees to ascertain how far they learnt.
• Arranging interviews with the trainees.
• Comparing trainees performance on-the-job before and after training.
• Measuring levels of productivity,wastage,costs,absentisms and employee
turnover after training.

14. CONCLUSION
Training is the process of increasing knowledge and skills for doing a
particular job.Benefits of training to employees are self-confidence,higher
earnings,safety,adaptability,promotion,new skills.development helps self
improvement of empployees in their carrier.the advantsge of development is
making employees committed,motivated,result oriented etc…

15. THANK YOU