MANAGEMENT

TRAINING AND
DEVELOPMENT
BBA 5TH SEM
BY:
DR. SONAL SINGH
Training is a learning process that involves the acquisition of knowledge, sharpening of
skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of
employees.
The process of training and development involves various stages through which a worker
has to pass. These stages provide an evaluated layout of the worker’s performance and hoe
he manages to attain rewards in the midst of the changing technology of production.
i) NEEDS ANALYSIS
• This phase is where training program objectives begin to take shape
• This is a crucial state
• Current results and desired results are compared
• Treating workers as stake holders
ii)DESIGN
• Link the needs assessment to the actual creation of new curriculum
• Assemble information tied to each program
• If the training is designed on the basis of trainees, better product can be obtained
• begin to think about the operational considerations of the program
• Decision making process also starts here
iii)DEVELOPMENT
• This includes items like, references, info packs, case studies, movies, games, and
• other visual aids.
• The information must be kept organized
• feedback from previous sessions is included
• Keep the trainees engaged with activities such as trivia questions, interactive exercises, and group
discussions
• It is a proven fact that engagement raises knowledge retention
iv)IMPLEMENTATION
• This is when the training actually takes place
• Here are a few things to think about:
• Practice
• Feedback forms
• Management/leadership observations and interactions
• Facilities management, including room arrangement and equipment
• Classroom rules and expectations, including safety and evacuation procedures
v)EVALUATION
• If the outputs of the program are less than desired, then changes to the program may be
necessary
• Companies should establish a systematic evaluation process
• the evaluation of the program should occur in two phases: 1) immediately after the
program, and 2) some period later…for instance 6 months
• The evaluation performed immediately after the program serves to correct urgent training
 IDENTIFYING TRAINING
NEEDS
• According to Edwin.B.flippo “training is the act of increasing knowledge and skills of an
employee for doing a particular job”.
• Training involves the development of skills that are usually necessary to perform a
specific job.
• It should bring positive changes in knowledge, skills and attitude.
WHY SHOULD TRAINING TO
EMPLOYEES?

To achieve following benefits

• Quick learning
• Higher productivity
• Higher morale
• Preparation of future managers
• Better management
IDENTIFYING TRAINING
NEEDS
Training needs can be identified through following types of analysis.
• Organization analysis
• Task analysis
• Manpower or human resource analysis
 IDENTIFYING TRAINING
NEEDS
• According to Edwin.B.flippo “training is the act of increasing knowledge and skills of an
employee for doing a particular job”.
• Training involves the development of skills that are usually necessary to perform a
specific job.
• It should bring positive changes in knowledge, skills and attitude.
WHY SHOULD TRAINING TO
EMPLOYEES?

To achieve following benefits

• Quick learning
• Higher productivity
• Higher morale
• Preparation of future managers
• Better management
IDENTIFYING TRAINING
NEEDS
Training needs can be identified through following types of analysis.
• Organization analysis
• Task analysis
• Manpower or human resource analysis
ORGANISATIONAL
ANALYSIS
• Systematic study of organization in terms of its objectives, its resources, allocation and
utilization resource, growth potential and its environment.
• It’s purpose is to determine where training emphasis should be placed in the organization
for increasing organizational effectiveness.
2.RESOURCE UTILISATION
ANALYSIS
• The allocation of human and physical resource and their efficient utilization in meeting
the operational target should be analyzed.
Following questions should be answered.
• Whether adequate number of personnel's are available?
• Whether their performance is up to the required standards?
3.CLIMATE ANALYSIS

•  It reflects the attitudes of workers trust, loyalty, openness, commitment towards

organizational goals.
•  It should aim at determining whether the environment in different departments is
fulfillment to their goals.
•  This will help in areas where training is needed to improve climate of organization.
EXAMPLE

• If there is a mismatch between value system of the organization and value system of
employees. This mismatch may due to culture , religion , social aspects etc.here the
training is required for all the employees irrespective of their designation. Training is
requires in this type mainly in mergers and acquisitions.
TASK ANALYSIS

• Systematic analysis of jobs to identify job contents ,knowledge , skills and aptitude
required to perform the job.
• Attention should be given to
 Tasks to be performed
 Methods to be used
 Way employees learn these methods
 Performance standards required for employees
• Questionnaires ,interviews, personnel records, observations and other methods can used
to collect information.
• The main focus is on task or job.
• Task analysis required the study of various types of skills and training required to
perform job efficiently.
• E.g. transfers and promotions
MANPOWER ANALYSIS

• Quality of manpower required by organization is carefully analyzed by human resources

department.
• It has to be done in the light of both internal and external environment.
• Organization should be properly scanned to determine the quality of human resource.
Planning of training programme
“Any goal without a plan is just a wish”
 MEANING AND SIGNIFICANCE OF
TRAINING DESIGN

After assessing training needs, the training manager will come to know whether training is
the right solution to the performance or compliance problem.

If training is seen as solution to the problem, then the training process moves to the next
stage designing a program.
Designing successful training programs requires not only a thorough understanding of the
training problem, but also a well-stated definition of the results to be achieved & a thought
out plan for achieving those results.
Design is a planning activity which in the context of training, refers
to
• – the framework for analyzing a training problem, defining the
intended outcome,
• – determining how to present the content to learners to achieve
those outcomes,
• – developing the training course according to the design,
implementing the course,
• – evaluating its effectiveness and
• – devising follow-up activities.
• Training designers will have to consider certain important factors from three perspectives
before designing a program and the three perspectives are
– cost, availability and appropriateness.
• Training designers will have to answer the following questions -
• – What materials will be required to implement the program in a particular way?
• – What media will be used?
• – What specialized expertise will be required for implementation of this design?
The basic elements of an effective training design are:
• It is learner-focused
• It should be based on identified needs
• It has measurable objectives
• It is goal oriented
• It is time bound
• Training design is nothing but a training plan and involves three activities —
• – Stating the training objectives
• – Identifying the learning activities as well as methodologies
• – Sequencing the activities in which they have to be held for meaningful learning.
FACTORS TO BE CONSIDERED FOR DESIGNING A
TRAINING
The training manager has to take several aspects into account while designing a training
program.

• • Previous knowledge, skills and position in the hierarchy

• • Learning styles
• • Previous experience
• Business or organizational purpose
• Trainee characteristics
• Nature of learning
• Resources
TRAINING DESIGN MODELS

• Designers of learning programs should first explore existing models before starting to
design.
• Below are two training models that training managers use while designing training
programs
– Instruction system development model
– Transitional model
INSTRUCTION SYSTEM DEVELOPMENT MODEL