TRAINING AND DEVELOPMENT

A man was walking through a forest when he came across

a frustrated woodcutter. The woodcutter was trying to cut down a tree with a
saw and was swearing and cursing as he labored in vain, and the work is
becoming difficult for him.

"What's the problem?" The man asked.

"My saw is blunt and won't cut the tree properly." The woodcutter responded.
"Why don't you just sharpen it?"
"Because then I would have to stop sawing." Said the frustrated woodcutter
"But if you sharpened your saw, you could cut more efficiently and effectively
than before."
"But I don't have time to stop!" The woodcutter retorted, getting more frustrated.
The man shook his head and kept on walking, leaving the woodcutter to his
pointless frustration.
This story is relevant to so many of us. Isn't it?
Sometimes in life we get so much frustrated by life, our work, daily routine, and our
inability to manage, but instead of developing ourselves and taking a break to get
trained so that we can perform well, and become more effective and efficient, we
keep on struggling with the blunt saw and still wonder why the working getting
so difficult!

Most of us don't even realize that the saw is getting blunt, however if they realize
they don't get time to sharpen the saw. The short courses, training, workshops, and
seminars, helps us to know what is happening in our fields in the present era, what
advancement has been done in this field of working and what has to be done next,
the more we get education and knowledge, the more we can perform well, even
sometimes the training is not relevant, but education is never wasted and it helps us
in our professional life, sometimes, somewhere.
If we realize that it time to sharpen the skill, just do it, stop thinking and start doing!
If you are still working with the blunt saw. Don't do it anymore. Stop, sharpen your
saw and become more effective.
TRAINING
Training is a planned programme designed to improve performance and
bring about measurable changes in knowledge, skills, attitude and social
behavior of employees.

Features of Training
 Increases knowledge and skills for doing a particular job
 Focuses attention on the individual job.
 Concentrates on individual employees
 Gives importance to short term performance

Training is essential for job success. It can lead to higher production, fewer
mistakes, greater job satisfaction and lower turnover.
TRAINING AND DEVELOPMENT

• “Training is the continuous, systematic development

among all levels of employees of that knowledge and
those skills and attitudes which contribute to their
welfare and that of the company.”
- Planty, Cord M.C. and Efferson
• “The process of aiding employees to gain
effectiveness in their present and future work”
- Richard P. Calhoon
 Training?

Training helps to
Existing Required
• Skills bridge the gap
• Skills
• Knowledge • Knowledge
• Attitudes • Attitudes

Training is expensive………....
Without training it is more expensive
• Training - a planned effort by a company to facilitate employees’
learning of job-related competencies.

• Competencies include knowledge, skills or behavior, abilities

(KSA) critical for successful job performance.

6
 Training is given on four basic grounds:

New
candidates who Refresh and Implementation
enhance their of updates Promotion and
join an career
organization knowledge. and
amendments growth
 Benefits

Preparing for Creating an

Improving Updating Avoiding Promotion Retaining and Efficient and Improves
Employee Managerial and Motivating Effective morale
Performance Employee Obsolescence Managerial Employee Organization of
Skills Succession employees
 Areas of Training

Company Managerial and

Policies and Skill-based Human Relations Problem Solving Supervisory
Training Training Training Training
Procedures
DEVELOPMENT
 Employee development

• Employee development is a joint initiative of the employee as

well as the employer to upgrade the existing skills and knowledge
of an individual.

• Employee development goes a long way in training, sharpening the

skills of an employee and upgrading his/her existing knowledge
and abilities.

Professional Growth Personal Growth

 Methods of Development

Competency Development Methods

Area
Decision-making skill Business games, Case study

Interpersonal skill Role plying, Sensitivity Training

Job Knowledge On-the-Job experiences, Coaching,

Organizational Knowledge Job Rotation, Multiple Management

General Knowledge Special course, Special Meeting, Specific

Reading

Specific Individual Needs Special Projects, Committee Assignments

Inputs in Training & Development

• Skills
• Education
• Development
• Ethics
• Decision making and Problem Skills
Systematic Approach
 Training design process

1. Conducting Needs 7. Monitoring and

Assessment 6. Selecting Training
Evaluating the Program
Method
Organizational Analysis’ Conduct Evaluation
Traditional
Personal Analysis Make Changes to Improve
E-Learning the Program
Task Analysis

5. Developing an Evaluation
2. Ensuring Employees’ Plan
Readiness for Training
Identify Learning Outcomes
Attitudes and Motivation Based on the principles
Choose Evaluation Design
Basic Skills of Instructional System
Plan Cost-Benefit Analysis
Design (ISD)

3. Creating a Learning
Environment
4. Ensuring Transfer of
Learning Objectives Training
Meaningful Material Self-Management
Practice Peer and Manger Support
Feedback 22
BENEFITS FOR THE ORGANIZATION
 Increase productivity
 Higher levels of customer satisfaction
 Improve quality standards
 Improve organizational climate
 Obsolescence prevention
 Increase innovation in strategies and products
 Reduce employee turnover
 Building company’s image
BENEFITS FOR THE EMPLOYEES
 Enable employees to perform their jobs in a more effective
and productive manner than those who learn through error
and trial
 Greater job satisfaction
 Boosts morale with Improved self-esteem
 Opportunity of career advancement inside and outside the
organization
 Increased employee motivation
 Employees frequently develop a greater sense of self-worth,
dignity and well-being as they become more valuable to the
firm and to society
Training Methods and Techniques
 ON THE JOB TRAINING METHODS

 Job instruction training (JIT): This is training directly received on

the job. Here the trainee receives an overview of the job. The trainer
actually demonstrates the hob and the trainee is asked to copy the trainer’s
way. The trainee, finally, tries to perform the job independently.

Merits and demerits of job instruction training

Merits Demerits
 Trainee learns fast through practice and observation.  The trainee should be as good as the trainer.
If the trainer is not good, transference of
knowledge and skills will be poor.
 It is economical as it does not require any special  While learning, trainee m ay damage equipm ent,
settings. Also, mistakes can be corrected immediately. waste m aterials, cause accidents frequently.
 The trainee gains confidence quickly as he  Experienced workers cannot use the m achinery
does the work him self in actual setting with while it is being used for training.
help from supervisor.
 It is m ost suitable for unskilled and sem i-skilled jobs
where the job operations are sim ple; easy to explain
ON THE JOB TRAINING METHODS

 Coaching: Here the supervisor explains things and answers

questions; throws light on why things are done the way they are;
offers a model for trainees to copy, conducts lot of decision making
meetings, and allows trainees freedom to commit mistakes and learn .
Coaching, thus, requires lot of teaching skills.

 Mentoring: The use of an experienced person to teach and train

someone with less knowledge and experience in a given area is known as
mentoring. The mentor nurtures, supports and guides the efforts of
young persons by giving appropriate information, feedback and
encouragement whenever required.
 ON THE JOB TRAINING METHODS

 Apprenticeship training: Most craft workers such as plumbers,

carpenters etc are trained through formal apprenticeship programmes.
In this method, the trainees are put under the guidance of a master
worker typically for 2-5 years.

 Committee assignments: In this method, trainees are asked to solve

an actual organizational programme working along with other
trainees.
 OFF THE JOB TRAINING METHODS
Vestibule training: It occurs off the job on equipment or methods that are
highly similar to those used on the job.
Role playing: This is a development technique requiring the trainee to
assume a role in a given situation and act out behaviours associated with that
role.
Lecture method: Here the instructor organises the study material on a
specific topic and offers it to a group of trainees in the form of a talk.
Conference or discussion method: In this method the trainer delivers a
lecture and involves the trainees in a discussion so that the doubts about the
job to be undertaken get clarified.
Programmed instruction: This is an approach that puts material to be
learned into highly organised logical sequences that require the trainees to
respond
• Case Studies:It is a written
description of an actual situation
in the past in same organisation or
somewhere else and trainees are
supposed to analyze and give their
conclusions in writing.
•  in the simulation training method, trainee
will be trained on the especially designed
equipment or machine seems to be really used in
the field or job. But, those equipment or
machines are specifically designed for training a
trainees were making them ready to handle them in
the real field or job.  This method of planning
is mostly used  where very expensive machinery
or equipment used for performing Job or to
• In basket training is a training method to
acquaint employees about their job where a number
of problems are kept in the "in basket " (usually
kept on the desk of the employee). The worker has
to look at the problems which could also be
complaints from different employees and
simultaneously deal with those problems. The
problems that the employee solves, he keeps
transferring it to the "out-basket
Outbound Training Programme
Learning with Fun
 TRAINING AT INFOSYS
• Start with a 3-4 month induction and education,
followed by a 2-3 months stint on small in-house
projects
• The Infosys Leadership Institute (ILI) has become
functional in the Hebbal industry area, one of the
biggest industry belts in Karnataka State. Built on
the most modern lines, the ILI has the capacity to
train 14,000 people everyday.
• Infosys Technologies has built the world's biggest
corporate training facility for IT professionals.
• The US $ 184 million training centre is housed in
a 335 acre campus at Mysore
• The facilities created at the new centre of the
Infosys comprise food court, employee care centre,
theatre, and education research block, beside the
trainee hostel.
• ILI launched its own book 'Leadership @
Infosys'(Dec 2010)
• Infosys’ in house education and research function
offers round the year instructor led and e-learning
programmes
 T&D AT ACCENTURE
• Invest considerable resources to provide on-going training that
builds and extends to professional, technical and management
skills in all areas.
• Training is conducted in a variety of ways , from classrooms
to the web, in country and globally.
• 60 training hours per person per year
• Global learning portal-my learning
• Employees also learn while they are on the job by using the
Knowledge Exchange, that is a vast online encyclopedia.
TO BE TAKEN CARE
OF………
 TRAINING EVALUATION

The investment in training consists of the cost

of the training and the time spent by the
personnel from their jobs.
By measuring the effect on the company profits
before and after training, and then comparing
with the costs of the training, a company can
determine their return-on-investment.
Kirkpatrick’s Model
Reaction of the Trainee:
thoughts and feelings of the
participants about the training
Learning: the increase in
knowledge or understanding as a
result of the training
Behavior: extent of change in
behavior, attitude or capability
Results: the effect on the
bottom line of the company as a
result of the training