Chapter One

Introduction to Employee Training and

Development
Procurement Development Motivation & Integration Maintenance Separation
Compensation

HR Planning Training Job design Grievance redressal Health & safety Retirement

Job Analysis Executive Work scheduling Discipline Employee Layoff

development welfare

Recruitment Career planning & Motivation Teams & teamwork Social security Outsourcing
development measures

Selection Human Resource Job evaluation Collective bargaining Discharge

development

Placement Performance appraisal Employee

participation &
empowerment

Induction & Compensation Trade unions &

orientation administration associations

Internal Mobility Incentives & benefits. Industrial relations

 • Training is expensive, but without training it is more expensive.
-Jawaharlal Nehru

• “No one learns as much about a subject as one who is forced to

teach it.”
― Peter F. Drucker

Concept Of Training & Development

Training & Development is a continuous process in an

organization to achieve its organizational goals by
improving the skills and knowledge of the employees.
What is Training?
Training - a planned effort by a company to facilitate
employees’ learning of job-related competencies.
• Competencies include knowledge, skills or behavior critical
for successful job performance.

WHY??
To improve the skills and knowledge of the employees to
perform the assigned task.
WHEN??
• New Hires
• Change of Job (Job Rotation, Promotion)
• Change to Job (New Technologies)
• Performance Deficiencies detected
 What is Development?

Development is a process of preparing employees for future

position and improve their personal skills to handle the critical
situations in an organization.

WHY??

To assist employee to sharpen their personal skills to handle the

crucial situations in organization.
• Training is imposed whereas Development isn’t imposed,
rather the employee/individual accepts it spontaneously.

• Training improves the technical skills whereas

Development improves the decision making capacity.
• Training is concerned for the current job performance
whereas Development is concerned for the future job
performance.
Features Training Development

Definition Training is a Development is a

process related to process related to
current job future job
efficiency. efficiency.

Nature Imposed Spontaneous

Concern Current job Future job

with
Improve Technical skills Decision making
ment area capacity
Role of Training & Development
Importance of Training & Development
The Benefits of Training
Benefits the Organization
Leads to improved profitability and/or more positive
attitudes towards profit orientation.
Improves the job knowledge and skills at all levels of the
organization.
Improves the morale of the work force.
Helps people identify with organizational goals.
Helps create a better corporate image.
 The Benefits of Training
Benefits to the Individual

Helps the individual in making better decisions and effective

problem solving.
Aids in encouraging and achieving self-development and self-
confidence.
Helps a person handle stress, tension, frustration and conflict.
Provides information for improving leadership knowledge,
communication skills, and attitudes.
Increases job satisfaction and recognition.
Satisfies personal needs of the trainee.
 The Benefits of Training
Benefits in Intra and Inter-group Relations

Improves communication between groups and individuals.

Improves interpersonal skills.
Makes organization policies, rules and regulations viable.
Improves morale.
Builds cohesiveness in groups.
Provides a good climate for learning, growth, and coordination.
Makes the organization a better place to work.
Designing Effective Training
• Training design process
• A systematic approach for developing training programs.
• Is based on the principles of Instructional System Design
(ISD).
• Is sometimes referred to as the ADDIE model because it
includes analysis, design, development, implementation, and
evaluation.
• Should be systematic yet flexible enough to adapt to business
needs.
Training Process
 TRAINING NEED ANALYSIS

Needs assessment: Process used to determine

whether training is necessary
1. Organizational Analysis :-
- Organization require the training (skills) to achieve short or long
term goals OR not?
2. Task Analysis :-
- In which skills we require to provide training to Perform the task
effectively.
3. Personal Analysis :-
- Which employee require training and in which skills
- Who will participate in the training
 Readiness
Employees Ability
Employees Willingness
Learning Environment
 Learning Objective
 Learning Materials
 Practices
 Theories
 Learning Theories
Transfer of Training

Transfer of training refers to trainees effectively and

continually applying what they learned in training to their
jobs
 Training Method

On-the-Job Methods Off-the-Job Methods

- Job Rotation -Vestibule Training

- Coaching - Role Playing
- Job Instruction - Lecture Methods
- Conference or Discussion
-Programmed Instructions
 Training Evaluation

•Reactions
•Learning
•Behavior – Transfer of Training
•Results or Return on Investment (ROI)
 Intangible Assets
1. human capital
2. customer capital
3. social capital
4. intellectual capital

 Can not be easily imitated or duplicated

 Snapshot of Training Practices
•Key trends in learning initiative investments:
• Direct expenditures, as a percentage of payroll and learning hours, have
remained stable over the last several years.
• There is an increased demand for specialized learning that includes
professional or industry-specific content.
• The use of technology-based learning delivery has increased from 11 percent
in 2011 to 33 percent in 2018.
• Self-paced online learning is the most frequently used type of technology-
based learning.
• Technology-based learning has helped improve learning efficiency, and has
resulted in a larger employee–learning staff member ratio.
Snapshot of Training Practices

• The percentage of services distributed by external providers

dropped from 29 percent in 2011 to 25 percent in 2018.
• In most companies training and development activities are
provided by trainers, managers, in-house consultants, and
employee experts.
• They can also be outsourced.
• Training and development can be the responsibility of
professionals in human resources, human resource
development, or organizational development.