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Training & Development

Training is the systematic process of the changing the behaviour of employees to help increase organizational goal achievements.

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Dinuk Sakoon Bogahawatte
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4 views

Training & Development

Training is the systematic process of the changing the behaviour of employees to help increase organizational goal achievements.

Uploaded by

Dinuk Sakoon Bogahawatte
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 20

Master of Business

Administration
Degree Programme - 2020

@
Copyright Received
 This material is provided to you for your
personal study purpose only.
 Any kind of reproduction or duplication of
this material including photocopying in an
electronic format is strictly prohibited
because this is the property of BMI Campus.
 If you will do above, it may be cause of
Intellectual Property Violation and liable for
legal action.
11/13/2024

Human Resource
Management

Training and Development

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DEFINITION
 Training is the systematic process of the changing
the behaviour of employees to help increase
organizational goal achievements.

 Training is the systematic development of


knowledge, skills and attitudes required by an
individual to perform adequately a given task or job.

 Training is a modification of behaviour through


systematic development of employees’ knowledge,
skills and attitudes.
(Knowledge, skills and attitudes)

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TRAINING VS DEVELOPMENT

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TRAINING NEED

The gap between the expected performance and


actual performance created by inadequate KSA.

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TRAINING NEED

Causes for training needs


New recruitments
Promotions or transfers
Changes in the production technology
Introduction of strategic plans
Changes in the PEST factors

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ADVANTAGES OF TRAINING
To organization
 Increase out put

 Improve the quality

 Reduce wastages, damages and accidents

 Reduce machinery maintenance cost

 Reduce the cost of supervising

 Motivate the employees

 Increase the level of morale

 Reduce organizational conflicts

 Reduce grievances

 Reduce turnover and absenteeism

 Increase the productivity


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ADVANTAGES OF TRAINING
To Individuals (Employees)
 Self-development
 Opportunity for promotions
 Increased rewards
 Increased status and recognition
 Increased safety
 Increased satisfaction

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LEARNING AND TRAINING

 Learning is a permanent change in the behavior


that occurs as a result of training or experience.

 Learning theories provides the background


against which training programmes and
techniques should be developed and used.
Knowledge of the basic concepts of how people
learn is essential to anyone who plans or
conducts training.

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LEARNING AND TRAINING

Conditions for Effective Learning


 Individuals must be motivated to learn

 Standards of performance must be set for learners

 Learners should have guidance

 Learners must gain satisfaction from learning

 Learning must be an active, not a passive process

 Appropriate techniques should be used

 Learning methods should be varied

 Time must be allowed to absorb the learning

 Learner must receive the reinforcement of correct

behavior

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TRAINING METHODS

On-the-Job Training Methods


 Demonstration
 Coaching
 Mentoring
 Job Rotation/ Planned Experience
 Assignments
 Projects

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TRAINING METHODS

Off-the-Job Training Methods


Lecture

Discussion

Case Study

Role-Playing

Simulation

Group exercises

Distance Learning

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PROCESS OF TRAINING

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TRAINING NEEDS ANALYSIS


The aim of the training needs analysis is to define the gap
between “standard performance” and “ actual performance”.

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TRAINING NEEDS ANALYSIS


Training Needs Analysis - Areas
 Corporate needs (Organization as a whole)

 Group needs (Departments, Teams, Functions

or Occupations)
 Individual needs (Individual employees)

Training Needs Analysis - Methods


Analysis of business and Human resource Plans

Job Analysis

Analysis of Performance Reviews

Training Surveys

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TRAINING NEEDS ANALYSIS

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MANAGEMENT DEVELOPMENT
Management development is the process by which
an organization analyses present and future
management needs, assess existing and potential
skills and effectiveness of managers against those
needs and, establishing policies, strategies and
plans to meet those needs.

Activities
 Analysis of present and future management

needs
 Assessment of existing and potential skills and

effectiveness of managers against those needs


 Establishment of policies, strategies, and plans
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THANK YOU

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