employee training & development

1. PRESENTATION ON
EMPLOYEE TRAINING
&
DEVELOPMENT
SUBMITTED TO:
DR.MEENAKSHI GANESH
SUBMITTED BY:BANMEET KOUR
MBA IIIRD SEM

2. EMPLOYEE TRAINING & DEVELOPMENT
Employee Training and Development is essential to the
ongoing success of every organization. Although
technology and the internet have enabled global
collaboration and competition, people are the
organization’s competitive advantage. Employee training
and development enables employees to develop skills and
competencies necessary to enhance bottom-line results
for their organization.
 Employee Training and Development is a key ingredient
in performance improvement. However, the first step in
designing an employee training and development program
is to identify the training needs. The training needs are
based on what is needed to achieve the organization’s
strategic objectives.

3. TRAINING

4. TRAINING
Training is a systematic process through which
an organization’s human resources gain
knowledge and develop skills by instruction and
practical activities that result in improved
corporate performance.
According to EDWIN B. FLIPPO, “Training is
the set of increasing the knowledge and skills of
an employee for doing a particular job”.

5. NEED FOR TRAINING
The need for training arises because of the following
reasons:1.CHANGING TECHNOLOGY:-Technology is changing
at a fast place. The workers must learn new techniques to
make use of advanced technology. Thus, training should
be treated as a continuous process to update the
employees in new methods & practices.
2.QUALITY CONSCIOUS CUSTOMERS:- The
customers have become quality conscious & their
requirements keep on changing . To satisfy the
customers, quality of products must be improved through
training of workers.
GREATER PRODUCTIVITY:- It is essential to
increase productivity &reduce cost of production for
meeting competition in the market. Effective training can
help increase productivity of the workers.

6. 4. STABLE WORKFORCE:- Training creates a feeling
of confidence in the minds of the workers. It gives them at
the work place. As a result, labour turnover & absenteeism
rates are reduced.
5. INCREASED SAFETY:- Trained workers handle the
machines safely. They also know the use of various safety
devices in the factory. Thus, they are less prone to
industrial accidents.
6. BETTER MANAGEMENT:-Training can be used as
an effective tool of planning and control. It develops skills
among workers for the future and also prepares them for
promotion. It also helps to increase productivity and
quality.

7. OBJECTIVES OF TRAINING
Objectives of training methods can be determined generally
as below.
a) Increase job satisfaction and morals among employees
b) Increase employee motivation
c) Increase efficiencies in processes, resulting in financial
gain
d) Increase capacity to adopt new technologies and
methods
e) Increase innovation in strategies and products
f) Reduce employee turnover

8. g) Enhance company image, e.g., conducting ethics training
(not a good reason for ethics training)

9. WHAT CAN TRAINING DO
FOR EMPLOYEES
CONFIDENCE:-Training creates a feeling of confidence
in the minds of workers. It gives a feeling of safety &
security to them at the work place.
NEW SKILLS:- Training develops skills which serves as
a valuable personal asset of a worker. It remains
permanently with the worker himself.
PROMOTION:- Training provides opportunity for quick
promotion &self-development.
HIGHER EARNINGS:-Training helps in earning higher
remuneration & other monetary benefits to the workers as
their productivity is increased.

10. ADAPTABILITY:- Training develops adaptability
among workers. They don’t worry when work procedures
& methods are changed.
INCREASED SAFETY:-Trained workers handle the
machines safely. They also know the use of various safety
devices in the factory,. Thus, they are less prone to
accidents.

11. EMPLOYEE
DEVELOPMENT

12. MANAGEMENT OR
EMPLOYEE DEVEOPMENT
“Management development is the process by which
managers acquire not only skills and competencies in their
present jobs but also capabilities for future managerial
tasks of increasing difficulty& scope.”
It includes “all those activities and programmes which have
substantial influence on changing the capacity of the
individual to perform his present assignment better & in so
doing are likely to increase his potential for future
management assignment”

13. NATURE
&CHARACTERISTICS OF
EMPLOYEE DEVELOPMENT
1. BEHAVORIAL CHANGE:-The management
development process focuses on the change in manager's
behavior. This change implies that there will be a change
in knowledge and attitude of managers going under
development programs.
2. EDUCATION PROCESS:-Management development
is an educational process rather than training. It focuses
on overall personality development. The potential
managers required to have knowledge about business,
environment, management principles and techniques,
human relations, specific industry analysis and so on,
which is possible through a continuous development
process.

14. 3.SELF DEVELOPMENT :-Managers develop themselves
by participating in the management development programs
organized by the company. Through the actual job
performance they can obtain real and authentic job
experience. But the managers should be motivated for self
development and learning activity as the company can
merely provide such opportunities. It means, the real
inspiration of self development should arise from the
individuals.
4. CONTINUOUS PROCESS:-Management development is
a continuous process which begins by looking after the
organization's objectives, moves through the assessment of
current management process, and finally completes with the
evaluation of the changed behavior. However, this process
goes continuously as the demand for development.

15. TYPES OF
TRAINING&DEVELOPMENT
There are different types of training & development programmes
which are as follows:1.INDUCTION OR ORIENTATION TRAINING:- Induction
is concerned with introducing & its procedure s,rules
&regulations. Employee orientation or induction training is
nothing but introduction of the organisation to the newly
employed person. The purpose is to give a ‘bird’s eye view’ of
the organisation where he has to work. It is a very short
informative training given immediately after recruitment. It
creates a feeling of involvement in the minds of newly
appointed employees.
2.JOB TRAINING:- Job training relates to a specific job which
the worker has to handle about machines,process of
production,and so on. It develop skills & confidence among
workers &enables them to perform the job efficiently.

16. 3.APPRENTICESHIP TRAINING:- It tends more
towards education them merely on the vocational training.
Under this both knowledge &skills in doing a job or a
series of related jobs are involved.
In india, there are so many ‘earn when you
learn’ schemes both in a private as well as public sector
undertakings. This training is desirable in industries which
require a constant flow of new employees expected to
become all round craftsmen. It is very prevalent in printing
trades,building &construction and crafts like
mechanics,electricians,weldres etc.
4.INTERNSHIP TRAINING:- Under this method ,the
educational or vocational institute enters into arrangement
with an industrial enterprise for providing practical
knowledge to its students. Internship training is usually
meant for such vocations where advanced theoretical
knowledge is to be backed up by practical experience on
the job.

17. For example:- Engineering students are sent back to big
industrial enterprise for gaining practical work experience
&medical students are sent to hospitals to get practical
knowledge.
5.REFRESHER TRAINING OR RETRAINING:- As
the name implies, the refresher training is meant for the
old employees of the enterprise. The basic purpose of
refresher training is to acquaint the existing workforce with
the latest method of performing their job & improve their
efficiency further.
6.TRAINING FOR PROMOTION:- The purpose of
training for promotion is to develop the existing employees
to make them fit for undertaking higher job
responsibilities. This serves as a motivating force to their
employees.

18. METHODS OF TRAINING &
DEVELOPMENT
1. ON THE JOB TRAINING:-On the job training methods
are by far the most commonly used in training for all levels
of personnel. The object of on the job training is to bring the
employees to at least a minimum acceptable standard of
performance in the shortest possible Time.. Various
methods of on the job training are as follows:-
 COACHING:-On-the-job coaching by a superior is an
important and potentially effective approach if superior is
properly trained and oriented. The technique involves direct
personnel instruction and guidance, usually, with extensive
demonstration and continuous critical evaluation and
correction. The advantage is increased motivation for the
trainee .

19. UNDERSTUDY:- The understudy method makes the trainee
an assistant to the current job holder. The trainee learns by
experience, observation and imitation. If decisions are discussed
with the under study, he can become informed the policies and
theories involved. The advantage of this method is that training is
conducted in a practical and realistic situation.
SPECIAL PROJECTS:-This is a very flexible training
device. Such special project assignments grow ordinarily out of
an individual analysis of weaknesses. The trainee may be asked
to perform special assignment; thereby he learns the work
procedure. Trainees not only acquire knowledge about the
assigned activities, but also learn how to work with others.
SELECTIVE READING:-Individuals in the organisation
can gather and advance their knowledge and background
through selective reading. The reading may include professional
journals and books.

20. Various business organisations maintain libraries for their own
executives.This is a good method for assimilating knowledge.
2. OFF-THE JOB TRAINING:- In these methods, trainees have
to leave their workplace and devote their entire time to the
development objective. In these methods development of trainees
is primary and any usable work produced during training is
secondary. Following training techniques are used off-the-job.
 SPECIAL LECTURES CUM DISCUSSIONS:- Training
through special lectures is also known as ‘class-room training’. It is
more associated with imparting knowledge than with skills. The
lecture method can be used for providing instructions to large
groups. Thus ,the cost per trainee is low.
 CONFERENCE TRAINING:- In this method, the participants
pool their ideas and experience in attempting to arrive at improved
methods of dealing with the problems which are common subject of
discussion.Conferences may include buzz

21. sessions that divide conferences into small groups. These
small groups then report back to the whole conference
with their conclusions or questions. Conference method
allows the trainees to look at the problem from a broader
angle.
•
CASE STUDY:-This technique, which has been
developed and popularised by the Harvard Business
School, U.S.A. is one of the most common form of
training. A case is a written account of a trained reporter or
analyst seeking to describe an actual situation. This
method increases the trainee's power of observation,
helping him to ask better questions and to look for a
broader range of problems.

22. LABORATORY TRAINING:- Laboratory training adds
to conventional training by providing situations in which
the trainees themselves experience through their own
interaction some of the conditions they are talking about.
Laboratory training is more concerned about changing
individual behaviour and attitude. It is generally more
successful in changing job performance than conventional
training methods.

23. BENEFITS OF TRAINING AND
DEVELOPMENT
Workers are helped to focus, and priority is placed on
empowering employees.
Productivity is increased, positively affecting the bottom
line.
Employee confidence is built, keeping and developing key
performers, enabling team development and contributing
to better team/organisation morale.
Employees are kept current on new job-related
information, thereby contributing significantly to better
customer service.
Employees are updated on new and enhanced skills, with
a view to aligning them to business goals and objectives.
After a downsizing, remaining workers are given the
technical and management skills to handle increased
workloads.

24. Job satisfaction, employee motivation and morale are
increased, reducing employee turnover.
Processes increase in efficiency, resulting in financial
gain.
Companies with business problems are given a fresh or
unbiased professional opinion or exploration, evaluation,
or critique.

25. EMPLOYEE TRAINING &
DEVELOPMENT
Training and development are often initiated for an employee
or a group of employees in order to:
 Relevantly remain in business.
Create a pool of readily available and adequate
replacements for personnel who may leave or move up in
the organisation.
Enhance the company’s ability to adopt and use advances in
technology because of a sufficiently knowledgeable staff.
Build a more efficient, effective and highly motivated team,
which enhances the company’s competitive position and
improves employee morale.
Ensure adequate human resources for expansion into new
programs.
Pilot or test the operation of a new performance
management system.

26. DIFFERENCE BETWEEN
TRAINING
DEVELOPMENT
1.Training means learning skills
1.Development means the growth
&knowledge for doing a particular of an employee in all respects. It
job. It increases job skills.
shapes attitudes.
2.The term ‘training’ is generally
used to denote imparting specific
skills among operative workers
&employees.
3.Training has a short term
perspectives.
2.The term ‘development’ is
associated with the overall growth
of the executives.
3.Development has a long term
perspectives.
4. Development is career-centered
in nature.
4.Training is job-centered in
nature.
5.The role of trainer is very
important in training.
5.All development is ‘self
development’. The executive has to
be internally motivated for self
development.

27. THANK
YOU