TRAINING AND DEVELOPMENT

Training

•A short term process utilizing a systematic and

organized procedure by which non managerial
personnel acquire technical knowledge and skills for a
definite purpose
•refers to instructions in technical and mechanical
operations
•Designed primarily for non managers
•It is for a short duration
•It is for a specific job related purpose
 Need for Training
• To give detailed instructions for effective
performance on the job
• To enable employees to work effectively with the
minimum of supervision, cost, waste, and spoilage
and to produce quality goods and services
• To enable employees to keep pace with the
changing technology
• Training is necessary when a person has to move
from one job to another because of transfer,
promotion or demotion
• To build a second line of competent officers and
prepare them to occupy more responsible positions
 Development

• A long term educational process utilizing a

systematic and organized procedure by
which managerial personnel get
conceptual and theoretical knowledge
• Refers to philosophical and theoretical
educational concepts
• It’s purpose is long term development
 Methods of determining training needs
• Analysis of an activity
• Analysis of problems
• Analysis of behaviour
• Analysis of an organisation
• Appraisal of performance
• Brainstorming
• Buzzing
• Card Sort
• Checklist
• Comparison
contd.
• In-basket
• Informal talks
• Interviews
• Observation
• Problem Clinic
• Simulation
• Skill Inventory
• Slip Writing
• Surveys tests
• Task Force
• workshops
 Training Methods
• On-the-job Methods
1. On-the-job Training
2. Vestibule Training or Training-Centre
Training
3. Simulation
4. Demonstration and Examples
5. Apprenticeship
• Off-the-job or Classroom Methods

1. Lectures
2. The Conference Method
3. Seminar or Team Discussion
4. Case Discussion
5. Role-Playing
6. Programmed Instruction
 Management Development
A systematic process of training and
growth by which managerial Personnel
gain and supply skills, knowledge,
attitudes and insights to manage the work
in their organisation effectively and
efficiently
 Need for Management Development
• To assure the organisation of availability of
required numbers of managers with the
required skills to meet the present and
anticipated future needs of the business
• To encourage managers to grow as persons
and in their capacity to handle greater
responsibility
• To improve the performance of managers at all
levels in the jobs that they hold now
• To sustain good performance of managers
throughout their careers
 Techniques of Management Development

1. Planned Progression
2. Job Rotation
- Rotation in non-supervisory work situations
- Rotation in observation assignments
- Rotation among managerial training
positions
- Middle –level rotation in ‘assistant’ position
- Unspecified rotation among managerial
positions
contd.
3. Creation of ‘Assistant to’ Position
4. Under-study
5. Coaching-Counseling
6. Temporary Promotions
7. Committees and Junior Boards of
Management
8. Syndicate
9. Case Discussion
contd.
10. Incident Process
11. Role-Playing
12. Sensitivity Training
13. Management/Business Games
14. In-basket Exercise
15. Transactional Analysis