PRESENTATION

ON
TRAINING AND DEVELOPMENT
(NEED BASED TRAINING)

PRESENTED BY :
SHALINI KUMARI
SECTION – B
PGDM - 2009
-2011
 TRAINING AND DEVELOPMENT

INTRODUCTION :

ØTRAINING - refers to the process of imparting specific

skill.
Ø
ØDEVELOPMENT - refers to the learning opportunities
designed to help employees grow.
Ø
ØTRAINING AND DEVELOPMENT - refers to any attempt to
improve current or future employee performance by increasing
an employee’s ability to perform through learning ,usually by
changing the employee’s attitude or increasing his or her
skills and knowledge.

TRAINING AND DEVELOPMENT NEED = STANDARD PERFORMANCE

- ACTUAL PERFORMANCE

.
Ø
 TRAINING AND DEVELOPMENT -
SOURCE
OF COMPETETIVE ADVANTAGE
ØCompanies derive competitive
advantage from training and
development.
Ø
ØTraining and development offer
competitive advantage to a firm by
removing performance deficiencies ;
making employees stay long ; minimizing
accidents , scrap and damage; and
meeting future employee needs.
 BENEFITS OF EMPLOYEE TRAINING

ØImproves the job knowledge and skills at all

levels of the organization.
Ø
ØHelps to create a better corporate image.
Ø
ØAids in organizational development.
Ø
ØAids in development for promotion from within.
Ø
ØAids in handling conflicts , thereby helping to
prevent stress and tension.
Ø
ØImproves communication between groups and
individuals.
Ø
ØHelps employees adjust to change

Ø
Ø
 NEED BASED TRAINING
1.Performance Analysis Or Training
Needs Analysis :

ØTraining and development Initiative.

ØOrganizational change.
ØSuccession plan.
Ø
2. Business need for training
1.
4.History of similar program
5.
6.What can a trainer do to ensure
success ?
CONTINUED………….

Need based training are results of :

ØPerformance Appraisals
Ø
ØIndividual Assessments
Ø
ØManagers observations on the job
Ø
ØNeeds Analysis
Ø
ØChanges in job situations
Ø
ØNew Product Introduction
 TRAINING PROCESS

NEED ASSESMENT

ORGANISATION ORGANISATION TASK AND KSA PERSON ANALYSIS

SUPPORT ANALYSIS ANALYSIS

INSTRUCTION - ALDEVELOPMENT
OBJ. OF CRITERIATRAINING
VALIDITY

TRANSFER VALIDITY
SELECTION AND DESIGN OF INS . PROG.
INTRAORGANIZ - ATINAL

USE OF EVALUATI - ON
TRAINING MODELS
INTERORGANIZ - ATIONAL
 NEED ASSESSMENT
The first step in designing a training and development
program is to conduct a Need Assessment.

ØThe assessment begins with a – need which can be

identified in several ways but is generally described
as a gap between what is currently in place and what
is needed , now and in the future.
Ø
ØA need assessment can also be used to assist with :
competencies and performance of work team and problem
solving and productive issues.
Ø
ØThe results of need assessment allows the training
manager to set the training objectives by answering
two very basic questions :who, if anyone, needs
training and what training is needed.
 LEVELS OF NEEDS
ASSESSMENT
There are four levels of needs
assessment :-

1.Organizational Support
2.
3.Organizational Analysis
4.
5.Task Analysis
6.
7.Individual Analysis
 1. ORGANISATIONAL SUPPORT

Needs assessment is likely to make inroads into

organizational life. The assessment tends to
change patterns of behavior of employees. When the
needs assessment is carefully designed and
supported by the firm , disruption is minimized
and co-operation is much more likely to occur.

2. ORGANISATIONAL ANALYSIS

Its seeks to examine the goals of the

organization (short term and long term)
,and the trends that are likely to
affect these goals.
 3. TASK AND KSA ANALYSIS

. In addition to obtaining organizational support and

making organizational analysis , it is necessary to
assess and identify what tasks are needed on each job
and which knowledge, skill and abilities(KSA) are
necessary to perform these tasks. This assessment helps
prepare a blueprint that describes the KSAs to be
achieved upon completion of the training programme

4. INDIVIDUAL ANALYSIS

This analysis obviously targets individual

employees. A very important aspect of person
analysis is to determine which necessary KSAs have
been learnt by the prospective trainee so that
precious training time is not wasted repeating what
has already been acquired.
 BENEFITS OF NEED ASSESSMENT

ØTrainers may be informed about the broader

needs of the trainees.
Ø
ØTrainers are able to pitch their course
inputs closer to the specific needs of the
trainees.
Ø
ØAssessment makes training department more
accountable and more clearly linked to other
human resources activities , which may make
the training programme easier to sell to line
managers.
Ø
Ø
 CONSEQUENCES OF ABSENCE OF
TRAINING
NEED ASSESSMENT

ØLoss of Business.
Ø
ØConstraints on business development.
Ø
ØHigher labour turnover.
Ø
ØPoorer-quality applicants
Ø
ØIncreased overtime working
Ø
ØHigher rates of pay , overtime premiums and
supplements.
Ø
ØNeed for job redesign and revision of job
specifications.
Ø
ØHigher training costs.