TRAINING & DEVELOPMENT

TRAINING
• Training is the act of increasing the knowledge &
skill of an employee for doing a particular job i.e.
imparting specific skills for particular purposes e.g
operating a machine
• Education is a broader term concerned with
increasing general knowledge & understanding of
employees total environment e.g course in
engineering
• The distinction between two is like distinction
between applied & pure sciences
• Development is focusing on future growth of the
employee
Training & Development
• Training focuses on imparting special skills to the
employee. Development focuses on total
personality of an individual
• Training is one-shot affair. Development is
continuous process
• Training is result of outside motivation i.e.
management. Development is the result of inside
motivation i.e. Individual himself
• Training is reactive process focusing on present
needs. Development is proactive process focusing
on future needs
 Advantages of Training
1. Leads to improved profitability and/or more positive attitudes toward profits
orientation.

2. Improves the job knowledge and skills at all levels of the organization.

3. Improves the morale of the workforce.

4. Helps people identify with organizational goals.

5. Helps create a better corporate image.

6. Fasters authentically, openness and trust.

7. Improves the relationship between boss and subordinate.

8. Aids in organizational development.

9. Learns from the trainee.

10. Helps prepare guidelines for work.

TYPES OF TRAINING PROGRAMMES
Induction or orientation
• A new employee is introduced to the company , to his job & his co-employees.
Job training
• The object of job training is to increase the knowledge of workers about the jobs so
that their efficiency & skill of performance is improved
Promotional training
• Training when an employee is promoted to higher level to shoulder new
responsibilities
Refresher training
• Refresher training is arranged for existing employees in order to provide them an
opportunity to revive & also improve their knowledge
Corrective training
• Corrective training implies criticism in private if the employee violates the rules &
regulations of the company
Training Methods
Two types :
• Training methods for operatives
• Training methods for managers
Training methods for operatives
On the job training
• Used in training rank & file employees
• Training takes place at the normal work place
• The effectiveness of training method depends on
the experience & competence of the supervisor
Some of the on-the job training methods include
1. Vestibule training
2. Apprenticeship training
3. Internship training
 Vestibule training
• A vestibule is a large entrance or reception room or area.
Vestibule Training is a term for near-the-job training, as it
offers access to something new (learning).
• Towards the end of the 1800s, a method that combined the
benefits of the classroom with the benefits of on-the-job
training, called vestibule training, became a popular form of
training. The classroom was located as close as conditions
allowed to the department for which the workers were being
trained. It was furnished with the same machines as used in
production. There were normally six to ten workers per
trainer, who were skilled workers or supervisors from the
company.
 Apprenticeship training
• Apprenticeship is a system of training a new generation of
practitioners of a structured competency based set of skills.
• Apprenticeships ranged from craft occupations or trades to those
seeking a professional license to practice in a regulated profession
• Most of their training is done while working for an employer who
helps the apprentices learn their trade or profession, in exchange for
their continuing labor for an agreed period after they have achieved
measurable competencies.
• For more advance apprenticeships, theoretical education is also
involved, formally via the workplace and also by attending a local
technical college , vocational schools or university while still being
paid by the employer often over a period of 4–6 years.
• For e.g. lawyers , CA
 Internship Training
• Internship is a system of on-the-job training for white-collar and professional
careers.
• Internships for professional careers are similar to apprenticeships for trade and
vocational jobs. Although interns are typically college or university students, they
can also be high school students or post-graduate adults. Rarely, they can even be
middle school or in some cases elementary students.
• Generally, the internship works as an exchange of services for experience between
the student and his or her employer. Students exchange their cheap or free labor to
gain experience in a particular field.
• They can also use an internship to determine if they have an interest in a particular
career, create a network of contacts, or gain school credit. Some interns also find
permanent, paid employment with the companies in which they interned. Thus,
employers also benefit as experienced interns need little or no training when they
begin full-time regular employment.
OFF –The job methods
Simulators & Training aids
• Simulators are used to provide trainees with
physical equipment that resembles to some degree
the equipment that is to be used on the job
• Usually such devices are used when it is impractical
to use actual equipment or when the cost is
excessive of actual equipment
• Training aids such as video discs, film ,charts etc. are
particularly appropriate where individuals cannot
be assembled for e.g. demonstrating surgical
techniques as such aids are more economical & can
be used again & again
Behavioural Education Programmes
• Behavioural training given to workers to develop
their inter-personal skills & creativity to increase
their shop-floor effectiveness & their life in general
in topics such as ethics ,emotional intelligence etc.
Programmed instruction
• Programmed instruction is the name of the technology invented by
the behaviorist B.F. Skinner to improve teaching. It is based on his
theory of verbal behavior as a means to accelerate and increase
conventional educational learning.
• It typically consists of self-teaching with the aid of a specialized
textbook or teaching machine that presents material structured in a
logical and empirically developed sequence or sequences.
• Programmed instruction allows individuals to progress through a unit
of study at their own rate, checking their own answers and advancing
only after answering correctly.
• In one simplified form of PI, after each step, they are presented with
a question to test their comprehension, then are immediately shown
the correct answer or given additional information. However the
objective of the instructional programming is to present the material
in very small increments.
Training methods for managers
• Observation assignment
• Position rotation
• Serving on committees
• Assignment of special projects
• Conferences & seminars
• Case study
• Incident method
• Role playing
• Sensitivity training or laboratory training
• Training in emotional intelligence
• Johari window
• Transactional analysis
• Autonomy training – self learning
 Johari Window
• The Johari Window is a communication model
that can be used to improve understanding
between individuals.
• Developed by Joseph Luft and Harry Ingham
(the word “Johari” comes from Joseph Luft
and Harry Ingham).
 Two key ideas behind the tool:
• Individuals can build trust between
themselves by disclosing information about
themselves.
• They can learn about themselves and come to
terms with personal issues with the help of
feedback from others.
Using the Johari model, each person is
represented by their own four-quadrant, or
four-pane, window. Each of these contains
and represents personal information -
feelings, motivation - about the person, and
shows whether the information is known or
not known by themselves or other people.