TRAINING AND DEVELOPMENT

Introduction to Employee Training and Development

Tata Consultancy Services

TCS Invests substantially in its training center to give the best training and provide a learning environment to its employees. Nearly Rs 5 Bn was invested in building State of- the- art training center at Thiruvanathanapuram in Kerela. Every new campus recruit of TCS is trained at this center before being posted to a project. Out of the four months of training , 40% is devoted to the soft skills development ,including general etiquette, team work, leadership and culture.

What is training?
Training refers to a planned effort by a company to facilitate employees learning of job-related competencies. The goal of training is for employees to: master the knowledge, skill, and behaviors emphasized in training programs, and apply them to their day-to-day activities. Avoiding Managerial Obsolescence. Preparing for Promotion and Managerial Succession.

Training and Performance

Training is used to improve employee performance by removing performance deficiencies. This leads to improved business results

Training and Competitive Advantage

Companies derive competitive advantage from Training and development. Competitiveness refers to a companys ability to maintain and gain market share in an industry.

Training and Competitive Advantage

Training and Development offer Competitive Advantage to a firm by Improving customer service:
employee retention and growth doing more with less quality and productivity removing performance deficiencies. Minimizing accidents

How T&D helps in the growth of the organization.

Training and Development programmes help remove performance deficiencies . There is greater stability , flexibility and capacity for growth in an organization. Employees become efficient after undergoing training and contribute to the organizational growth. Growth indicates prosperity which is reflected in increased profits from year

Comparison Between Training and Development

Training
1.Training means learning skills and knowledge for doing particular job.It increases job Skills.

Development
Development means the growth of an employee in all respects. It shapes attitudes.

2.It is generally used to denote imparting It is associated with the overall growth of specific skills among operative workers the executive. and employees.(Practical Orientation) (Theoretical Orientation) 3.Training is generally concerned with maintaining and improving current job performances. Thus it has a short term perspective . 4.Training is job-centered in nature. Executive Development seeks to develop competence and skills for future performance.Has a long term perspective. Development is career centered in nature.

Learning Philosophies
Modeling: Is simply copying someone elses behaviorManagers tend to manage as they were managed ! Motivation: For learning to take place , intention to learn is important.People learn more quickly
when the material is important and relevant to them.

Reinforcement:If a behavior is rewarded , it probably will be

Learning Philosophies
Spaced Practice: learning takes place easily if the practice sessions are spread over a period of time .New employee learn
better If the orientation programme is spread over a two or three day period.

Whole learning :The concept of Whole Learning suggests that employees learn better if the job information is explained as an entire logical process, so that they can see how the various actions fit together into the Big Picture.

Training Design Process

Conducting Needs Assessment Ensuring Employees Readiness for Training Creating a Learning Environment

Developing an Evaluation Plan

Ensuring Transfer of Training

Select Training Method

Monitoring and Evaluating the Program

Conducting Needs Assessment (TNA/TNI)

Before choosing a training method, it is important to determine: what type of training is necessary, and whether trainees are willing to learn

Needs Assessment(TNI/TNA)
The process of evaluating the organizations individual employees and employees tasks to determine what kinds of training , if any, are necessary. Refers to the process used to determine whether training is necessary. TNI both for Individual as well as for Group. Because needs assessment is the first step in the instructional design process:

Causes and Outcomes of Needs Assessment

Reasons or Pressure What is the Points
Context? Lack of Basic Skills Poor Performance New Technology Customer Requests New Products Higher Performance Standards New Jobs Organiza tion Analysis Person Analysi s Who Needs the Training? In What Do They Need Training ?

Outcom es
What Trainees Need to Learn Who Receives Training Type of Training Frequency of Training Training Versus Other HR Options Such as Selection or Job Redesign How Training Should Be Evaluated

Task Analysi s

Needs assessment involves:

Organizational Analysis Seeks to examine the goals of the organization and the trends that are likely to affect these goals.
the appropriateness of training, given the business strategy. resources available for training. support by managers and peers for training. What are the target jobs that require training.

Task Analysis involves:

Identifying the important tasks and knowledge, skill, and behaviors that need to

Needs assessment involves:

Person Analysis Involves:
determining whether performance deficiencies result from a lack of knowledge, skill, or ability (a training issue) or from a motivational or work design problem identifying who needs training. Also determine which necessary KSAs have been already learnt by the employees. determining employees readiness for training.

Needs Assessment Techniques

Observation Questionnaires

PerformanceDocumentation Interviews Appraisal

Creating the appropriate Environment

Environment plays a major role in training. It is natural that workers who are exposed to training in comfortable environments with adequate , well spaced rest periods are more likely to learn than employees whose training conditions are less ideal.

Ensuring Transfer of Training

Transfer of training - trainees effectively and continually applying what they learned in training on their jobs The work environment plays an important role in ensuring that transfer of training occurs Transfer of training is also influenced by:

A Model of The Transfer Process

Trainee Characteristics
Motivation Ability

Training Design
Create a Learning Environment Apply Theories of Transfer Use Self-Management Strategies

Learnin g Retenti on

Generaliz ation and Maintena nce

Work Environment

Climate for Transfer Management and Peer Support Opportunity to Perform Technological Support

Work Environment Characteristics Influencing Transfer of Training

Climate for Transfer

Manager Support

Peer Support

Opportunity to Technological Use Learned Support Capabilities

Select Training Methods

Training Methodology
If we talk about Executive Development, there are 2 classifications, namely, On-the-Job methods , and Off-the-Job methods.

ON-THE JOB METHODS : On the job coaching, Understudy, Job Rotation, Committee assignments. OFF-THE JOB METHODS : Special Courses,Projects, Conference Training, Sensitivity Training, Role Playing, Simulation Techniques (In basket,Case Study, Management Games)

Some Important Training Methodologies

LECTURE :One of the most Common and Universal Method of Presentation. -Has minimal interactions. --Is a trainer centered activity. --Lot of preparation is required. --Appeals to intellect rather than emotions. --It Involves continuous talking by the trainer.

Lecture
Advantages
a) Can reinforce trainers

Disadvantages
a) b) c) d)

credibility and authority . b) Information is concentrated &organized as desired . c) Efficient : Lots of information can be shared. d) Can be personalized /customized easily.

One way Details get lost in the shuffle after 15-20 minutes. Relative passivity of employees being trained. Depends totally on trainers effectiveness and information.

Case Study
A case study is a method employed by trainers to provide real life experiences to participants. -It provokes ,in the reader the need to decide what is going on.what the situation really is ,what are the problems, what can and should be done. --5 major skills are developed through case studies:

Case Study
The case study samples a real life situation in the field and allows the participants to learn on the basis of the summary of a well documented series of events,incidents and circumstances, centering round an organization,an individual or an issue. It demonstrates in a live' and realistic way,the complex or multi-dimensional nature of a situation or a problem in which a number of individuals ,factors or circumstances are at play.

Case Study
Advantages
Can focus the discussion and learning experience. Can gain a shared understanding of on-the job problems. Can provide realworldapplications when customized.

Disadvantages
May impose time limitations for reading and discussion. Difficult to develop and incorporate all the necessary details. Only builds & demonstrates understanding ,not skills.

In basket

This is a valuable tool for decision making . Students experience working in specific office situations . The Basket consists of some papers for decision and instructions .The student is given the basket , who will write the decision /instruction on each paper .Later , these decisions are reviewed by the trainer .

Syndicate Method
It is undertaken in the following ways. 1. Divide the trainees into a number of groups. 2. Groups work on different subjects. 3. Each Group I.e.a syndicate has a proper brief , and background papers. 4. Syndicate discusses the issues involved , and prepares a paper. 5. A chairman selected by each syndicate does presentation. 6. Other syndicates raise questions. 7. Instructor must be in attendance to give minimum direction.

Vestibule Training
Utilizes equipment which closely resembles the actual ones used on the job . However, training takes place away from the work environment. A special area or room is set aside and is equipped with furnishings as similar to those found in production area.The trainee is permitted to learn under the simulated conditions.This type of training is used for training personnel for clerical and semi skilled jobs. Advantages are that the emphasis is on learning and employee is far from pressure to produce will learning.

Sensitivity Training (T-groups)

The individual should know about self, before establishing relationships Sensitivity Training uses small numbers of trainees in a group. They meet with others. gain insight with a passive trainer and
into their own and others behavior. The objective of this training are to provide the participants with increased self awareness of their own behavior and how others perceive them. greater sensitivity to the behavior of others.

Sensitivity Training
Specific results sought include increased ability to empathize with others. Improved listening skills, greater openness , greater tolerance of individual differences and increased conflict resolution skills. The drawback of this method is that once the training is over, the participants are themselves again and they resort to their old habits.