This presentation may serve the needs of working managers as well as students of HRM & HRD to some extent.

1. Training & Development
Anatomy of Training
M R Jhalawad

2. 10%
learning get
transferred to job
40% Lost being
training function
peripheral
40% Lost as
program does not
build transfer to
job
10% Lost due to
trainer’s
inefficiency
Learning in classroom remain in classroom itself.
Anatomy of Failed Training
Studies revealed in traditional training design:

3. Benefits not
clear to
management
No plans &
budget for
T&D
Supervisor
unable to spare
employees
Unsystematic &
for short term
objectives
No linkage with
strategic
planning
No appreciation /
reward for T&D
activities
Disincentives for Training & Development
Consider time & resources as an investment in bank
for individual growth & development.

4. Be prepared
for each class
Take
responsibility
to succeed
Honor time
schedule
Solicit feedback
throughout
class
View training
as process not
event
Have fun &
enjoy
training
Involve
learners
Check
logistic prior
to class
Emphasize
comprehension
over content
Show how to
apply training
to job
Ten Commandments for Trainer

5. A System Model of Training
Need Assessment Development Evaluation
Identify training
needs by analyzing:
• Organization
• Task or job
• Person
Design a learning
environment by
examining:
• Learning
principles
• Characteristics of
adult learning
Develop criteria to
evaluate training:
• Reactions
• Learning
• Behavior changes
• Organizational
results
Derive training
objectives
Identify & develop
training material &
methods
Conduct training
Conduct evaluation
& cost
effectiveness of
training