This presentation will tell you about various training methods, their advantages. Difference between training and development. Pros and cons of training.
2. MEANING
•Training : It is an organized activity aimed at
providing instructions to improve the recipients
performance or to help him attain a required
level of skill.
• It is a process to increase skill and knowledge.
3. •DEVELOPMENT : It means to improve the
overall effectiveness of the employee at their
current posts and to prepare them for handling
more responsibilities in the future.
• It involves growth of an individual in all aspects
like personality, maturity etc.
4. DIFFERENCE
Basis Training Development
PURPOSE
To develop a special
skill related to the job.
To develop a better
personality of a person.
JOB OR CAREER
ORINETED
It is a job oriented
process.
It is a career oriented
process.
5. Basis Training Development
SCOPE OF
LEARNING
The scope of training is
limited.
The scope of
development is broad.
NATURE
It is related to work. It is related to person.
DURATION It is usually a short
term process. Its
duration is fixed.
It is an on going
process and includes
training.
6. TRAINING PROCESS
• Need Analysis
• Instructional Design
• Validation
• Implementation
• Evaluation and Follow up
7. NEED ANALYSIS
• Identify specific job performance skills needed to be
improved.
• Analyze the audience to ensure that the program will be
suited to their specific levels of education, experience
and skills.
• Use research to develop specific measurable knowledge
and performance objectives.
8. INSTRUCTIONAL DESIGN
• Gather all instructional objectives, methods, media,
description of sequence of content. Organize them into a
curriculum that supports adult learning theory and
provides a blueprint for program development.
• Make sure all materials compliment each other and are
written clearly.
• Carefully and professionally handle all program
elements to guarantee quality and effectiveness.
9. VALIDATION
• Introduce and validate the
training before a representative
audience. Base final revisions on
pilot results to ensure program
effectiveness.
10. IMPLEMENTATION
• When applicable boost success with a “train-
the-trainer” workshop that focusses on
presentation knowledge and skills in addition
to training content.
11. EVALUATION AND FOLLOW UP
Asses program success according to:
• Reaction
• Learning
• Behavior
• Results
12. METHODS OF TRAINING
• As training is essential at all levels of
organization. Different methods are used for
training the employees of different levels.
There are two methods of training:
1. On the job method
2. Off the job method
13. DIFFERENCE
ON THE JOB METHOD OFF THE JOB METHOD
Training is provided by superiors to
subordinates.
Training is provided by experts from
within or outside the organization.
It is less costly. It is more costly.
It is less time consuming. It is more time consuming.
It is used where jobs are simple. It is used where jobs are complex.
14. ON THE JOB METHODS
• It means “Learning while doing”.
• It is less costly and less time consuming method.
• It includes:
I. Apprenticeship Training
II. Induction Training
III. Internship Training
IV. Job Rotation
15. APPRENTICESHIP TRAINING
• The trainer is appointed to guide the worker.
• The trainer performs the job and the learner observes.
• When the learner learns all the skills then he slowly
starts taking up the job step by step and the trainer
now becomes the observer.
• This method is suitable for people seeking to enter skill
traits for example plumbers and electrician.
16. INDUCTION TRAINING
• It is the process of receiving and welcoming an employ
when he first joins the company and giving him the
basic information so that he settles down quickly.
The objectives are to:
• To build up confidence and prevent any nervousness.
• To bring a sense of loyalty.
• To develop cordial relationship between superior and
subordinate.
17. INTERNSHIP TRAINING
• Under this method technical institutions and business
organizations jointly impact training to their members.
• The objective of the training is to strike a balance
between theoretical and practical knowledge.
• Educational institutions impart only theoretical
knowledge to their students and for the practical
knowledge they are sent to business organizations.
18. JOB ROTATION
• This method involves shifting the trainee from one
department or job to another.
• Suppose a person is appointed in production
department when he comes to know everything of that
department, he is shifted to another department.
• The motive is that during any circumstances the person
is capable of taking charge of various departments.
19. OFF THE JOB METHODS
• It means “Learning before doing”.
• These methods are used away from work place.
• It includes:
I. Vestibule Training
II. Films
III.Case Study
IV.Class room lectures
20. VESTIBULE TRAINING
• In this method the employee learns their job on the
equipment, which is placed far away from the work
place.
• It is usually done when employees are required to
handle sophistication machinery and equipments.
21. FILMS
• They can provide information and the demonstrate the
skills required for performing the jobs.
CASE STUDY
• Trainees study the cases to determine the problem,
analyze the cause, develop alternate solutions, select
the best solution and implement.
22. CLASS ROOM LECTURES
• Under this method, theoretical knowledge of the managers
is brushed up. They are informed of the latest techniques
for tracking different problems.
• In large organizations, permanent experts are appointed to
pass on such information.
• Small organizations which cannot afford to appoint
permanent experts, invite experts from educational
institutions to deliver lectures.
23. BENEFITS OF TRAINING
• Help in addressing employee weaknesses: Training assists in
eliminating weaknesses.
• Improvement in workers performance: A properly trained
employee is more informed about various tasks.
• Consistency in duty performance: A well organized training
program gives the workers constant knowledge and experience.
• Team spirit : Helps in inculcating the sense
of team work and inter team collaborations.
24. • Reduction in supervision : Employees become more confident and
self reliant and require less guidance.
• Development of skills: Increases job knowledge and skills.
• Ensuring worker satisfaction: Makes the employee feel satisfied
with their role.
• Reduced Cost : Training results in optimum utilization of resources.
• Increased productivity : The employee acquires all the knowledge
and skills needed for better production.
• Improved quality of services and products : Employees gain
standard methods and maintain uniformity in their tasks.
25. CHARACTERISTICS OF A GOOD
TRAINER
• Makes you feel at ease.
• Doesn't criticize individuals but feeds back where required.
• Communicates clearly and openly.
• Be an expert in the subject.
• Be honest about their limitations and gaps.
• Be able to think on the bounce.
• Manage the group sessions well.
26. PROBLEMS IN TRAINING
• Resistance to the changes by staff
• Costly process
• Time consuming
• Problems with the trainer
27. CONCLUSION
• Training is an important part of staffing and
cannot be skipped if the organization wants to
bring out maximum from it’s employees.
• Also, training should be provided accurately
otherwise it leads to wastage of resources.
