Training and development programs are necessary for organizations to improve employee performance as technologies and environments change. Training involves teaching technical skills to non-managers over a short period for a specific job, while development provides conceptual knowledge to managers long-term. Organizations need training to onboard new employees, introduce new techniques, and move employees between roles. Benefits include improved quality, efficiency, and reduced costs. Training needs are identified through analyzing jobs and employee skills. Objectives are to prepare, develop, and build competent employees. Programs should be evaluated against objectives to ensure the investment is worthwhile.

1. Dr. C.V. Suresh Babu

2. Why T & D?
Training and Development programmes are
necessary in any organisation for improving the
quality of work of the employees at all levels,
particularly in a world of fast changing
technology, changing values and environment

3. What is Training?
Training is a short term process utilising a
systematic and organised procedure by which
non-managerial personnel acquire technical
knowledge and skills for a definite purpose. It
refers to instructions in a technical and
mechanical operation, like the operation of
some machine. It is designed primarily for
non-managers, it is for a short duration, and it
is for a specific job-related purpose.

4. What is Development?
Development is a long-
term educational process
utilising a systematic and
organised procedure by
which managerial
personnel get conceptual
and theoretical
knowledge. In other
words, it refers not to
technical knowledge or
skills in operations but to
philosophical, theoretical
and educational concepts.
It involves broader
education and its purpose
is long- term
development

5. NEED FOR TRAINING
 Employment of inexperienced and new labour
requires detailed instructions for effective
performance on the job
 People have not only to work, but work effectively
with the minimum of supervision, minimum of cost,
waste and spoilage, and to produce quality goods
and services.
Increasing use of fast changing techniques in
production and other operations requires training
into newer methods for the operatives.

6. Need for training -continued
Old employees need refresher training to
enable them to keep abreast of changing
techniques and the use of sophisticated tools
and equipments
 Training is necessary when a person has to
move from one job to another because of
transfer, promotion or demotion.

7. BENEFITS OF TRAINING
A well-planned and well-executed training
programme should result in:
 reduction in waste and spoilage
 improvement in method of work
 reduction in learning time
 reduction in supervisory
 reduction in machine breakage and maintenance
cost
 reduction in accident rate

8. Benefits of training (contd)
 improvement in quality of products
 improvement in production rate
 improvement of morale and reduction of grievances
 improvement of efficiency and productivity
 reduction in manpower obsolescence
 enabling the organisation to provide increased financial
incentives, opportunity for internal promotion and raising of
pay rates
 wider awareness among participants, enlarged skill, and
 personal growth

9. Methods of determining training
Needs
Put in a simplistic manner, these would mean :
job requirements, Employees’ Present Job
Skills and Training needs. Thus, the total need
can be determined by analyzing the situation
in respect of each skill and each member of
the workforce.
This can be done in the following ways:

11. Methods of Training Need
Identification
• Analysis of an Activity
• Analysis of Problems
• Analysis of Behaviour
• Analysis of an Organisation
• Appraisal of Performance
• Brainstorming
• Buzzing
• Card Sorting
• Checklist
• Committee

12. ….Continued
• Comparison
• Conference
• Consultants
• Counselling
• In-basket
• Incident Pattern
• Informal Talks
• Interviews

13. ….Continued
• Observation
• Problem Clinic
• Research
• Role Playing
• Self analysis
• Simulation
• Skill inventory
• Slip Writing
• Studies
• Surveys
• Tests

14. ….Continued
• Task force
• Questionnaire
• Workshop

15. Objectives
 The first objective of training is to
prepare employees for the job
meant for them while on first on
first appointment, or on
promotion, and impart to them
the required skill and knowledge
 The second objective is to assist
the employees to function more
effectively in their present
positions by exposing them to the
latest concepts, information,
techniques and developing the
skills that would be required in
their particular fields.
 The third objective is to build a
second line of competent officers
and prepare them to occupy
more responsible positions

16. Evaluation of Training Programmes
Each training programme should have provision for evaluation
as part of planning; otherwise we cannot be sure that we are
doing the right thing and that we are not wasting the valuable
time and money of the organisation on these programmes.
 Any evaluation begins with the criteria which depend on the
objectives. Some of the criteria could be:
 Reaction of trainees
 Learning
 Behavior changes
 Impact on organization effectiveness

17. • These criteria can be viewed as either
subjective or objective
Subjective Evaluation - by trainers/
management
Objective Evaluation-objective criteria
relate to effects of training by measuring
specific outcomes. For eg. Review is made of
performance appraisals of trainees following
the training programme

18.  After the evaluation is made, the situation should be
analyzed to find the probable causes for a difference
between expected outcome and actual outcome
 Consequently necessary precautions should be taken for
designing and implementing future programmes to avoid
these
 The organisation’s investment in terms of energy, time, and
money, made in these programmes must be justified by the
related outcome in terms of the increased efficiency and
effectiveness of working of the participants