Training and development by Neeraj Bhandari (Surkhet,Nepal)

1. TRAINING & DEVELOPMENT
PRESENTED BY :
NEERAJ BHANDARI (GL) JAVED AKHTER
HIRONMOI BISWAS O.P. GUPTA
AVISHAKE BUDATHOKI YASH AGARWAL
PRAGUN SINGH BOGATI SAGAR BHARDWAJ

2. INTRODUCTION
 Training and Development (T&D) is a
planned, continuous effort by management to
improve employees’ competency levels and
organizational performance.
 Training is designed to provide the learners
who are especially in the managerial cadre
with specific concepts, knowledge , skills and
techniques needed for their present jobs.
 On the other hand, development refers to the
attainment of a generic long-term learning that
transcends the present job and applies to a
wider life and social situation.

3. INTRODUCTION
 Training is referred to as a process by which
any person designated to be a trainer imparts
new knowledge, sharpens and strengthens
skills and redefines attitudes.
 Good training seeks to make people
understand how they feel about themselves,
about their work and their contribution to the
well-being of those they serve.
 The basic objective of training is to establish
match between employees and their jobs.
This is achieved by helping them to bridge
gaps between expected and actual
performance levels.

4. OBJECTIVES OF TRAINING:
1. To impart basic knowledge and skill to new
entrants required for intelligent performance
of definite task in order to induct them
without much loss of time .
2. To assist employees to function more
effectively by exposure of latest concepts
information and techniques and development
of skills required in specific fields including
production, purchase, marketing, logistics,
information technology etc .
3. To broaden minds of supervisors.

5. 4. To provide employees job satisfaction,
training enables an employee to use
their skill, knowledge and ability to
fullest extent and thus experience job
satisfaction and gain monetary benefits
from enhanced productivity.
5. To improve knowledge, skills, efficiency
of employees to obtain maximum
individual development.
6. To fulfill goals of organization by
securing optimum co-operation and
contribution from the employees.

6. PROCESS OF TRAININNG
STEP 1: ESTABLISHING A NEEDS ANALYSIS:
This step identifies activities to justify an investment
for training. The techniques necessary for the data
collection are surveys, observations, interviews, and
customer comment cards.
STEP 2: DEVELOPING TRAINING PROGRAMS AND
MANUALS.
This step establishes the development of current job
descriptions and standards and procedures. Job
descriptions should be clear and concise and may
serve as a major training tool for the identification of
guidelines.

7. STEP 3: DELIVER THE TRAINING PROGRAM.
This step is responsible for the instruction and delivery
of the training program. Once you have
designated your trainers, the training technique must
be decided. One-on-one training, on-the-job training,
group training, seminars, and workshops are the most
popular methods.
STEP 4: EVALUATE THE TRAINING PROGRAM.
This step will determine how effective and profitable
your training program has been. The evaluation of
training programs are without a doubt the most
important step in the training process. It is this step that
will indicate the effectiveness of both the training as
well as the trainer.

8. METHODS
1. Classroom Lecture Method: It involves a speech by the
instructor with very limited discussions. Clear and direct
methods of presentation . Since the method does not provide
for active participation on the part of the trainees, the extent of
take-home learning is not to be known clearly
2. Group Discussion Method: A sets of people examine
several empirical studies to find out commonalities to derive the
underlying general principles. They then combine their ideas
and focus their attention on a given problem at a time,
speaking from multiple points of view within a group.
3. Simulation exercise method: Simulators are a group of
training devices of varying degrees of complexity that model
the real world. In fact, some argue that case-study, role play
and a host of other methods can be brought under the category
of simulation.

9. 4. Role Playing Method: Role is a set of expectations
around a given position and is determined by the role
partners. Roles are always reciprocal and described in
pairs such as trainer-trainee, buyer seller, interviewer-interviewee
and so on.
5. Case Study Method: It is a written down, narrative
description of a real situation or incident relating to an
organization and its business, depicting any problem
that participants could face in their employment.
Participant trainees are required to propose any
number of viable solutions or decisions that match the
variables represented in the case.

10. decisions, and then jointly implementing and
evaluating the decisions taken with regard to the
games.
7.Outward Bound Training (OBT) Method:
Managers and other staff members meet and
cohabitate as teams at unfamiliar wilderness out of
the workplace and away from the hustles and
bustles of daily life, where they would live in cabins
or tents for a certain number of days. They test their
survival skills and learn about their own personality
and hidden potentials for creativity, cooperation and
leadership. Participants

11. 8. In-basket Training (IBT) Method: IBT is a
method where the trainee is required to examine a
basket full of papers and files relating to his area of
work and make recommendations on problems
contained in them.
9.Vestibule Training Method: This kind of training
takes place away from the production area on
equipment that closely resembles the actual ones
used on the job. It is a type of off-the-job training in
which employees get training in a realistic job
setting but in a location different from the one in
which they would be working.

12. 10.Apprenticeship Training Method: It combines
classroom instructions with on-the-job training. The
method is a combination of education and employment
and is aimed at preparing workforce with certain levels of
qualification to meet the growing needs of the industry.
The method develops special skills like mechanical,
electronic, tailoring, etc.
11. Job Rotation Method: This method of training
involves the shifting of trainees from one job to another
so as to widen their exposure and enable them to obtain
a general understanding of the totality of the organization.
Besides helping them to overcome boredom, job rotation
permits direct interaction with a large number of
individuals within the organization, thereby facilitating
future working relationships.

13. QUESTIONS TO BE DISCUSSED
1. Why training is important in the
current scenario of the business and
organization ?
2. How would you ensure that the
training is effective for an employee
within the company?
3. What qualities does a company
expect in a trainer?
4. What is on and off the job training?

14. THANK YOU
http://www.slideshare.net/neerazz