The presentation of training and development.

1. The Future of
Training &
Development

2. Team
Gaurav Kumar
Samidha
Bhushan
Piyush
Ananya

3. Sector wise training in India
• Services
• IT
• Finance, Insurance and Real Estate
• Healthcare
• Durable Manufacturing
• Non Durable manufacturing
• Transportation and Public Utilities
• Government
• Trade
• Agriculture
(Reference:
http://www.gradview.com/articles/careers/commitment_to_trainin
g.html)

4. Cost Analysis
• Is training an expense or a gain to the firm?
• How will be the costs of training the
employees in near future?
• Examples: TCS and Infosys
(Reference: Business standard, dated Jan 21, 2014)
(http://www.business-standard.com/article/technology/tcs-to-invest-rs-1-000-crore-inkerala-training-campus-110091500051_1.html)

5. Increased Use of New Technologies for
Training Delivery
–Decrease in cost.
–Better service and new business
opportunity.
–Reduced training cost
–Training at any place and time.

6. Increased Demand for Training for Virtual
Work Arrangements
• Virtual Work arrangements Include virtual Teams
as well as Telecommuting, work conducted in a
remote location.
• Location, organization structure, and
employment relationships are not limiting factors
in virtual work arrangements.
• Leadership, Shared Value & rewarded Goals are
important

7. Increased Emphasis on Speed in Design, Focus in
Content, and Use of Multiple Delivery Methods
• Difficult to find new ways.
• Two shifts.
• Rapid Instructional Design (RID)

8. Examples of RID Strategies

9. Functional Areas and Applications of RealTime Extended Business

10. Increased Emphasis on Performance Analysis and
Learning for Business Enhancement
• Performance Analysis Approach - identifying
performance gaps or deficiencies and examining
training as one possible solution for the business units.

11. Increased Use of Training Partnerships and
Outsourcing Training
• Training departments will increase partnerships
with academic institutions to provide basic skills
training and to develop customized programs.
The role of external suppliers of training
increases.
• Application Service Provider (ASP)

12. Training and Development From a Change
Model Perspective
• First of all training is a tool to bring change-in b/r,
attitude or skill
• For new training or development practices to be
successfully implemented, they must be accepted by
the customer (Manager, upper manager, employee).
.
• Change is not easy & resistance might occur at any
time. So a change model is developed where the
process of change is based on the interaction among
four components of the organization.

13. A Change Model

14. Training and Development From a Change
Model Perspective
• Change related problems:
1. Resistance to change
2. Control
3. Power
4. Task Redefinition

15. Steps in a Change Process(recommendations for
successful change)
15

16. Methods to Determine Whether Change is
Necessary
• From a systems perspective, companies and trainers
need to:
– understand both internal and external environments.
– Specifically, they need to understand the effectiveness and
efficiency of current training practices.
– Also be aware of other companies’ practices to ensure that
their training practices are the best possible.
• Concerning this, two concepts are forwarded,
-Benchmarking &
-Process Reengineering

17. Methods to Determine Whether Change is
Necessary (cont.)
• Benchmarking
• Process Reengineering

18. The Reengineering Process

19. Key Issues in Implementing Change
• Organization Development
•
•
•
•
Change Management
Shaping political dynamics
Using training to explain new Tasks
Change Interventions

20. Disclaimer
• This is prepared simply for
practicing presentation-skills and
understanding slideshare’s online
platform. All content is simply
for the learning purpose. We don’t
claim accuracy or complete
information. All information is
presented just for overview. Any
inadvertent use of company name,
images are unintentional. & if
brought to notice, we will remove
them.