UNIT FIVE

Training and Development

5-1. Definition of Training and Development
Training: Training may be defined as a planned program designed to improve performance and
to bring about measurable changes in knowledge, skills, attitude and social behavior of
employees for doing a particular job. It is the act of increasing the knowledge and skills of an
employee for doing a particular job. Training is concerned with increasing knowledge and skill
in doing a particular job and the major burden of training falls upon the business organization in
which the job is located.
Development: Development enables people to progress from a present state of understanding
and capability to a future state in which higher-level skills, knowledge and competencies are
required. It covers not only those activities, which improve job performance but also which bring
about growth of the personality. It takes the form of learning activities that prepare people to
exercise wider or increased responsibilities.
OBJECTIVES OF TRAINING AND DEVELOPMENT
 To increase productivity.  To reduce supervision
 To improve quality  To improve health and safety
 To improve organizational  Personal growth
climate
 To help a company to fulfill its future personnel needs
5-2. Distinction Between Training and Development
Training Development
Short term process Long term process
Given to technical people Given for managerial staff
To improve current held job skill To help employees grow to future
People acquire technical Executives acquire conceptual and theoretical Knowledge
knowledge and skill
It is job centered It is career oriented or career focused (growth oriented)
5-3. Process of Training and Development
Effective training and development program follows the following process:
1. Discover (analyze) the training needs: training needs can be identified by assessing the
current and future business conditions and by matching with the skills and resources available
and evaluation of the performance employees.
2. Design a training or development program system: that learners and trainers can implement
to meet the learning goals. Like: -identify objectives, needed facilities, necessary funding, course
content etc…
3. Develop a training package of resources and materials: like: - developing audio- visuals,
graphics, manuals, etc…
4. Implement the training package: -including delivering the training, support group feedback,
clarifying training materials, administrating test and conduct the final evaluation
5. Evaluating the effectiveness of the training program and follow-up: The effectiveness of the
program can be appraised by written and oral tests, by observing the trainees when put on jobs
independently and comparing the results after the training program were initiated.
5-4. Training Methods
A. On The Job Training
This type of Training, also known as job instruction training, is the most commonly used
method. Under this method, the individual is placed on a regular job & taught the skills
necessary to perform that job. The trainee learns under the supervision & guidance of a qualified
worker or instructor. On- the job training methods includes
1. Job Instruction Training:-
This method is also known training step by step. Under this method, the trainer explains to the
trainee the way of doing the job, Job knowledge & skills & allows him to do the job. The trainer
appraises the performance of the trainee, provides feedback information & corrects the trainee.
2. Vestibule Training:-
In this method, actual work conditions are simulated in a classroom. Material, files & equipment
which are used in actual job performance are also used in training. This type of training is
commonly used to training personnel for clerical & semi-skilled jobs. The Duration of this
training ranges from days to a few weeks. Theory can be related to practice in this method.
3. Simulation:-
The real situation of work environment in an organization is presented in the training session. In
other words, in simulation, instead of taking participants into the field, the field is simulated in
the training session itself. The participants act out samples of real business behavior in order to
get practice in making decisions. It covers situations of varying complexities & roles for the
participants. Role Playing is one of the common simulation methods of training.
4. Job Rotation:-
This type of training involves the movement of the trainee from one job to another. The trainee
receives job knowledge & gains experience from his supervisor or trainer in each of the different
job assignments. Though this method of training is common in training managers for general
management positions, trainees can also be rotated from job to job in workshop jobs.
5. Coaching:-
The trainee is placed under a particular supervisor who functions as a coach in training the
individual. The supervisor provides feedback to the trainee on his performance & offers him
some suggestions for improvements. Often the trainee shares some of the duties &
responsibilities of the coach & relieves him of his burden. A limitation of this method of training
it shat the trainee may not have the freedom or opportunity to express his own ideas.
6. Apprenticeship:-
It is a structured process by which people become skilled workers through a combination of
classroom instructions & on-the-job training. It is widely used to train individuals for many
occupations. Many organizations have apprenticeship laws with supervised plans for such
training.
B. Off-The-Job Training
Under this method of training the trainee is separated from the job situation & his attention is
focused upon learning the material related to his future job performance. Since the trainee is not
distracted by job requirements, he can place his entire concentration on learning the job rather
than spending his time in performing it. There is an opportunity for freedom of expression for the
trainees. Off –the Job Training includes:
1. Lecture Method:-
The lecture is traditional & direct method so instruction. The instructor organizes the material &
gives it to group of trainees in the form of a talk. To be effective, the lecture must motivate &
create interest among the trainees. Thus, costs & time involved are reduced. The major limitation
of the lecture method is that it does not provide for transfer of training effectively.
2. Conference or Discussion:-
It is a method in training the clerical, professional & supervision personnel. This method
involves a group of people who pose ideas, examine & share facts, ideas & data test assumptions
& draw conclusions, all of which contribute to the improvement of job performance. Discussion
has the distinct advantage over the lecture method, in that the discussion involves two-way
communication & hence, feedback is provided. The participants feel free to speak in small
groups. The success of this method depends on the person who leads the group.
3. Case Discussion (Case studies):-
The case study method, the instructor describes the actual situation or problem on a specific
concern of the problem. This method increases the trainee’s power of observation & also his
analytical ability.
4. Role Play:-
It is defined as a method of human interaction that involves realistic behavior in imaginary
situations. This method of training involves action, doing & practice. The participants play the
role of certain characters such as the production manager, mechanical engineer, superintendents,
maintenance engineers, quality control inspectors, foreman, workers & the like. This method is
mostly used for developing interpersonal interactions & relations.
5. Programmed Instruction:
In recent years, this method has become popular. The subject matter to be earned is presented in
a series of carefully planned sequential units. These units are arranged from simple to more
complex levels of instruction. The trainees go through these units by answering question or
filling the blanks. This method is expensive & time consuming.
6. T- Group or Sensitivity Training:-
This method aims to influence an individual’s behavior through group discussion. In group
discussion, the trainees freely express their ideas, beliefs & attitudes. In this method the trainees
are enabled to see themselves as others see them & develop an understanding of others’ views &
behavior. In addition the trainees by interaction in a group become sensitive to one another’s
feelings & also develop increased tolerance for individual’s differences.
7. In basket Training:-
In this method to acquaint employees about their job where a number of problems are kept in the
in basket (usually kept on the desk of the employee). The worker has to look at the problems
which could also the complaints from different employees & simultaneously deal with those
problems.