TRAINING & DEVELOPMENT

1. TRAINING &DEVELOPMENT Training is expensive. Without training it is more expensive Nehru

2. TRAINING • A learning experience in that it seeks a relatively permanent change in an individual that will improve his/ her ability to perform on the job. It involves changing of • Skills • Attitude • Knowledge

3. DEVELOPMENT • More future oriented and more concerned with education than is training. Management Development activities attempt to instill sound reasoning processes to enhance one’s ability to understand and interpret knowledge. • It focuses on the personal growth & on Analytical Conceptual Human Skills

4. Increases job skills- specific skills Short term perspective Job centered The role of a trainer is very important It shapes attitude – overall growth Long term perspective Career Centered Internally motivated for self development T & D

5. TYPES OF TRAINING • On the job: Apprentice Job rotation Committee assign • Off the job: Vestibule Role playing Lecture Case discussion Programmed inst

6. DEVELOPMENT PROGRAMS • Decision making: In basket Business games Case studies • Interpersonal: TA Role play Sensitivity Behaviour • Organisational: Position rotation Multiple mgmt

7. WHY T & D • No one is a perfect fit at the time of hiring and some training & development must take place. • Planned development programs will return values to the organization in terms of : increased productivity reduced costs Morale Flexibility to adapt to changing requirements

8. Moulds employees’ attitude • Helps them achieve better co-operation • Creates greater loyalty to the orgn • Reduces wastage and spoilage • Reduces constant supervision • Improves quality

9. Training Paradox • Train people to the point where you may lose them, and then you won’t lose them.

10. Responsible for Training • Top Mgmt – Frames the Trg policy • HT Dept – plans, establishes and evaluates • Supervisors – implement and apply development procedure • Employees – provide feedback, revision and suggestions