Training and Development : Heart of a continuous effort designed to improve employee competency and organizational performance.

Training : Designed to provide learners with the knowledge and skill needed for their present jobs formal as well as informal. Development : Involves learning that goes beyond todays job more long term focus.

Training & development Represents ongoing investment in employees & realizes employees are assets Importance of training & development Rapid technological changes cause skill obsolescence Redesign of work brings need for new skills Mergers & acquisitions have increased need for integrating employees into different cultures Employees are moving between employers more often, necessitating training Globalization of business requires new knowledge & skills

Top management support. Commitments for specialists and generalists. Technological advances Organizational complexity Learning style

Need Analysis
Evaluation

Design

Implementation

Developm ent

Training Needs are identified

Analysis of Performance gap eg profitability shortfalls, low level of customer satisfaction Gap between actual performance and expected performance

Training Objectives are set Provides specific direction for what will be trained and how Identifies the factors needed in the training program to facilitate learning Identifies how training will be transferred back to the job.

Process of formulating instruction strategy to meet a set of training objectives Consists of order, timing, combination of methods and element used in the training program
Outputs are specific content, materials, equipment, media, manuals, and facilities integrated into a training plan designed to achieve the training objectives.

It is a mistake to assume that every thing will happen as planned Therefore it is useful to conduct a dry run and even run of the program so that mistakes and shortfalls are identified easily.

Integral part of overall training program

Provides feedback on effectiveness of training program Evaluation criteria should be established in tandem with & parallel to training objectives

Training Methods: decide which training

method to use

actual work site using the actual work equipment like : Job instruction training Job Rotation Mentoring

On-the-job training (OJT): training is at the

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Advantages May reduce costs: avoid the cost of a separate training facility Enhances trainee motivation: job-relevancy of training is more obvious to the trainees
Disadvantages: May be disruptive to normal operations May have more distractions that interfere with learning May have safety concerns

 Off-the-job training: training takes place off the job at a training facility designed for training

Off-the-job training techniques: Lectures Discussions Cases Role-plays

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 Advantages: Avoids disruptions to normal operations Minimizes distractions Avoids safety concerns
Disadvantages: Transfer of training may be more difficult due to differences between the training setting and the work setting Costs may be higher due to the cost of the training facility Trainee motivation may be reduced because the jobrelevancy of the training is not as obvious

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DEVELOPMENT PROGRAMS

Decision making: Business games Case studies Interpersonal: Role play Behavior

Organizational: Position rotation

Top Mgmt Frames the Training policy HR Dept plans, establishes and evaluates Supervisors implement and apply development procedure Employees provide feedback, revision and suggestions

Infosys plans largest training centre Infosys to set up world's largest training hub Software major Infosys plans to invest Rs.809 crores ($176 million) on expanding its global education centre training of 13,500 individuals in a single sitting

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In 2002, the International Business Machines Corporation (IBM) was ranked fourth by the Training magazine on its The 2002 Training Top 100. The company reportedly saved about $350 million in 2001. IBM reported a return on investment (ROI)s of 2284 percent from its Basic Blue e-Learning program

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