Training and Training need
Assessment
Presented By:
Soni Tyagi
Prachi Mathur
Laxmi Rathi
Gayatri Dahiya
Meaning and Definition
Training is the act of increasing the
knowledge and skills of an employee
for doing a particular job.
It is a short term educational process.
It is systematic process of
transferring technical know-how to
employees.
Definition
Acc. to Deal S. Beach- “It can be defined
as a organized procedure by which people
learn knowledge and skill for a definite
purpose.”
In the words of Terry Leap and Crino- “
Training is a creation of an environment
where employees may acquire or learn
specific job-related behaviors, knowledge,
skills,abilities and attitudes.”
Features of Training
Training is the act of increasing the
knowledge and skill of an employee for doing a
particular job.
It is a learning process and experience.
In the widest sense, training is an aid to ‘self
development’.
Training is a continuous process.
Continues……
Concentrates on individual employees,
changing what employees know, how they
work, their attitudes toward their work or their
interactions with their co-workers or
supervisors.
It is an essential part of the management
development.
Training Methods
Training methods are usually classified by the location
of instructions. Training are of two type:-
1. On the job training is provided when the workers
are taught relevant knowledge, skills and abilities
at the actual workplace.
2. Off the job training on the other hand, requires
that trainees learn at a location other than the real
workplace.
On the Job Training Methods
1. Job Instruction Training: It involves listing all
necessary steps in the job, each in its proper
sequence. It includes preparing the trainee in
terms of existing skill on the job, presenting the job
operations, applying the instruction and following
the training.
2. Job Rotation: Here, the employees moves from
job to job at planned intervals. The jobs usually
vary in content, and quality of work. It provides
wider exposer to the employees in form of training.
Continues…….
3. Apprentice Training: It is designed for imparting
technical skill.
Apprentice training may continue for 3 to 5 years.
The worker is usually absorbed by the concern
industry after training period is over.
4. Coaching: Here the employee is trained on the job
by his immediate superior. This method presumes
that a worker will learn by helping another worker to
do his job.
Off The Job Training Methods
1. Vestibule training: This training is conducted
away from the actual work floor.
Here the working environment is artificial but it is
just like the actual conditions.
2. Classroom Lectures: Lecture is a means of
“telling” trainees something.
This involves speaking or presenting information to
large number of training usually from prepared
notes in a classroom.
Continue……
3. Role Playing: It is a training method under which
participants assume certain roles and enact them
spontaneously under classroom conditions.
This training involves action, doing and practice.
4. Case Method: This method aims to develop
analytical abilities.
Here the trainee attempts to find and analyze the
problem, evaluate alternative course of action and
decide what course of action would be most
satisfactory.
Continue……
5. Management Games: This method is useful
for developing leadership skills and for
fostering cooperation and teamwork.
Under this method trainees are divided into
team representing the management of
competition company’s.
A major problem with games is that they can
be very expensive to develop and
implementing.
Training Need Assessment
Meaning:
This involves finding answers to questions
such as:
Whether training is needed?
If yes, where is it needed?
Which Training is needed etc.
Continues….
Training need can be identified through the
following types of analysis:
1. Organizational analysis: It involves a study of the
entire organization in terms of its objectives, its
resources, the utilization of these resources, in
order to achieve stated objectives and its
interaction pattern with environment.
Continue….
2. Task or role analysis: This is a detailed
examination of a job, its components, its
various operation and conditions under which
it has to be performed.
The focus here is on the roles played by an
individual and the training needed to perform
such roles.
Continue….
3. Person Analysis: Here the focus is on the individual
in a given job.
Firstly, Here we try to find out whether the
performance is satisfactory and training is required.
Second, The employee is capable of being trained
and the specific areas in which training is needed.
Finally, Whether poor performance on the job need
to be replaced by those who can do the job.
Summary
Training is a planned programme designed
to improve performance and to bring about
measurable changes in knowledge, skills,
attitude and social behaviour of employees.
Training makes employees versatile, mobile,
flexible and useful to the organization.
Development is future-oriented training,
focusing on the personal growth of the
employees.
Thank
