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Training & Development in HRM: Presented BY

This document discusses training and development in human resource management. It defines training and development and outlines the steps in the training process. It also describes different types of training, the purpose and benefits of training and development, and the benefits of employee development. The key points are that training aims to enhance employee skills and performance, while development focuses on long-term career growth. Both training and development improve employee performance, reduce turnover, and increase productivity.

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Abhi Sharma
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79 views

Training & Development in HRM: Presented BY

This document discusses training and development in human resource management. It defines training and development and outlines the steps in the training process. It also describes different types of training, the purpose and benefits of training and development, and the benefits of employee development. The key points are that training aims to enhance employee skills and performance, while development focuses on long-term career growth. Both training and development improve employee performance, reduce turnover, and increase productivity.

Uploaded by

Abhi Sharma
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Training & Development in HRM

Presented BY
NISHITA DABHI
IU2252000088

RITU VAGHELA
IU2252000066

ABHISHEK SHARMA
IU2252000050
Table of Contents
Meaning and definition of training and development
Steps of training process
Types of training
Purpose of training and development
Benefits of training and development
Development & its benefits
Meaning and Definition of Training and Development
 Training and development refers to educational activities within a company
created to enhance the knowledge and skills of employees while providing
information and instruction on how to better perform specific tasks.

 Training is a short-term reactive process meant for operatives and process while
development is designed continuous pro-active process meant for executives. In
training employees' aim is to develop additional skills and in development, it is to
develop a total personality.

 In training, the initiative is taken by the management with the objective of


meeting the present need of an employee. In development, initiative is taken by the
individual with the objective to meet the future need of an employee.
Steps of Training Process

1. Identifying Training Needs


2. Establish Specific Objectives
3. Select appropriate methods
4. Implement programs
5. Evaluate programs
6. Feedback
Step 1. Identifying Training Needs:
 Training need is a difference between standard performance and actual performance.
Hence, it tries to bridge the gap between standard performance and actual performance.
The gap clearly underlines the need for training of employees. Hence, under this phase, the
gap is identified in order to assess the training needs.

Step 2. Establish Specific Objectives:


 After the identification of training needs, the most crucial task is to determine the
objectives of training. Hence, the primary purpose of training should focus to bridge the
gap between standard performance and actual performance. This can be done through
setting training objectives. Thus, basic objective of training is to bring proper match
between man and the job.
Step 3. Select Appropriate Methods:
 Training methods are desired means of attaining training objectives. After the
determination of training needs and specification of objectives, an appropriate training
method is to be identified and selected to achieve the stated objectives. There are
number of training methods available but their suitability is judged as per the need of
organizational training needs.

Step 4. Implement Programs:


 After the selection of an appropriate method, the actual functioning takes place. Under
this step, the prepared plans and programs are implemented to get the desired output.
Under it, employees are trained to develop for better performance of organizational
activities.
Step 5. Evaluate Program:
 It consists of an evaluation of various aspects of training in order to know whether the
training program was effective. In other words, it refers to the training utility in terms of
effect of training on employees’ performance.

Step 6. Feedback:
 Finally, a feedback mechanism is created in order to identify the weak areas in the training
program and improve the same in future. For this purpose, information relating to class
room, food, lodging etc., are obtained from participants. The obtained information, then,
evaluated, and analyzed in order to mark weak areas of training programs and for future
improvements.
What are the benefits of Training and development?

• Employee training and development increases job satisfaction and morale


among employees.
• Reduces employee turnover.
• Increases employee motivation.
• Increases efficiencies in processes, resulting in financial gain.
• Increases capacity to adopt new technologies and methods.
• Increases innovation in strategies and products.
Purpose of training and development in HRM

1.Improve product or service quality


 Training and development programs are an opportunity for experts within your organization
to share their techniques. Within a short span of time, employees will get to learn tips and
best practices for their work.
 This will allow them to create better products or provide more satisfying services.
Additionally, adequate training of employees involves giving them the same set of
instructions. This leads to uniformity in their methods and output.
2. Lessen employee turnover

Research has shown that training and development has a positive impact on employee
turnover. Workers will surely appreciate your company’s investment in their
development. This will strengthen their sense of job satisfaction, belongingness, and
commitment.

 Training and development programs might also lead them to have a better
relationship with the organization. As a result, it’ll decrease their intentions to
leave and increase your company’s workforce retention. It’s a win-win situation for
everyone.
3.Decrease costs and errors

 If your company has highly trained employees, there are few to no mistakes being
made every day. As a result, less time and resources are spent on redoing incorrect
work.
 Also, product malfunctions and improper delivery of services are generally frowned
upon. They might involve additional expenses, too. Properly trained employees know
how to use materials efficiently. Thus, your company will spend less because waste
and spoilage are minimal.
 This applies to machinery as well. A trained employee will know how to take care of
equipment. This will lead to lesser breakdowns and a longer lifespan for your
machinery.
4.Increase company productivity

 You might want to consider upskilling your employees. Training them to use advanced
tools and technology might improve their efficiency. Moreover, being more confident in
their abilities will make them more motivated to work.

 Also, they’ll be able to face challenges and adapt to changes quickly. Aside from that,
you’ll also be promoting a culture of learning in your workplace. The act of learning
together can help your employees bond with each other better.

 All of these factors might contribute greatly to your company’s productivity.


Types of training

• Classroom training: This can encourage employee growth and lead to healthy relationships
that enable new employees to feel supported and welcome. Classroom training can also
include coaching, teaching and mentoring to focus on sharing knowledge.

• Computerized training: This offers flexibility and scalability, as any number of


participants can join the program and progress at their own pace. This type of training
involves implementing virtual classroom features such as screen-sharing, audio-visual tools
and video recording.

• Simulation-based training: In this type of training method, employees deal with real-time
hypothetical situations and are required to solve them. This training method is often
suitable for those who handle heavy and expensive machinery.
Types of training

• On-the-job or hands-on training: This allows employees to understand the working


environment and acquire new competencies. The training also helps you use special
equipment in a live-work practice or training environment.
• Role-playing: The process consists of the trainee and trainer, where the trainees act as if
they are dealing with a problem and are responsible for solving it without guidance.
Participants are required to act fast and realistically in various dynamic situations.
• Case study: In this method, a participant gets a real or imaginary scenario that depicts
everyday work situations. They then receive basic instructions to analyze the case and
come up with the best possible solution to help improve their problem-solving skills.
• Training videos: Many people prefer watching a video over reading, so videos can help them
learn important information more quickly. This can help make the training process
interactive, demonstrative and more engaging.
Development and its benefits at workplace

• Development is the process of your employees discovering and evolving into the person they
want to be through an examination of their personality, skills, and abilities, as well as their
hopes and ambitions. Employees improve physically, psychologically, socially, and creatively
as personal growth and progress are prioritized.

Benefits of Development at workplace:


• Employees who undergo the necessary training are well prepared to do their jobs.
• A company’s investment in preparation tells its workforce that they are respected.
• When an organization implements a training program, productivity normally rises.
• Constant training and retraining of employees will help to foster innovation.

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