Module 3

Training and Development

Performance Management
Concept of Training
• Training is an organized activity for increasing the knowledge and skills of people for a definite purpose. It is
also known as the act of increasing the knowledge and skills of an employee for doing particular job.
Significance of Training
Training enables the employees to get acquainted with job and also increase their aptitudes and skills and
knowledge. It makes newly recruited employees fully productive in the minimum of time. Even for the old
workers, it is necessary to refresh them and to enable
them to keep up with new methods and techniques as well as new machines and equipments for doing the
work. So training is not a “one-step process”, but it is a continuous or neverending process because it
increases the knowledge and skill of new employees in performing their jobs and serves as a refresher course
for the current employees.

The significant importance of training are: -

• Respond to technology changes affecting the job requirements.
• Respond to organizational restructuring.
• Adapt to increased diversity to the workforce.
• Support career development.
• Fulfill employee need for growth.
• Serves as effective source of recruitment.
Training process
• The Training Process comprises of a series of steps that needs to be followed systematically to have an
efficient training Programme. The Training is a systematic activity performed to modify the skills, attitudes
and the behavior of an employee to perform a particular job. The most important training processes are: -
• 1. Needs assessment:
• The first step in the training process is to assess the need for training the employees. The need for training
could be identified through a diagnosis of present and future challenges and through a gap between
the employee’s actual performance and the standard performance. The needs assessment can be
studied from two perspectives: Individual and group. The individual training is designed to enhance the
individual’s efficiency when not performing adequately. And whereas the group training is
intended to inculcate the new changes in the employees due to a change in the organization’s strategy.

• 2. Deriving Instructional Objectives:

• Once the needs are identified, the objectives for which the training is to be conducted are established. The
objectives could be based on the gaps seen in the training programmes conducted earlier and the skill sets
developed by the employees.

• 3. Designing Training Programme:

• The next step is to design the training programme in line with the set objectives. Every training programme
encompasses certain issues such as: Who are the trainees? Who are the trainers? What methods are to be used
for the training? What will be the level of training? etc. Also, the comprehensive action plan is designed that
includes the training content, material, learning theories, instructional design, and the other training
requisites.
• 4. Implementation of the Training Programme:
• Once the designing of the training programme is completed, the next step is to put it into the action. The
foremost decision that needs to be made is where the training will be conducted either in-house or outside the
organization. Once it is decided, the time for the training is set along with the trainer who will be conducting
the training session. Also, the trainees are monitored continuously throughout the training programme
to see if it’s effective and is able to retain the employee’s interest.
• 5. Evaluation of the Training Programme:
• After the training is done, the employees are asked to give their feedback on the training session and whether
they felt useful or not. Through feedback, an organization can determine the weak spots if any, and can rectify
it in the next session. The evaluation of the training programme is a must because companies invest huge
amounts in these sessions and must know it’s effectiveness in terms of money.
Training Methods

• 1.On the job training methods:

• This type of training is also known as job instruction training, this training is most commonly used as a
method, where the individual is placed on a regular job & taught about the skills and necessary things to
perform the job. These are some of the on-the-job training methods:

• 1. Job Rotation:
• It involves the movement of the trainee from one job to another. The trainee receives job knowledge
& gains experience from his supervisor or trainer. This type of training gives an opportunity to the
trainee to understand the problem of employees on other jobs & respect them.

• 2. 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 improvement.
• 3. Job Instruction:
• This method is also known as step-by-step training. Under this
method, the trainer explains to the trainee the way of doing the jobs,
knowledge & skill and allows him to do the job. The trainer
appraises the performance, provides information & corrects the
trainees.

• 4. Committee Assignment:
• Under this method, a group of trainees is given and asked to solve an
actual organization problem. The trainees solve the problem jointly
and develop teamwork.
• 2. Off the Job Methods:
Under this method of training, the trainee is separated from the job situation and his attention is
focused on learning the material related to his future job performance.
These are some of the off- the- job training method

• 1. Vestibule training:
• In this method, actual work conditions are simulated in a classroom. Material files and needed
equipment are also used in training. This type is used for training personnel for clerical and
semi-skilled jobs.

• 2. Role-Playing:
• It is defined as a method of human interaction that involves realistic behaviour in an
imaginary situation. This method of training involves action doing the practice. This method
is mostly used for developing inter-personal interaction and relations.
• 3. Lecture Method:
• The lecture is a traditional & direct method of instruction. The instructor organizes the material & gives it to a
group of trainees in the form of a talk. This is beneficial to train a large group of trainees.

• 4. Conference:
• It is a method for clerical, professional & supervisory personnel. This involves a group of people who put
forth ideas, examine & share facts, ideas assumptions & draw a conclusion. The success of this method
depends on the leadership qualities of the person who leads the group.

• 5. Programmed Instructions:
• In recent years this method has become popular the subject matter to be learned is presented in a series of
carefully planned sequential. This method is expensive & time-consuming.
Difference between Training and
Development
• Training
• Training refers to an education process in which employees get a chance to develop skills, competency and
learning as per the post duty requirements. So simply we can say it is a process of increasing knowledge and
skills of an employee. Trainings are performed in an aim of improving knowledge and skill that are
needed to perform their existing jobs. That’s why it is short time/term focused and for a fixed
duration. Mainly it is the result of initiatives, taken by management and it is a result outside motivation.

• Development
• Development refers to an informative process which mainly helps in understanding about the overall growth
and improvement of the skills of the employee. So simply we can say it is a process of learning and growth.
Developments are performed in an aim of improving knowledge and skill to face future challenges.
That’s why it is long time/term focused, which takes place throughout the life of a person. Mainly
it is the result of initiatives, taken by self and it is a result of self-motivation.
The other differences are: -
1. Training refers to an education process in which employees get a chance to develop skills, competency and learning as per the post
duty requirements. Development refers to an informative process which mainly helps in understanding about the overall growth and
improvement of the skills of the employee.
2. So simply we can say training is a process of increasing knowledge and skills of an employee. So simply we can say development
is a process of learning and growth.
3. Training is short time/term focused and for a fixed duration. Development is long time/term focused, which takes place throughout
the life of a person.
4. Training is a job-oriented process and Development is a career-oriented process.
5.Trainings are performed in an aim of improving knowledge and skill that are needed to perform their existing jobs and
Developments are performed in an aim of improving knowledge and skill to face future challenges.
6. Training helps individual to learn how to perform his/her present job satisfactory. Development prepares individuals for future job
and growth in all aspects.
7. Training is a reactive process. Development is a proactive process.
8. Training is the result of initiatives, taken by management and Development is a result outside motivation.
10. Mainly training refers to learning new things and refreshing old one. Mainly development refers to implementing learned
sessions and finding new ones.
11.Training focuses on technical skills and it has a narrow scope and Development focuses on conceptual and human ideas and it has
a wider scope.
12.Training focuses on the role while development focuses on the person.
13.Training revolves around present need. Development revolves around future.
Concept of Management
Development
• Management Development is a systematic process of training and growth by which individuals gain and
apply knowledge, skills, insights, and attitudes to manage work organizations effectively. Executive or
management development is a continuous process of learning and growth designed to bring behavioural
change among the executives. It implies that there will be a change in knowledge and behaviour of the
individuals undergoing development programme.
• The individual will be able to perform his present assignment better and also increase his potential for future
assignments through the acquisition, understanding and use of new knowledge, insights and skills. The
learning process involves the implication that there will be changed behaviour on the part of the individuals
given the adequate training and education.
• Managers develop not only by participating in formal courses of instruction drawn by the organization, but
also through actual job experience in the organization. It should be recognized that it is for the organization to
establish the developmental opportunities for its managers and potential managers. But an equal, perhaps
more important, counterpart to the efforts of the organization are those of the individuals. Self-development is
an important concept in the whole programme of management development.
• The important assumptions and concerns behind management development are as follows:
• 1. An executive needs development throughout his work life and his professional career. Thus, management
development is an on-going activity.
• 2. There always exists a gap between ‘required performance level’ and the ‘capacity’ of an
individual. Management must fill in the gap to provide an opportunity for improvement.
• 3. Some personal variables (such as age, habits, level of motivation, state of mind, etc.,) retard the growth of
an individual.
• 4. In work situation, growth involves stresses and strains. Development can seldom take place in a completely
peaceful atmosphere.
• 5. Involvement and participation are inescapable for growth.
• 6. In addition to the methodology of achievement, there must be defined objectives and goals required to be
achieved.
• 7. Shortcomings must be identified. Feedback and counseling to junior colleagues mentioning the
shortcomings and applying suitable HRD instruments to overcome the shortcomings are essentially required.
Methods of Development
• methods of development refer to strategies used to enhance
employees' skills, knowledge, and competencies for career growth
and organizational success.
• These methods can be categorized into

• 1. On-the-Job Development Methods

• 2. Off-the-Job Development Methods
• 3. Experiential Learning Methods
• 4. Self-Development Methods
On-the-Job Development
Methods

• These methods allow employees to learn while working, providing practical

experience.
• Job Rotation – Employees move across different roles or departments to gain diverse
experience.
• Coaching & Mentoring – Senior employees guide juniors through structured learning
and feedback.
• Job Shadowing – Employees observe experienced colleagues to learn best practices.
• Stretch Assignments – Employees take on challenging projects to develop new skills.
• Apprenticeships – Hands-on training under an expert in a specific trade or profession.
• Action Learning – Employees work in teams to solve real organizational problems
while learning.
Off-the-Job Development
Methods
• These methods take place outside of the regular work environment and
focus on structured learning.
• Workshops & Seminars – Short-term learning sessions on specific topics.
• Classroom Training – Traditional instructor-led training for theoretical and
practical knowledge.
• Online Learning (E-Learning) – Self-paced or instructor-led digital courses and
webinars.
• Simulation & Role-Playing – Employees engage in real-life scenarios to practice
skills.
• Case Study Method – Learning through analysis of real-world business situations.
• Corporate Universities & Leadership Development Programs – Structured in-
house programs for skill enhancement.
Experiential Learning Methods

• These methods emphasize hands-on experiences to foster deep

learning.

• Outdoor & Team-Building Activities – Group exercises that improve

collaboration and leadership.
• Business Simulations & Games – Interactive exercises that mimic real
business challenges.
• Volunteering & Social Work – Encouraging employees to engage in
community service for leadership development.
Self-Development Methods

Employees take the initiative to enhance their own learning.

• Reading Books, Articles, and Journals – Staying updated with industry
trends.
• Networking & Professional Associations – Learning from peers in the
industry.
• Certifications & Higher Education – Pursuing professional
qualifications or degrees.
• Feedback & Self-Assessment Tools – Using 360-degree feedback,
personality tests, and self-evaluations.