TRAINING AND DEVELOPMENT

Dr. Nagaraju Velde

Assistant Professor
School of Business Administration
ALDAR University College
Dubai,UAE.
CHAPTER-6 TRADITIONAL TRAINING METHODS

 What is Training?:

 Training is a systematic process through which an organization’s

human resources gain Knowledge and develop Skills and Attitude
by instruction and practical activities that result in improved
corporate performance.

 “KSA”
 According to Edwin B. Flippo “Training is an act of increasing knowledge and skills
of an employee"1. According to International Labor Organizations (ILO) training are
"activities which essentially aim at providing the knowledge, attitude and skill required
for employment in a particular.
Training and Development
Definition: “The systematic acquisition of attitudes, concepts, knowledge, roles, or skills, that result
in improved performance at work.”

Training Development

 Is the process to  Skill enhancement

enhancement processes for processes for managerial
Skills ,Knowledge and jobs
Attitude for managerial &  Refers to overall growth of
non-managerial jobs employees and organization
DO ORGANIZATIONS NEED TRAINING?:

The answer is “YES”

However, we must know the purpose and functions of
training before we can use it.
IMPORTANCE OF TRAINING:

 Maintains qualified products / services

 Achieves high service standards
 Provides information for new comers
 Refreshes memory of old employees
 Achieves learning about new things; technology, products / service
delivery
 Reduces mistakes - minimizing costs
 Opportunity for staff to feedback / suggest improvements
 Improves communication & relationships - better teamwork
DIFFERENCES BETWEEN TRAINING, EDUCATION & DEVELOPMENT:

 Training is short term, task oriented and targeted on

achieving a change of attitude, skills and knowledge in a
specific area. It is usually job related.
 Education is a lifetime investment. It tends to be initiated
by a person in the area of his/her interest

 Development is a long term investment in human

resources.
THE ASK CONCEPT:

 If we follow the GAP concept, training is simply a means

to use activities to fill the gaps of performance between
the actual results and the expected results.
 This GAP can be separated into 3 main themes
 Attitude
 Skills
 Knowledge
A SYSTEMATIC APPROACH TO TRAINING:

 Key Concepts in Preparing a Training Plan

 Before you train and develop people identify what:
 They must know - before they can perform job
 They should know - to improve performance
 Would be nice for them to know – but not necessary to
perform duties.
EXERCISE: CLASS ROOM TASK

 Imagine you are the manager of a factory with 500

workers making ice cream for export to Europe.
 What information and evidence do you need before
you can say the employees need training?
 Try to list 5 ideas.
TRAINING METHODS :

 There are 2 types of Training

 On the Job Training (OJT)

 Off the Job Training
What is on-the-job-training?

On-the-job-training (OJT) is simply the training that an employee receives at work during the normal work day
(Foster,p. 458)
Importance of OJT
OJT is very important to today’s businesses because of:

1 2 3

Greater emphasis on the value of Advanced learning must be Investment in human capital is
formal education and training grounded in real-world curricula perceived by many to add
programs shareholder value
Importance of OJT
OJT is very important to today’s businesses because of:
 Importance of OJT (Contd.)
• Information is not training
• Employers must have insight as to how individuals learn

Employees learn through:

Practice Feedback Guidance

How OJT works?
Structured OJT
Prepare the trainee
Present the training Explain the
Require a response
Provide feedback
Evaluate performance
purpose

Determine
prerequisites

In applicable cases, Explain how

explain general
safety and quality training will be
issues done
Present the Training

#1 #2 #3

Position the trainee Provide overview of process Include safety and quality
and steps involved issues again

#4 #5 #6

Establish a level of
understanding with the
Describe and demonstrate Summarize trainee so you can get honest
and open response
 For Example:

The inspectors were not properly operating the test The method for teaching the inspector was by watching
equipment another inspector who had more experience with the machine
OJT is important because it grounded in real-life practice
• Employees learn through practice, feedback, and guidance
• Structured OJT includes preparing the trainee, presenting the training, requiring a response, providing feedback, evaluating
performance.
Off-the-Job Training Methods
Training Methods

Lectures Demonstrations
Lecture Method

Most common component of training

Every other method uses the lecture to some extent.

Can be delivered as:

• Class room lecture
• orally
• in written form
• On electronic media (DVD, iPod, cell phone, etc.)
 Definition of Lecture Method

Definition: 'Lecture is a teaching activity where by the teacher presents the in a comprehensive content facts, principles
and by explaining the manner relationship, during which the teacher is expected to elicit students by
employing participation appropriate technique‘.

To provide
structured
knowledge
To motivate
To promote
and guide in
critical
thinking hunting
knowledge

Purpose
s of To arouse
To assist in Lecture students
preparing for
a discussion interest in a
subject

Introduce
To clarify students to
difficult
new areas of
concepts learning
 Vestibule Training
Definition: The Vestibule Training is one of the methods of training, where the technical staff, especially those who deal with the tools
and machinery, are given the job education training in the workplace other than the main production plant.

The vestibule training is costly since it involves the simulated

Useful to give training to a large number of people, workplace, where a duplication of machinery, tools,
performing the same type of job. equipment, etc. of actual work floor is required to make the
D workers have a real time experience.
I
A
The workers concentrate only on the training and S
do not fear about the mistakes happening in the D The trainer has to be skilled and thus demands
A more money for giving the vestibule training.
production process. V
D
A
V
The actual work does not suffer, as the vestibule N The vestibule training is time-consuming since an
training is conducted at the simulated workplace A entire setup is to be created before giving the
T
and not on the actual work floor. N training to the workers.
A
T
The workers accustom themselves with the G
A
simulated work environment and thus, their E The workers may find it difficult to adjust to the
nervousness or anxiety reduces before going to the G real work environment.
S
actual work floor. E
The Vestibule training is given by the specialist; thus, more S Generally, the vestibule training is conducted when any new
time can be devoted to each worker’s problem, which has not
technology is launched, and the workers are required to learn
been possible in the case of the line supervisor, who is about its operations in the simulated work environment, thereby
responsible for the entire production process and has a less not hampering the actual production process.
time for the trainees.
Presenter Do’s/Trainers Role

Talk about your content

Know your content very well Engage trainees
conversationally

Observe trainee reactions Encourage questions and responses Listen effectively and actively
Phases of Demonstration
Purposes of Demonstrations

Evaluation Phase
• To improve skill of the student
• Provide a vicarious learning experience
• Visual representation helps to memorize
the content
• Observation skill will be improved
• Improves the confidence level
Advantages of Demonstration

1 Enhances observation skill of the student.

2 Stimulates the sense organs of the students.

3 Helps to bring the clinical situation in the classroom.

4 Helps to integrate theory and practice.

5 Enhances confidence level of the students.

Experiential Methods

Simulations & Games

In Basket Case Studies Equipment Simulations

Role playing Business Games Behavior Modeling

Simulations Example

Simulators train airline pilots 1

2
Air traffic controllers
3
Military Officers

4
Taxi Drivers
5
Maintenance Workers
6
Telephone Operators
7
Ship Navigators
8
Product Development Engineers
Importance of Business Games

Strengthen Combine Explore and solve

executive and Improve Demonstrate separate complex
upper- decision-making principles and components of problems in a
management skills at all levels concepts training into an safe, simulated
skills integrated whole setting

Depending on the
objectives, you
Improve
Develop skill in will choose
Develop application of
using quality either an
leadership skills total quality
tools intercompany or
principles
an intracompany
game.
Importance of Business Games (Contd.)

Case Studies Role Plays Behavior Modeling

• Trainees act out characters • Involves presenting trainees with

assigned to them. a model who demonstrates key
• Description about how employees
• Information regarding the behaviors to replicate.
or an organization dealt with a
situation is provided to the • Provides trainees opportunity to
difficult situation.
trainees. practice the key behaviors.
• Trainees are required to:
• Focus on interpersonal • Based on the principles of social
• Analyze and critique actions
responses. learning theory.
taken
• Outcomes depend on the • More appropriate for learning
• Indicate the appropriate
emotional (and subjective) skills and behaviors than factual
actions
reactions of the other trainees. information.
• Suggest what might have been
• The more meaningful the • Effective for teaching
done differently
exercise, the higher the level of interpersonal and computer
participant focus and intensity. skills.
OFF THE JOB TRAINING IMPORTANCE :

 Focuses on the development of teamwork and leaderships skills using structured

outdoor activities.

 Also known as wilderness training and Outdoor training Best suited for
developing skills-related to group effectiveness such as:
 Self-awareness
 Problem solving
 Conflict management
 Risk taking

 Involve trainees:
 Sharing ideas and experiences
 Building group identity
 Understanding interpersonal dynamics
 Learning their strengths and weaknesses and of their co-workers
Motorola Case Study

MOTOROLA CASE STUDY

• The innovative training programs of Motorola turned
training into a continuous learning process. In the
1980s, the training initiatives of the company
culminated in the setting up of the Motorola Education
and Training Center, an exclusive institute to look after
the training and development requirements of
Motorola's employees.
• The institute was later elevated to the status of a
university - Motorola University - in 1989. These
training experiments became such a resounding
success that employee productivity improved year
after year and quality-wise Motorola's products
became synonymous with perfection.
Motorola Case Study

MOTOROLA CASE STUDY (Contd.)

• Leading companies all over the world visited
Motorola’s headquarters to study the high-
performance work practices of the company. They
discovered that Motorola's success was built on the
strong foundations of corporate-wide learning
practices and that Motorola University was the
cornerstone of corporate learning.
• In recognition of its excellent training and
development practices, the American Society for
Training and Development (ASTD) named Motorola
the 'Top Training Company”
Task To Students: PPT Presentation

Activity
You can visit any company HR department.
Ask them what are the training methods they are using.
If you will not get permission with one company then
you may visit another company until get the
information about training process they are following.
SUGGETION:
If it is possible visit the any manufacturing company
If not get the permission visit any service oriented
organization.