TRAINING AND
DEVELOPMENT
INTRODUCTION TO Training and
ORIENTATION
We must all know that after a candidate joins the firm,
he or she goes through the firm’s orientation program.
induction is “the process of receiving and welcoming
an employee when he first joins a company and giving
him the basic information, he needs to settle down
quickly and start work.
Objective: Induction serves the following
purposes:
1. Removes fears: Induction helps a new
employee overcome such fears and
perform better on the job. It assists him in
knowing more about:
The job, its content, policies, rules and regulations.
The people with whom he is supposed to interact.
The terms and conditions of employment.
Creates a good impression: Through induction, a new
recruit is able to see more clearly what he is supposed to
do, how good the colleagues are, how important is the
job, etc. He can pose questions and seek clarifications on
issues relating to his job.
Act as a valuable source of information: Induction
serves as a valuable source of information for new
recruits. It classifies many things through employee
manuals/handbooks. Informal discussions with
colleagues may also clear the fog surrounding certain
issues.
Steps in Induction Program.
Welcome to the organization
Explain about the company.
Show the location, and department where the new recruit
will work.
Give the company’s manual to the new recruit.
Provide details about various workgroups and the extent
of unionism within the company.
Give details about pay, benefits, holidays,
leave, etc.
Emphasize the importance of attendance or
punctuality.
Explain about future training opportunities
and career prospects.
Clarify doubts, by encouraging the
employee to come out with questions.
Take the employee on a guided tour of
buildings, facilities, etc.
Hand him over to his supervisor.
Purposes of Orientation
Employers have to realize that orientation
isn't just a nice gesture put on by the
organization. It serves as an important
element of the recruitment and retention
process. Some key purposes are:
To Reduce Startup Costs: Proper
orientation can help the employee get "up
to speed" much more quickly, thereby
reducing the costs associated with learning
the job.
To Reduce Anxiety: Any employee, when
put into a new, strange situation, will
experience anxiety that can impede his or
her ability to learn to do the job. Proper
orientation helps to reduce anxiety that
results from entering into an unknown
situation, and helps provide guidelines for
behavior and conduct.
To Reduce Employee Turnover:
Employee turnover increases as employees
feel they are not valued, or are put in
positions where they can't possibly do their
jobs. Orientation shows that the
organization values the employee, and
helps provide the tools necessary for
succeeding in the job.
To Save Time for the Supervisor: Simply
put, the better the initial orientation, the
less likely supervisors and co-workers will
have to spend time teaching the employee.
To Develop Realistic Job Expectations,
Positive Attitudes and Job Satisfaction:
It is important that employees learn as
soon as possible what is expected of them,
and what to expect from others, in addition
to learning about the values and attitudes
of the organization. While people can learn
from experience, they will make many
mistakes that are unnecessary and
potentially damaging.
What is Training?
Training is a systematic process
through which an organization’s
human resources gain knowledge and
develop skills by instruction and
practical activities that result in
improved corporate performance.
Differences between Training &
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.
Training is the acquisition of technology,
which permits employees to perform their
present job to standards. It improves
human performance on the job the
employee is presently doing or is being
hired to do
Example:
Training for selling skills, training to
operate a specific production system or
process etc. Training is FORMAL.
Development is a long-term investment in
human resources.
Development is training people to acquire
new horizons, technologies, or viewpoints.
It enables leaders to guide their
organizations onto new expectations by
being proactive rather than reactive. It
enables workers to create better products,
faster services, and more competitive
organizations
Example
we can have a project to develop the
leadership skills of a selected group of
persons. This may involve formal training
sessions also but is more expanded and
deeper than training. Development is
mostly INFORMAL and at a behavioral
plan
Distinction between Training
and Development
Learning Dimension Training Development
Training
Focus Current Job Current and Future Jobs
Scope Individual Employee Work Group or Organization
Goal Fix current skill deficit Prepare for future work demands
Content Specific Job-Related General Knowledge
information
Time- Frame Immediate Long Term
The Gap Concept
Expected Curve
1,000 Cars Gap
Performance/ 200 Cars
Actual Curve
Results
800 Cars
Time
In training terms this means we need to
develop programs to fill the Gap
17
Training Needs
As training experts we
must analyze the
The reasons for not situation to determine
making the 1,000 if:
cars: Expected result too
Not enough high
resources Target achievable
Poor machines Is training the only way
Poor staff skills to make it happen
Are there other factors.
Exercise 1
Imagine you are the manager of a factory
with 500 workers making ice cream for
export to Kenya.
What information and evidence do you
need before you can say the employees
need training?
Try to list 5 ideas.
Response to exercise 2
Accidents report Staff enquiries &
Sick leave report complaints
Employee compensation Guests complaints
statistics Refusal of orders made
Product quality control
Quality of product report
report
Wastage report Market needs & trends
Efficiency report Demographic data &
Staff discipline report background of employees
PURPOSES OF TRAINING &
DEVELOPMENT
Satisfy personal growth needs
Improve performance
Avoid Managerial Obsolescence
Solve organizational problems
Changes in organization structure caused by mergers,
acquisitions, rapid growth, downsizing,
Changes in technology and the need for more highly
skilled workers
Changes in the educational level of employees
Changes in human resources; a diverse workforce
consisting of many groups
Competitive pressures
Increase productivity and quality
adaptability to new methods
To reduce the number of accidents
To reduce labor turnover
To increase job satisfaction and less absenteeism
Steps in the Training Process
1. Organizational objectives
2. Assessment of Training needs
3. Establishment of Training goals
4. Devising training programme
5. Implementation of training programme
6. Evaluation of results
Step 1: Organizational Objectives and Strategies: The
first step in the training process in an organization is the
assessment of its objectives and strategies. What business
are we in? At what level of quality do we wish to provide
this product or service? Where do we want to be in the
future? It is only after answering these related questions
that the organization must assess the strengths and
weaknesses of its human resources.
Step 2: Needs Assessment:
“Why” is training needed?
“What” type of training is needed?
“When” is the training needed?
“Where” is the training needed?
“Who” needs the training?
"Who" will conduct the training?
Step 3: Designing Training Programs
and Manuals:
Who participates in the programme?
Who are the trainers?
What methods and techniques are to be
used for training?
What should be the level of training?
Program duration?
Where is the program conducted?
4.Who are the trainers:
Immediate supervisors
Co-workers
Members of the personnel staff,
Specialists in other parts of the company,
Outside consultants,
Industry associations, and faculty
members at universities.
Step 4: Deliver The Training Program: This step is
responsible for the instruction and delivery of the
training program. Once you have designated your
trainers, the training technique must be decided..
THERE ARE TWO TYPES OF
TRAINING.
On the Job Training
learn while you’re working
Job-instruction training
Apprentice training
Internships and assistantships
Job rotation
Coaching
Committee assignments
Off-the –job training: are used away from
workplaces.
Films/Television
Conference or discussion
Case study
Distance learning, from books or notes
Computer-assisted learning
Interactive-video training
Step 4: Evaluate The Training Program:
Questionnaires.
Tests.
Interviews
Human resource factors
Feedback
ISSUES IN EMPLOYEE
TRAINING
Communications
Computer skills
Customer service
Diversity
Ethics
Human relations
Quality initiatives
Safety
Sexual harassment
Importance of Training
(1) Improvement in performance : Training improves
the skill of an employee, which in turn improves
employee's performance both in qualitative and
quantitative terms.
(2) Improvement in Quality : In a training programme,
improved ways of doing things are taught. This enables
the employees to contribute to the success of the
organization. Uniformity in work performance helps in
improving the quality of work or service.
(3) High morale : Training not only improves skills of an
employee, it also brings about a positive change in
employee's attitude. Better performance, avenues for
promotion leads to high morale among employees.
(4) Less supervision : A trained employee efficiently
perform the work assigned to him. Therefore, his work
requires less supervision and control.
(5) Increase in organisational stability and flexibility :
In the event of loss of key personnel, stability can be
maintained by creating a reservoir of trained.
(6) Prevention of obsolescence : Training fosters
initiative and creativity among employees and this in turn
helps to prevent manpower obsolescence.
(7) Personal growth : A training programme enables an
individual to grow and expand his horizon.
(8) Favorable organizational climate
e.g. New Employee Orientation
Time Topic Method Activity
9:00-9:30 AM Welcome Speech Speech Talk & hand
by GM shake
9:30-10:00 AM Intro to Company Slide Slide Show &
Background Presentation Video Tape
3:00-4:00 PM Fire Safety Talk Security Fire Drill &
Manager Equipment
Thank You for Coming
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