Training & development

Training & Training & DevelopmentDevelopment

Asif JaleesAsif Jalees

Training and DevelopmentTraining and Development

• Imagine yourself in the line at a Imagine yourself in the line at a cafeteria. You come to the coffee urn cafeteria. You come to the coffee urn and turn the tab on. Outcomes some and turn the tab on. Outcomes some coffee. Presumably when the liquid coffee. Presumably when the liquid went into the machine, it was water went into the machine, it was water – not coffee. When the coffee – not coffee. When the coffee grounds were put into the machine, grounds were put into the machine, they weren’t in consumable or they weren’t in consumable or drinkable form. drinkable form.

The water and the coffee are material The water and the coffee are material “inputs” to the system called a coffee “inputs” to the system called a coffee machine; the “output” is drinkable coffee. machine; the “output” is drinkable coffee. But some person had to add the water and But some person had to add the water and the coffee grounds. These people are also the coffee grounds. These people are also inputs.inputs.

Furthermore, the machine will work Furthermore, the machine will work properly only if these materials are added properly only if these materials are added in the proper amount, in the proper place, in the proper amount, in the proper place, and in the proper sequence. There is a and in the proper sequence. There is a technology for the machine and for technology for the machine and for making the coffee. That technology is a making the coffee. That technology is a third vital “input” to the system.third vital “input” to the system.

And after the machine is turned on, it takes a And after the machine is turned on, it takes a little time for the water to heat and the coffee little time for the water to heat and the coffee to strain; time is also an “input”.to strain; time is also an “input”.

So, we have identified four necessary inputs So, we have identified four necessary inputs to every system: material, people, technology to every system: material, people, technology and time.and time.

There would be people who select the There would be people who select the outputs, procure the materials, select the outputs, procure the materials, select the people and establish the standards. These people and establish the standards. These people are called “Managers”. In an people are called “Managers”. In an organization you may have Sales Manager, organization you may have Sales Manager, CR Manager, Research Manager and Training CR Manager, Research Manager and Training & Development Manager.& Development Manager.

Training & Development Training & Development

The people of any organization are The people of any organization are like the water put into the coffee like the water put into the coffee machine: For their output to be machine: For their output to be acceptable, they must change from acceptable, they must change from what they were when they reported what they were when they reported for work. At that time they neither for work. At that time they neither knew what a proper output looked knew what a proper output looked like nor the technology by which to like nor the technology by which to achieve it. They must be prepared achieve it. They must be prepared to do their jobs. That’s the big to do their jobs. That’s the big reason for a “Training Section”.reason for a “Training Section”.

Training & Development Training & Development - Training changes uninformed employees to Training changes uninformed employees to

informed employees; training changes informed employees; training changes unskilled or semiskilled workers into unskilled or semiskilled workers into employees who can do their assigned tasks in employees who can do their assigned tasks in the way the organization wants them done in the way the organization wants them done in “The Right Way”.“The Right Way”.

- The right way is called a standard. And one The right way is called a standard. And one major function of training is to produce major function of training is to produce people who do their work “at standard”.people who do their work “at standard”.

- The job of the training department is to The job of the training department is to “output” people who can meet those “output” people who can meet those standards, both in quality and quantity. This standards, both in quality and quantity. This description may imply that all training is description may imply that all training is done after people are hired but before they done after people are hired but before they are assigned to their jobs.are assigned to their jobs.

Need for TrainingNeed for Training Q: Why to have training for employees?Q: Why to have training for employees?1) Organizations get outputs because people 1) Organizations get outputs because people

perform tasks to a desired standard.perform tasks to a desired standard.2) Before people can perform their tasks 2) Before people can perform their tasks

properly, they must master the special properly, they must master the special technology used by their organization. This technology used by their organization. This means acquisition of knowledge and skill. means acquisition of knowledge and skill. Sometimes this acquisition is needed when Sometimes this acquisition is needed when the employee is new to the organization.the employee is new to the organization.

3) Sometimes it is needed because the 3) Sometimes it is needed because the organization changes its technology.organization changes its technology.

4) And sometimes it’s necessary if an 4) And sometimes it’s necessary if an individual is to change places within the individual is to change places within the organization – either by lateral transfer or by organization – either by lateral transfer or by promotion.promotion.

Difference between Training & Difference between Training & DevelopmentDevelopment

- Training is defined as “those activities Training is defined as “those activities which are designed to improve human which are designed to improve human performance on the job the employee is performance on the job the employee is presently doing or is being hired to do”.presently doing or is being hired to do”.

- Development is concerned with Development is concerned with “preparing the employees for future “preparing the employees for future needs so they can grow or move with needs so they can grow or move with the organization as it develops, changes the organization as it develops, changes and grows. and grows.

Training & Development Training & Development Organizations have two types of Organizations have two types of

training needs:training needs:

1)1)Micro Needs: A micro training need Micro Needs: A micro training need exists for just one person or for a exists for just one person or for a very small population. very small population.

2)2)Macro Needs: Macro training needs Macro Needs: Macro training needs exist for large group of employees. exist for large group of employees.

a) Micro Needsa) Micro Needs

• Sources of potential Micro Training Sources of potential Micro Training NeedsNeeds

1) New Hires: Their micro need is the 1) New Hires: Their micro need is the basis information required before they basis information required before they can feel comfortably and acceptably can feel comfortably and acceptably “at speed” in the new position. This “at speed” in the new position. This might be starting times, lunch and might be starting times, lunch and break schedules, location of necessary break schedules, location of necessary rooms, whom to turn to for help. rooms, whom to turn to for help.


2) Promotions: When one person moves 2) Promotions: When one person moves into a position of greater responsibility, into a position of greater responsibility, we presume that there will be a gap we presume that there will be a gap between the person’s inventory and the between the person’s inventory and the knowledge and skill required to perform knowledge and skill required to perform properly in the new position.properly in the new position.

3) Transfer: Even no promotion is involved, 3) Transfer: Even no promotion is involved, switching to new responsibilities is a switching to new responsibilities is a signal that he may require new skills to signal that he may require new skills to perform well in the fresh role. perform well in the fresh role.


4) Appraisals: When gaps are identified after 4) Appraisals: When gaps are identified after the appraisals through Training Need the appraisals through Training Need Assessments. Employees need training to Assessments. Employees need training to fill those gaps. fill those gaps.

5) Career Planning Programs: When people 5) Career Planning Programs: When people are identified as high potentials they need are identified as high potentials they need training to perform well.training to perform well.

6) Special Assignments: When employees 6) Special Assignments: When employees get special tasks to perform. They might get special tasks to perform. They might need training. need training.

b) Macro Needsb) Macro Needs

1)1) Change in Technology: Organization decides Change in Technology: Organization decides to have new technology in the whole to have new technology in the whole organization. People will need training.organization. People will need training.

2)2) New Equipment or Machinery: (Press Shop) New Equipment or Machinery: (Press Shop)

When organization is having new department When organization is having new department or function that group will need training. It or function that group will need training. It could include new machinery and equipment.could include new machinery and equipment.

b) Macro Needsb) Macro Needs

3) Extension in Plant: Organization 3) Extension in Plant: Organization decides to have extension in current decides to have extension in current plant. Which means new workers plant. Which means new workers with big numbers.with big numbers.

Methods of TrainingMethods of Training• There are several training methods like:There are several training methods like:

1)1)On the job training (OJT)On the job training (OJT)

2)2)Role play and SimulationRole play and Simulation

3)3)Programmed LearningProgrammed Learning

4)4)LecturesLectures

5)5)OrientationsOrientations

6)6)Audiovisual MethodsAudiovisual Methods

7)7)Job rotationJob rotation

8)8)ApprenticeshipsApprenticeships

9)9)Off the Job TechniqueOff the Job Technique

Methods of TrainingMethods of Training

1) On the job training: It’s delivered to 1) On the job training: It’s delivered to employees while they perform their regular employees while they perform their regular jobs. In this way, they don’t lose time while jobs. In this way, they don’t lose time while they are learning. After a plan is developed they are learning. After a plan is developed for what should be taught, employees for what should be taught, employees should be informed of the details. A should be informed of the details. A timetable should be prepared with periodic timetable should be prepared with periodic evaluations to inform employees about their evaluations to inform employees about their progress. On the job techniques include progress. On the job techniques include orientation, job instruction trainings and orientation, job instruction trainings and apprenticeships. apprenticeships.


2) Off the job technique: It include 2) Off the job technique: It include special study (TBP & A3), special study (TBP & A3), discussions, case studies, role discussions, case studies, role playing, programmed instruction. playing, programmed instruction. Some may be costly.Some may be costly.


3) 3) Orientations: These are for new employees. Orientations: These are for new employees. The first several days on the job are crucial in The first several days on the job are crucial in the success of new employees. This point is the success of new employees. This point is illustrated by the fact that 60% of all employees illustrated by the fact that 60% of all employees who quite to do so in first ten days. Orientation who quite to do so in first ten days. Orientation should emphasis the following topics:should emphasis the following topics:

- The company’s history and mission.The company’s history and mission.- The key members in the organization.The key members in the organization.- The key members in the department, and how The key members in the department, and how

the departments help in fulfilling the mission of the departments help in fulfilling the mission of the company.the company.

- Personnel rules and regulations.Personnel rules and regulations.


4) 4) Lectures: To present training material Lectures: To present training material verbally and are used when the goal is to verbally and are used when the goal is to present a great deal of material to many present a great deal of material to many people. It is more cost effective to lecture to a people. It is more cost effective to lecture to a group than to train people individually. group than to train people individually. Lecturing is one way communication and as Lecturing is one way communication and as such may not be the most effective way to such may not be the most effective way to train. Also, it is hard to ensure that the entire train. Also, it is hard to ensure that the entire audience understands a topic on the same audience understands a topic on the same level; by targeting the average attendee you level; by targeting the average attendee you may under train some and lose others. Despite may under train some and lose others. Despite these drawbacks lecturing is the most cost these drawbacks lecturing is the most cost effective way of reaching large audiences. effective way of reaching large audiences.


5) Programmed Learning: computer 5) Programmed Learning: computer aided instruction and interactive video aided instruction and interactive video all have one thing in common. They all have one thing in common. They allow trainee to learn at his or her own allow trainee to learn at his or her own pace. Also, they allow material already pace. Also, they allow material already learned to be by past in favor of learned to be by past in favor of material with which a trainee is having material with which a trainee is having difficulty. After, the introductory difficulty. After, the introductory period, the instructor need not be period, the instructor need not be present, and the trainee can learn his present, and the trainee can learn his or her time allow.or her time allow.


6) Role play and Simulation: They are training 6) Role play and Simulation: They are training techniques that attempt to bring the realistic techniques that attempt to bring the realistic decision making situations to the trainee. Likely decision making situations to the trainee. Likely problems and alternative solutions are problems and alternative solutions are presented for discussion. The adage there is no presented for discussion. The adage there is no better trainer than experience is exemplified better trainer than experience is exemplified with this type of training. Experience employees with this type of training. Experience employees can describe real world experiences, and can can describe real world experiences, and can help in and learn from developing the solutions help in and learn from developing the solutions to these simulations. This method is cost to these simulations. This method is cost effective and is used in management trainings.effective and is used in management trainings.


7) Audiovisual Methods: Such as 7) Audiovisual Methods: Such as television, video tapes, CDs and films are television, video tapes, CDs and films are the most effective means of providing the most effective means of providing real world conditions and situations in a real world conditions and situations in a short time. One advantage is that the short time. One advantage is that the presentation is the same no matter how presentation is the same no matter how many times it’s played. The major flaw many times it’s played. The major flaw with this method is that it doesn’t allow with this method is that it doesn’t allow for questions and interactions with the for questions and interactions with the speaker. speaker.


8) Job Rotation: It involves moving an 8) Job Rotation: It involves moving an employee through a series of jobs so employee through a series of jobs so he can get a good feel for the tasks he can get a good feel for the tasks that are associated with different that are associated with different jobs. It is usually used in training for jobs. It is usually used in training for supervisory positions. The employee supervisory positions. The employee learns a little about every thing.learns a little about every thing.

Methods of TrainingMethods of Training9) Apprenticeships: It develops employees who 9) Apprenticeships: It develops employees who

can do many different tasks. They usually can do many different tasks. They usually involve several related groups of skills that involve several related groups of skills that allow apprentice to practice a particular allow apprentice to practice a particular trade, and they take place over a long period trade, and they take place over a long period of time in which the apprentice works for, of time in which the apprentice works for, and with, the senior skilled worker. and with, the senior skilled worker. Apprenticeships are specially appropriate for Apprenticeships are specially appropriate for the jobs requiring production skills. And the jobs requiring production skills. And apprenticeships are usually a combination of apprenticeships are usually a combination of class room and on the job training.class room and on the job training.

Difference between Trainer, Difference between Trainer, Coach and TeacherCoach and Teacher

• Trainer: A trainer is a person who Trainer: A trainer is a person who educates others on specific topics of educates others on specific topics of specific importance.specific importance.

• Coach: A coach is a person who offers Coach: A coach is a person who offers advice, ideas and provides (mental) advice, ideas and provides (mental) support. When appropriate and in a support. When appropriate and in a way you can use them.way you can use them.

• Teacher: A teacher is a person who Teacher: A teacher is a person who provides formal education to others.provides formal education to others.

Training Flow ChartTraining Flow Chart

How Adults LearnHow Adults Learn

• Personal ExperiencePersonal Experience• ObservingObserving• HearingHearing• ReadingReading• WatchingWatching• PracticalPractical

Learning RoomsLearning Rooms

• Spacious CapacitySpacious Capacity• Enough Light and Proper ControllingEnough Light and Proper Controlling• Proper Equipment (Audio / Visual)Proper Equipment (Audio / Visual)• VentilationVentilation• Proper TemperatureProper Temperature• Sitting ArrangementsSitting Arrangements

Thank youThank you

Training & development

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