Scribd
Upload
90 views3 pages

Unit 4 Training and Development Answers

Unit 4 discusses the distinctions between training, education, and development, highlighting their purposes, focuses, and time horizons. It emphasizes that training should be viewed as an investment due to its long-term benefits, despite some immediate costs. Additionally, it covers on-the-job training methods, the Training Needs Analysis (TNA) process, and the importance of Talent Management in acquiring and developing skilled employees.

Uploaded by

rahul.rahuldeb.deb97
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
90 views3 pages

Unit 4 Training and Development Answers

Unit 4 discusses the distinctions between training, education, and development, highlighting their purposes, focuses, and time horizons. It emphasizes that training should be viewed as an investment due to its long-term benefits, despite some immediate costs. Additionally, it covers on-the-job training methods, the Training Needs Analysis (TNA) process, and the importance of Talent Management in acquiring and developing skilled employees.

Uploaded by

rahul.rahuldeb.deb97
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Unit 4: Training and Development -

Detailed Answers
1. Difference Between Training, Education, and Development
Basis Training Education Development

Purpose To improve current To improve general To prepare for


job performance knowledge future roles

Focus Job-specific skills Theoretical Career growth


concepts

Time Horizon Short-term Long-term Long-term

Approach Reactive (need- Proactive Strategic (career


based) (curriculum-based) path)

Provider Employers Schools, Colleges Employers and


Individuals

Example Machine operation Learning economics Leadership


training development

2. Is Training a Cost or an Investment?


Training is more appropriately viewed as an investment rather than a cost.

As an Investment:
- Improves productivity
- Reduces errors
- Increases retention
- Offers competitive advantage

As a Cost:
- Immediate financial outlay
- Time-consuming
- Risk of employee exit post-training

Conclusion: Training yields long-term returns and improves organizational capability.


3. On-the-Job Training Methods with Limitations (3 Each)
a) Job Rotation

 - Employees are moved between jobs to develop multi-skill capacity.


Limitations:
1. Confusion and productivity impact
2. Initial errors due to inexperience
3. Unsuitable for highly specialized roles

b) Coaching

 - One-on-one instruction by a senior.


Limitations:
1. Depends on coach’s ability
2. Time-intensive
3. Risk of favoritism

c) Apprenticeship

 - Long-term learning under an expert.


Limitations:
1. Slow to become productive
2. Can be costly
3. Focused more on technical than soft skills

4. What is TNA? Process with Example


TNA (Training Needs Analysis) identifies the gap between current and desired
performance.

Process:
1. Organizational Analysis - Understand strategic goals.
2. Task Analysis - Identify skills for specific roles.
3. Person Analysis - Identify employee skill gaps.
4. Gap Analysis - Measure skill gaps.
5. Implementation - Design training program.

Example: For low customer satisfaction, soft skills training for support staff may be needed.

5. Short Note on Talent Management (TM = TA + TD)


Talent Management is a strategic process to acquire and develop skilled employees.

TM = TA (Talent Acquisition) + TD (Talent Development)


- TA: Recruiting, onboarding, employer branding.
- TD: Training, mentoring, career development.

Benefits:
- Builds leadership
- Enhances engagement
- Reduces turnover
- Encourages innovation

You might also like