TRAINING

PRESENTATION
By Muskan - 855
urvashi - 1020
jharna - 1467
 INTRODUCTION
Training is a vital function of Human Resource
Management that helps employees adapt to
technological advancements and industry changes. A
structured training program enhances efficiency and
reduces costly errors caused by trial and error. It
ensures continuous skills development, improving
overall productivity.
 TRAINING, DEVELOPMENT & EDUCATION
• Training:- Training is a structured process to develop
skills, knowledge, & competencies for better performance.
•
Development:- It is a continuous process of building
competencies of employees and thus facilitating their
overall development.
• Education:- It is the process of increasing the
knowledge and understanding of employees.
 Training vs. Development
Training Development
It is concerned with increasing It is concerned with the growth
the skills for doing a particular of a employee in all respects.
job.
It is job- oriented & short term It is career-oriented long –term
in nature. in nature.
The scope of learning is limited The scope of learning is very
to the job only. wide.
The knowledge gained relates The knowledge gained is all
to the job only. round & long-lasting.
 Enhance
Facilitate
Knowledge of
Organizational
Employees
Changes
Objectives
of Training
Prepare for Improve Job
Higher Related Skills
Responsibilities
 Importance of Training
Better Systematic Higher Less
Performance Learning Productivity Accidents
To the To the
organization Em ploye es

Better Increased
High Morale Increased
Clim ate Skills &
M ob ilit y Knowledge
TRAINING NEED ASSESSMENT
Training Need Assessment (TNA) is Levels of Assessment:
the process of identifying skill
1. Organizational Level – Evaluates
gaps and determining the training
the company's overall training
required to enhance employee needs based on business goals,
performance. It ensures that productivity, and market trends.
2. Task Level – Assesses the skills
training aligns with organizational and knowledge required for
goals. specific job tasks.
3. Individual Level – Identifies skill
gaps and training needs of
employees based on their
performance.
STEPS IN TRAINING NEED ASSESSMENT
1. Identify Performance Gaps – Determine areas
where employees lack the required skills. 2.
Determine Training Requirements – Define the
specific knowledge or skills needed to close
performance gaps. 3. Choose Appropriate
Training Methods – Select the best training
approach (e.g., workshops, e-learning, mentoring).
DESIGNING A TRAINING PROGRAM
A well-structured Key Steps:
training program helps
1. Identifying Objectives – Define clear learning goals aligned
employees acquire with job roles.
necessary skills 2. Selecting Training Methods – Choose appropriate techniques
effectively. like on-the-job training, simulations, or workshops.
3. Developing Training Materials – Create manuals,
presentations, and e-learning modules.
4. Implementing Training Sessions – Conduct training through
instructors, online platforms, or hands-on experiences.
PRINCIPLES OF TRAINING
Effective training follows these principles:
Relevance to Job Roles – Training should be directly
applicable to employees' tasks.
Active Participation – Engaging employees through
discussions, case studies, and interactive sessions.
Immediate Feedback – Providing real-time corrections
and guidance for improvement.
Repetition and Practice – Reinforcing learning through
practice and regular refreshers.
 ROLE-SPECIFIC AND COMPETENCY-
BASED TRAINING
Role-Specific Training Competency-Based Training
Training designed for specific Aims at developing specific skills
job roles (e.g., Sales, HR, such as leadership, communication,
Customer Service). and problem-solving.
Focuses on job-related tasks Helps employees grow professionally
and responsibilities. beyond their current job roles.
KINDS OF TRAINING PROGRAMS
1. On-the-Job Training (OJT) – Learning while working (e.g.,
mentoring, job rotation).
2. Off-the-Job Training – Learning outside the workplace (e.g.,
classroom training, workshops).
3. Technical Training – Enhancing job-related technical skills (e.g.,
software training, machine operation).
4. Soft Skills Training – Developing interpersonal skills (e.g.,
communication, teamwork, leadership).
 ON-THE-JOB TRAINING
Employees learn while performing their tasks.
Provides hands-on experience under the guidance of experienced employees or
supervisors
Examples:
Mentoring – Senior employees guide and train juniors.
Job Rotation – Employees switch roles to gain diverse skills.
Shadowing – Observing experienced employees to learn job tasks.