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Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1

Response sheet-2

Name- Anju Agrawal, Roll No-72/23878,


Paper-IV- Training Methodology-1
Response sheet-2

Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1


Response sheet-2

Response Sheet No-2


Question-3: Define Training & Management Development.
What is difference between the two? What are the benefits
of training to the employee(s) and the organization?
Explain.

AnswerTraining is defined as the systematic development of the


knowledge, skills and attitudes required by an individual to
perform a given task or job successfully. Training aims at
improving the organization's performance through the enhanced
performance of its employees. While training helps employees do
their current jobs, development prepares individuals to handle
future responsibilities.
The major purposes of training are improving employee
performance, updating employee skills, avoiding managerial
obsolescence, preparing for promotion and managerial
succession, and satisfying personal growth needs. Training needs
are determined based on the organization's and the employee's
needs.
Management development is a systematic process of growth
and development by which employees develop their skills and
abilities
to
manage.
It is future oriented and is concerned with education of the
employees. Management development improves a manager's
ability to understand problems and arrive at solutions. It helps the

Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1


Response sheet-2

manager in effective handling of his different work roles like


planning,
monitoring
performance,
communication
and
development. Management development programs are designed
to meet specific objectives, which contribute to both employee
and
organizational
effectiveness.

Difference B/W the Training & Management Development The difference between training and management
development tends to lie in timing. Typically, training is the
process by which people are taught critical skills. Participants
gain knowledge to carry out their current responsibilities. To
goal is to improve performance in the short term.
Development activities, on the other hand, tend to prepare
people for additional job roles for the long term.
Training usually refers to organized group events, such as
workshops, classes or seminars that have a beginning and
end date. Development tends to refer to more personalized,
individualized experiences, such as a certification process,
job rotation period, coaching or mentoring.
Training programs usually address remedial problems and
improve on-the-job performance, making it possible for
employees to work safely and effectively. Management
development programs enable employees to progress in
their careers.
Training programs motivate employees to reach higher
standards, improve operational efficiency and increase
customer satisfaction. Longer term, managementdevelopment programs prepare employees for promotional

Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1


Response sheet-2

opportunities and tend to decrease employee turnover,


increase morale and spark innovation and creativity.
The benefits of training and development to employees
and organisations alike are numerous and include (but are
not limited to) the following:
1.
2.
3.
4.
5.
6.
7.
8.

Workers are helped to focus, and priority is placed on


empowering employees.
Productivity is increased, positively affecting the bottom line.
Employee confidence is built, keeping and developing key
performers, enabling team development and contributing to
better team/organisation morale.
Employees are kept current on new job-related information,
thereby contributing significantly to better customer service.
Employees are updated on new and enhanced skills, with a
view to aligning them to business goals and objectives.
After a downsizing, remaining workers are given the
technical and management skills to handle increased workloads.
Companies with business problems are given a fresh or
unbiased professional opinion or exploration, evaluation, or
critique.
Job satisfaction, employee motivation and morale are
increased, reducing employee turnover.
Question-4: Explain role-play method. As a trainer where
would you like to use the method and what objectives
would the method achieve?
Answer:
Role play can be defined as a technique in which people are
presented with a real or artificial environment and they are
exposed with some kind of case or situation and they need to
exhibit the same in form of roles.
It is a spontaneous human interaction involving realistic human
behavior under artificial or stimulated environment .It consists of

Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1


Response sheet-2

interviews or series of interview in which the participants or the


trainees are provided with a role brief and a s et of circumstances
which they need to enact.
The trainee develops a strategy to how should he react or think in
a particular situation and possible suggestive solutions for
resolving the problem or analyzing the situation .He also learns
and forecasts what the other party or as per the case may be
what can be the other reaction. This technique thus not only leads
to self-learning about expected job outcome or to create a fit in
the job but also helps in understanding others perception about
the task or issue.
Reasons and areas for selecting role play as training
technique
The trainer or the facilitator should be very logical and clear about
the purpose of using this as a training technique .The success of
role play depends on the role brief, set circumstances and the
utility expected from the technique.
Essentials to be considered before selecting role play as a
training technique
It is the responsibility of the trainer to identify the objective, need,
experience of trainee, the issue or task for which this method is
selected. The focus should be on maximum involvement of
individuals as participants so that an overall exposure and
understanding of attitude, skills, knowledge, behavior,
expectation, need for improvement, emotional stability and
required competencies can be identified.
Other important factor that determines the success of training
method is the feedback provided by the trainer from time to time
to the learner or the trainee so that he can inculcate the required
knowledge and skills on continuous basis.

Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1


Response sheet-2

Apart from this it is also important to see for what purpose and
objective is the method used for e.g. for which level of employees
as trainees the method is chosen and also for what skills whether
analytical, domain, conceptual, leadership, human relation
development or as per job demand skills need to be inculcated.
Objectives of Role play as a training technique1) It helps in developing a better understanding of the job
2) It helps in understanding how to handle a particular situation.
3) It helps in developing better understanding of the issue an
better decision making
4) It helps in anticipating reaction of other party
5) It helps in developing communication, management
development and leadership quality.
6) It helps in improvement of interpersonal relationship
7) It helps in providing an insight to understanding behavioral
patterns of others.