BASIS FOR

TRAINING DEVELOPMENT
COMPARISON
Meaning Training is a learning process in Development is an
which employees get an educational process which
opportunity to develop skill, is concerned with the
competency and knowledge as per overall growth of the
the job requirement. employees.
Term Short Term Long Term
Focus on Present Future
Orientation Job oriented Career oriented
Motivation Trainer Self
Objective To improve the work performances To prepare employees for
of the employees. future challenges.

Number of Many Only one

Individuals
Aim Specific job related Conceptual and general
knowledge
Training is a process in which the trainees get an opportunity to learn
the key skills which are required to do the job. Learning with earning
is known as training. It helps the employees to understand the
complete job requirements.
Nowadays, many organisations organise a training program for the
new recruits just after their selection and induction, to let them
know about the rules, policies and procedures for directing their
behaviour and attitude as per the organisational needs. Training also
helps the employees to change the conduct towards their superior,
subordinates and colleagues. It helps to groom them for their
prospective jobs.
Induction training, vestibule training, apprenticeship training, job
training, promotional training, internship training are some of the
major types of training. The merits of the training are given as under:
•It results in higher productivity both quantitatively and qualitatively.
•It develops a number of skills in the employees.
•Improved performances.
•The cooperative environment of the organisation.
•It builds confidence in the employees for doing a job.
•Decreased employee turnover.
•Lesser chances of accidents.
•Improved employee performance
•Improved employee satisfaction and morale
•Addressing weaknesses
•Consistency
•Increased productivity and adherence to quality standards
•Increased innovation in new strategies and products
•Reduced employee turnover
•Respond to technology changes affecting job requirements
•Adapt increased diversity of the workforce
•Support career development
•Fulfill employee need of growth
Induction or Orientation Training: Introducing a new employee to the
organization’s environment comprising of a day to day functioning,
products, services, rules and regulations are termed as Induction or
orientation training. The purpose of such training is to reduce the
nervousness of a new joiner, by making him accustom to the working
environment. It is also called as an orientation training, which means
giving a fair idea to the new employee about, what he is supposed to
do in the organization.

Job Training: This training is job specific and is given to the employee
who has to perform that job. Under this training, the information about
the machine, the process of production, methods to be used, the safety
measures to be undertaken, etc. are demonstrated. Through this
training, the employee develops the confidence and the necessary
skills, that enables him to perform his job effectively and efficiently.
Safety Training: The safety training is given to the employees so as to
minimize the number of accidents caused due to the handling of
machines or other equipment. Under this training, the employees
are given the safety instructions on the usage of machinery and the
other dangerous devices.

Apprenticeship Training: Under this training, the worker earns while

learning. This training is generally given to the technical staff,
craftsmen, plumber, etc. who are required to work under the
superior for a relatively longer period, until he gains the expertise in
that particular field.
Internship Training: Under this type, the educational or vocational
institutes have an arrangement with the industrial institutes to
provide practical knowledge to its students. Sometimes, the
companies also offer the pre-placement offers to the trainees on the
basis of their performance during their internship program.

Refresher Training or Retraining: As the name implies, the retraining

or refresher training is given to the old employees with the purpose
of improving their efficiencies. They are introduced to the new
methods and technologies that would result in the increased
productivity and reduces the monotony in their daily work.
Promotional Training: This training is given to the potential employees,
who can be promoted to the senior position in the organization. The
promotional training is given in advance so that employee gets accustomed
to the new roles and responsibilities and do not get nervous at the time of
promotion.
Remedial Training: This training is given in order to overcome the
shortcomings in the behaviour and performance of old employees. Due to
the invention of technology, the employees may resist to accept the
change and cause a disturbance in the organization. Therefore, such
training is given to make them understand the importance of change and
its necessity in the operations of business. This training is generally given
by the psychological expert.
Most training design models contain five steps. One of the most
commonly used models is the ADDIE model, which stands for analysis,
design, development, implementation and evaluation. Analysis stands for
needs analysis, where the need for the training is studied. Design is the
phase where the training program is outlined and planned. Development
is where the training is rolled out to the field in whatever form the design
phase stipulated. Evaluation concludes the process and measures how
effective the training program was at achieving its goals.
Analysis
Analysis is the first phase of the training model. During this phase, trainers
analyze all aspects of a training problem and begin seeking answers while
proposing a solution. Timelines are established, training objectives are
created, and first outlines of the training program begin to take shape.
Potential causes and possible solutions are explored, and initial budgets
are proposed. Barriers to success are investigated, and the target audience
is analyzed. Great training solutions must begin with analysis.
Design
Design is the phase of the training model where learning objectives and outcomes
are determined. The core of the potential training solution is created and
explored. Storyboards and initial prototypes of the training solution are proposed
and reviewed with the client. Feedback is received, and initial training solutions
begin to take shape. Types of training solutions, classroom, web-based and
blended learning programs are discussed and explored. Much like an architect's
renderings, the blueprint for your training solution begins to take shape.
Design
Design is the phase of the training model where learning objectives and outcomes
are determined. The core of the potential training solution is created and
explored. Storyboards and initial prototypes of the training solution are proposed
and reviewed with the client. Feedback is received, and initial training solutions
begin to take shape. Types of training solutions, classroom, web-based and
blended learning programs are discussed and explored. Much like an architect's
renderings, the blueprint for your training solution begins to take shape.
Development
Development is the phase of the training design model where the training
program is created and written. Whether the program is classroom-based or
designed to be taken online, materials are created and produced in this phase.
The design phase produced the outline or blueprint, but it is in this portion of the
training model where everything comes together in production. Supporting
materials are produced, trainers are trained, and the target audience is notified of
the training dates.
Implementation
Your training program is delivered to your employees in the implementation
phase of the training model. Classes are taught or taken online. Students receive
their training and practice how to use their new skills. Materials and training
products are distributed to participants, and classes begin. Initial results are
measured, and the program begins to take shape in your company. If the
preceding phases are conducted properly, implementation runs smoothly and the
training is taken and received as it was intended.
Evaluation
Evaluation completes the training model. Measuring the results of your training
program begins during the implementation phase. Learning is measured after
each class, and results are analyzed. Evaluation of the entire program is
conducted after all the training is completed. Measurements and feedback
determine whether adjustments to the initial design are needed, and results are
reviewed with the client. Students are contacted and instructors, designers,
developers and anyone involved with the program meet for a "lessons learned"
review. The model then begins again.
•Classroom instruction
•Video and film
•Computer Assisted Instruction
• Computer Assisted Instruction with video
•Simulation / Vestibule
•On the job training
Classroom instruction
•Simulation / Vestibule
•On the job training
Performance management is a process by which managers and
employees work together to plan, monitor and review an employee’s
work objectives and overall contribution to the organization. More than
just an annual performance review, performance management is the
continuous process of setting objectives, assessing progress and
providing on-going coaching and feedback to ensure that employees are
meeting their objectives and career goals.
Performance Appraisal is the systematic evaluation of the
performance of employees and to understand the abilities of a
person for further growth and development. Performance appraisal
is generally done in systematic ways which are as follows:

•The supervisors measure the pay of employees and compare it

with targets and plans.
•The supervisor analyses the factors behind work performances of
employees.
•The employers are in position to guide the employees for a better
performance.
Objectives of Performance Appraisal
Performance Appraisal can be done with following objectives in
mind:
•To maintain records in order to determine compensation packages,
wage structure, salaries raises, etc.
•To identify the strengths and weaknesses of employees to place
right men on right job.
•To maintain and assess the potential present in a person for further
growth and development.
•To provide a feedback to employees regarding their performance
and related status.
•To provide a feedback to employees regarding their performance
and related status.
•It serves as a basis for influencing working habits of the employees.
•To review and retain the promotional and other training
Promotion: Performance Appraisal helps the supervisors to chalk
out the promotion programmes for efficient employees. In this
regards, inefficient workers can be dismissed or demoted in case.
Compensation: Performance Appraisal helps in chalking out
compensation packages for employees. Merit rating is possible
through performance appraisal. Performance Appraisal tries to give
worth to a performance. Compensation packages which includes
bonus, high salary rates, extra benefits, allowances and pre-
requisites are dependent on performance appraisal. The criteria
should be merit rather than seniority.
Employees Development: The systematic procedure of
performance appraisal helps the supervisors to frame training
policies and programmes. It helps to analyse strengths and
weaknesses of employees so that new jobs can be designed for
efficient employees. It also helps in framing future development
programmes.
Selection Validation: Performance Appraisal helps the supervisors to understand
the validity and importance of the selection procedure. The supervisors come to
know the validity and thereby the strengths and weaknesses of selection
procedure. Future changes in selection methods can be made in this regard.
Communication: For an organization, effective communication between
employees and employers is very important. Through performance appraisal,
communication can be sought for in the following ways:
•Through performance appraisal, the employers can understand and accept
skills of subordinates.
•The subordinates can also understand and create a trust and confidence in
superiors.
•It also helps in maintaining cordial and congenial labour management
relationship.
•It develops the spirit of work and boosts the morale of employees.
All the above factors ensure effective communication.
Motivation: Performance appraisal serves as a motivation tool. Through
evaluating performance of employees, a person’s efficiency can be determined if
the targets are achieved. This very well motivates a person for better job and
helps him to improve his performance in the future.