Training and development activities begin when a new employee enters the organization, usually in the form of employee induction and orientation and skills training. Employee orientation is the process by which new employees learn important organizational process, values and norms, establish working relationship and learn how to function within their jobs. Skills and technical training programmes are organized to teach the new employee a particular skill or area of knowledge

One of the main objectives of training is to provide learning in order to improve the performance on the present job i.e. how skillfully the individual handles the job and the level of outcomes/ result achieved.

There are various steps in training and development in order to be effective and bring about the desired results in terms of enhanced knowledge, skills and attitude. 

1              Training Needs Assessment

Identification of the training needs of the target group which is to be exposed to training can be done in 2 ways:

a)            Training needs assessment at organization level

b)            Training needs assessment at individual or employee level.

c)            Training need assessment at department / functional level

Once the target group is identified, analysis the gap which needs to be bridged through training. Develop specific training objectives and targets for brining about measurable improvement in their performance levels and enhancement in job related knowledge

2              Programme design

a)            Develop the program contents, training methods to be used, the speakers / faculty/ subject experts to be involved, the mode of instruments to be used, training aids to make the training programme more result oriented.

b)            Identify all training aids which are required for the desired training technique

c)            Prepare the background material like write up on case, role play, incident method. Also ensure that qualitatively and quantitatively the background reading material meets the norms of delivery of the training objective

3              Critical preview of pregame

Administration and detailed physical fragments

4              Validation

Introduce and validate training before a representative audience. Pilot test all training aids, equipment etc to ensure perfect delivery on the D day

5              Programme implement action

Conduct the programme as planned, which each activity going as per schedule

6              Evaluation And Follow Up

Assess programme success according to :

a)            reaction : document the learner’s immediate reaction to the training

b)            learning : use feedback devices or pre and post tests to measure what learners have actually learnt

c)            Behavior: in consultation with the supervisor, observe the behavioral changes in the training. This is one way to measure the degree to which learners may apply new skills and knowledge to their jobs.

d)            Results : determine the level of improvement in job performance