When

you have become an

CA
then what next ?
1
Certainly
you will Train yourself to continuously
Develop your skills to achieve
Organizational goals along with your
Personal goals

Director
Chief Finance
Financial
Group Officer
Finance
Senior Manager
Finance
Manager
Manager
Accounts
Manager
Finance
Accounts
Dy. Manager
Accounts
AM
Accounts
And
organizations will reap benefits from
your developed skills, expertise and
abilities
2
And
you will not be the Only one in organization,
there are many employees working with personal goals towards achievement of organizational goals.
And organization has concerns not only with you but with other employees as well
In other words,
organization will look for
Suitable Candidate to develop his skills and
train enough
In other words,
organization will look for
Suitable Candidate to develop his skills and
train enough

It means not Development

every one is entitled to be infers that it’s a Process and a
trained and developed process comes up with Steps

(So, organizations shall have (So, we can say that we shall

to screen out suitable have to learn this development
resources) process)

So we can prove that training and development is a process

• Assess Training Gap
• Linked with overall HR plan
• Budget 1. Identify • Legal requirements
5. Evaluate
• Goals training
• Resources & analysis needs

• Set objectives of training

• Top-down planning
• Bottom-up applications
• Delivery logistics
TRAINING

• Decision on training style

4. Monitor 2. Plan
implementati training
on programs

3.
Implement
training
• In-house trainings programs
• External training
• Courses
• Computer based training Is every one capable enough to train
people ? And how specialist will conduct training ?
Organizations conduct various types of training to achieve TRAINING
different goals

Technical Training

Employer
Quality
Training
Various types of Oriented training
training benefits to

Health & Safety

Training
Employee

Skills
Training
TRAINING
Ways of Training

Formal training In-house trainings Lecture, Group discussions, Role plays, Training films,
Case studies, Business games

External trainings Executive degree programs

Computer based Computer-Assisted Learning (CAL) Interactive individual training whereby trainee is to
training respond some work related questions

Workplace training Individual training Practice oriented, task related, line manager or supervisor
professionally trains

Induction Type of in-house training At time of induction of new employees, formal lectures
sometimes, Purpose is to introduce organization or its
operations, by department manager
TRAINING

Well-
Team work
oriented
Less
High morale
supervision

Lower cost
of Motivated
production

High Flexible to
Employer
productivity change

Fruits of training for Employers

TRAINING

Financial
Developmen benefits
Motivation
t

Growth in Challenging
career Team work

Positive Less
performance supervision

Improved
Skills Employee High morale

Fruits of training for Employees

DEVELOPMENT
Ways of Developing Employees?

Deputising
Secondment Delegation

Job Design Mentoring

Job Rotation Employee Appraisals

Development is not teaching how to perform his routine task or a particular task.
Its mainly concerned with giving individuals more experience
• Regular transfer • Not regular, temporary Boss is absent and junior is
• Explores new things (deptt) • Usually Another firm performing tasks assigned to his
• Eliminates boredom • Broaden skills boss
• Best placement identify
• Back up of employee Boss deliberately transfers some
of his responsibilities &
authorities to his junior
• Job Enrichment
• Job Enlargement
Deputising
Secondment Delegation

Job Design Mentoring

Methods of
Job Rotation Appraisals
Development

DEVELOPMENT
Do companies relook at an employee’s current job description DEVELOPMENT
and consider to alter it to add more fruitful ?
• Horizontal Job Enlargement
• Variety of tasks
• Tasks @ same level
Job • Vast knowledge bank
Enlargement
• More responsibility
• No additional authority
• Aims to reduce monotony

• Vertical Job Enlargement

• In-depth knowledge of task
Job • Improved knowledge bank
Enrichment
• More authority to perform
• Aims personal growth

Yes, companies do so through Job Design.

And it’s a common way of developing an employee
Difference between Training and Development
and Role of Learning
Training (transferring of knowledge)

Students are trying to absorb that knowledge not data

(Learning)
Difference between Training and Development LEARNING
and Role of Learning

Training Development
Learning
LEARNING
Learning Curve

Learning Curve portrays relationship between experience and

proficiency of doing a task
LEARNING
Learning Curve can be of various types

Learning Curve depends on number of factors e.g. nature of

work, learner, trainer, environment and so on
LEARNING
Honey and Mumford contribution in “Learning”

Identified 4 different styles of learning

Each individual has particular style of learning

Everyone should learn other styles to be effective learner

Developed questionnaire to identify a person’s learning style

LEARNING
Honey and Mumford – Learning Style

• Understands Theory
Theorist that supports practice

• Keenly observes
• Thinks over
Reflector • Avoids direct jumping
in

• Learns through practice

Activist • Practical people

• How theory relates to

Pragmatist real time scenario
LEARNING
Application of Learning Styles

Trainer shall have to identify who learns best

in which way. Accordingly trainer shall have
to amend his training style
EXAM FOCUSED
Exam focused chapter preparation points

1. What is difference between Training and Development ?

2. Why companies invest to train its employees ?
3. How organization imparts its role to develop its employees ?
4. What is relationship among Training, Development and Learning ?
5. How trainer can identify best learning methods of an employee and what should he do
then and why ?