Development:- re3fers to the growth of an employee in all respect It is most concerned with shaping the attitudes.

Ques 1:- Difference between Training & Development? Ans:- Training:- means learning skills and knowledge for doing a particular job and increase skills required for a job. Development:- re3fers to the growth of an employee in all respect It is most concerned with shaping the attitudes. 1.Training generally imparts specific Development is more general in nature skills to the employees. & aim at overall growth of the executive. 2.Training is concerned with maintaining Development build up & competencies improved current job performance. for future performances. 3.Training is short term perspective. Dev. Is long term perspective. 4.Training is job centered in Nature. Dev. Is career concerned in nature. 5.The role of trainer or supervisor is All dev. Is self dev. And the executive very important in training. has to be internally motivated for the same. 6. Training divided into three groups: Development methods are: - Workers or Operative Group - Position Rotation Training - Supervisory Group - Conference - Management Group - Service etc. Ques 2:- Define Training. What is the importance of Training. Explain the advantages of training to employees and to the organization. Ans:- Intro: Training is the act of increasing the knowledge and skill of an employee for doing a particular job. Importance of Training:- 1. Expenses on training is investment and not the wastage. 2. It relates with a special job. 3. It is beneficial for organization and employees both. 4. Training is a continuous process. 5. It is essential for both new and old employees. 6. Training is necessary for all managerial levels. 7. To pre4pare employees for higher jobs by developing advanced skills in them. 8. To improve overall performance of the organization. 9. To reduce the number of accidents by providing safety training to employees. 10. To provide the proper training schedule for employees and motive people in the organization. Benefits of Training to the Employers:- 1. Faster Learning of New Skills:- Training help the employees to reduce the learning time of their employees and achieve higher standards of performance. The employees need not waste time in learning by observing other if a formal training program exists in the organization. The qualifies instructors will help the new employees to acquire the skills and knowledge to do particular jobs quickly. 2. Increased Productivity:- Training increases the skill of the new employer in while performing a particular job. An increased skill level usually helps in increasing both quantity and quality of output. Training can be of great help even to the existing employees, It helps them to increase their level of performance on their permit job assignments and prepares them for future assignments. Page: 1/12

3. Standardization of Procedures:- Training can help the standardization of operating procedures, which can be learnt by the employees. Standardization of work procedure makes high levels of performance rule rather than exception. 4. Lesser Need For Supervision:- As a generalization it can be stated safety that trained employees need lesser supervision. Training does not eliminate the need for supervision but it reduces the need for detailed and constant supervision. 5. Economy of Operations:- Trained personnel will be able to make better and economical use of the materials and the equipments and reduce wastage. Also the trained employees reduce the rate of accidents and damage to machinery and equipment s. 6. High Morale:- The morals of employees is increased if they are given proper training. A good attitude towards organizational activities generates better cooperation and greater loyal with the help of training. Complaints, turnover reduced among the employees. 7. Managerial Development:- The top management can identify the talent, who can be groomed for handling position of responsibility in the organizations. Benefits of Training to Employees:- 1. Increasing Confidence: Training creates a feeling of confidence in the minds of employees, who feel comfortable while handling newer challenge; It gives a feeling of safety and security to them at the work place. 2. New Skills:- Training develops skills, which serves as a valuable personal asset of a worker. It remains permanently with the worker himself. 3. Higher Earnings:- are consequences of career development. A highly trained employee can command high salary in the job market and feel more contended. 4. Career Advancement:- The Manager can develop their skills to take up higher challenges and work in newer job dimensions such as exercise leads to the career development of the employee, who can more up the corporate hierarchy faster. 5. Resilience to change:- in fast changing times of today, training develops adaptability among workers, The employees feel motivated to work under newer circumstances and do not feel threatened to resist any change. 6. Increased Safety:- Trained workers handle the machine safety. They also know the use of various safety devices in the factory, thus they are less prove to accidents. Conclusion:- Training is an important and precious activity. Ques 3:- Discuss various roles of the trainer in the present? Ans:- A trainer has many roles in order to make any training effective. A trainer and trained relationship is more professional. There are many classifications of a trainer s which can be stated as follows:- 1. The Trainer:- Primarily concerned with actual direct training. It is a role that involves the trainer in helping people to learn providing feed back about their learning and adopting course designs to meet trainees needs. The trainer s role may involve classroom, teaching and instructions, laboratory work, supervision of individual project work and all those activities that directly influence immediate learning experiences. Page: 2/12

2. The Provider:- The training role relates to the design, maintenance and delivery of training programs. It involves, training needs analysis: setting objectives, designing courses, choosing appropriate methods and helping tremendous deliver the training. 3. The Consultant:- As a consultant, a trainer is prilimarily concerned with analyzing business problems and reconnecting solutions. Some of which may require training. It mat involves some elements of the provider role but specially concentrate on leasing with line Manager, identifying their performance problems, working with providers and business to establish training programmes. 4. The Innovator:- As an innovator, a trainer is concerned with helping the organization to manage the change effectively and to solve performance problems. 5. The Manager:- The manager managing the things in a proper way and systematic procedure. Manager primary concerned with planning, organizing, controlling and developing the training and development activity or function. Ques 4:- Discuss the Steps for an effective training? Discuss the training function for an effective designing a Training Programme. Ans:- Introduction: Training means learning skills and knowledge for doing a particular job and increases skills required for a job. It is a continuous process. Designing a training Programme some important steps include:- 1. Identification of training needs 2. Settings training objectives 3. Organizational Operations 4. Evolution of training 1. Identification of Training Needs:- The present time is the age of change. In all the spheres of Organization activity, there is a very rapid change. It is necessary to identify the training needs because of the following reasons: (A) New Technologies (B) Demanding customers (C) Improved Motivation (D) Changing Technology (E) Analysis of the SWOT Identification of training needs divide into 3 categories: a. Organizational Analysis b. Task Analysis c. Human Resource Analysis a. Organizational Analysis:- Organizational Analysis is basically a systematic study of an organization s objective resource, and growth/ potential and its environment under organizational Analysis divide into 3 categories: - Analysis of objectives: is based on short-term & long-term objectives and their relative priorities should be properly analyzed. - Resources utilization Analysis:- The allocation of Human and Physical resources and their efficient utilization in meeting the operational targets should be analyzed. - Climate Analysis:- reflects the attitude of its members, trust, loyalty openers etc. b. Task Analysis:- It is a systematic analysis of jobs to identify job contents knowledge. Skills required to perform the job. c. Human Resource Analysis:- It is also known as Manpower analysis. HR analysis based in Internal and external environment activity like skills behaviour, technological Page: 3/12

economic, environment of the organization should be properly determine scanned to determine the quality of HR desired. To determined on the following lines: - Specific areas where individual needs training. - The capacity of present work force to learn new skills and behaviors. - Job designing and redesigning introduction of new work methods and technology. 2. Training Objectives:- The main aim of any training programme is to increase organizational programme is to increase organizational effectiveness. Specific Objective of Training:- a. Increased Productivity b. Improved quality Overall purpose of training c. Better HR planning d. Higher Morale e. Better health & safety Increased Organizational effectiveness f. Prevention of obsolescence g. Enhanced personal growth Objective of Training: - 3. Organizational Set Up Training: - Training has to be imparted by the people in order to enable them work effectively, Organization must have a structure that makes them work effectively and efficiently. Organizational Structure:- The exact position of the training department must be specified in the organizational structure of the company. Training being a staff function has a risk of being side lined in a large organization. Some of the typical structure of training department can be: 4. Training Operations:- divide into 4 parts: (a) Selection of the trainees:- The proper selection of trainee is very important factor. A trainee must be provided the training which be really needs. (b) Training the trainer:- The trainer is a key figure of any training programme trainer need many qualities besides theoretical competence. (c ) Training Period:- In training period the duration of a training programme depends upon the skills to be acquired, the trainee s learning capacity and the training methodology used. (d) Training methods and material:- The choice of any training method depend upon the specific objectives of the training programme and several other factors. Training methods two t5ype on the job and off the job. 5. Evolution of Training:- Management of training would not be complete without proper evolution of training. It is a very costly and time-consuming process. It is essential to determine its effectiveness in terms of achievement of specific training objectives. Page: 4/12

i. As a part of the personal department HRD is entrusted upon HRD/ Personal department. In such situation, t5he training department would function with in the authoritative contact of the HRD manager. ii. In the form of Matrix Organization:- The training manager might not be a specialist in all functional areas while imparting sophisticated training. The common practice is to take a manager from the functional department. For ex:- If finance training was to be given to the finance representative, the finance manager might be asked to plan the same. In such a solution, he shall design the training programme & identify the faculty who shall provide the training. iii. Training by functional heads:- When training is not a very regular exercise, even the functional heads such as Marketing, Production Manager etc. might undertake the task of organization the training programmes. They plan & organize the entire programme themselves. Ques 5:- What are the various environmental contexts that should be taken into consideration while identifying the training needs in an organization. Ans:- While identifying training needs, it is important to take into consideration the environmental context. Training is highly influenced by the current developments in their contexts. In general, the environment context for identifying training needs includes the followings:- 1. The effect of legislation and national economic policies on the organization s moments and policies. 2. %The pace of technological development and job change, which is increasing the requirement for learning needs to be quickly and continually re-identified. 3. The present age of competition needs flexibility in its approach towards HRM. 4. The integrated economies of today have led to the conveyance of markets and organizations. 5. There are no qualifications for a job. 6. The increasing stresses on continuous development, self-development and people taking responsibility for4 their own learning. 7. The often rapidly changing pattern of government/ Intervention in the central, encouragement, provision & findings of vocational education training. Other Important factors are:- i. Need identification by top management. ii. Individual self-assessment. iii. Systematic investigation. iv. Structured assessment v. Peer review. Ques 6:- Write short note on:- (a) Unit Planning (b) Cognitive domain Ans:- (A) Unit Planning:- Unit planning can be divided into 3 parts:- Resource Unit:- collects the available ideas specific to a unit of contents, which are organized and are organized. And are amenable for further use. A resource unit can also be up dated in future. Page: 5/12

Computer-Based unit:- This is a scent in origin. But has wide application in the present times. In its general form, it can be understood as computer based training or online learning. Teaching Unit:- It is an organized collection of daily lesson-plan. Most effective teaching unit plans are:- - Decide the formal - Motivate Students - Presentation - Select relevant contents - Organization and Summarization of learning. - Reviewing of contents. - Evolution (B) Cognitive Domain:- It is most important training objective, under cognitive domain possessed by each individual depending upon his prior concepts and generalized at any given time and his ability to use in the total thinking process. A various levels of concepts are:- - Knowledge - Comprehension - Application - Analysis - Synthesis - Evolution Ques 7:- Write a note on Pedagogy Approach of teaching. Ans:- Pedagogy means to the art of good Teaching. Pedagogy divide into 2 categories:- (I) General Principals (II) Physiological Principals (I) General principals of Teaching:- - Principal of definite aim:- training should start with a definite aim. It must be wellplanned. - Principal of Activity:- training activity is a systematic procedures. - Principal of correlation:- correlation is a very important part during training. - Principal Of Planning:- Under planning involves selection, division and revision. - Principle of experience - Principle of flexibility - Principle of involvement - Principal of democracy - Principal of progress ness *Psychological Principal of Training:- - Principals of Motivation & Interest - Principal of Cooperation - Principal of recreation - Principal of reinforcement & feedback. - Principal of group dynamic & self-learning. Pedagogy is a very effective mode of teaching. Ques 6:- What is Learning? Explain graphical representation of Learning curve3 and brief summary principle of learning? Page: 6/12

Ans:- Learning is an active process. Learning improves significance if the trainers have planned it properly learning learn by experience. Learning curves are a geographical representation learning and time. Various criteria can be used for measuring learning. Some of the important point are error in each trail, time taken per trail, response learnt in trail etc. Three stages of learning curve:- Stage I:- Rapid Initial Learning Stage II:- Tapening of Learning Stage III:- Fluctuating Learning. Stage I under the first stage of rapid change in their desired behavior. Continuous growth Stage II Recording of learning steps. Stage III Fluctuating learning depending upon the fluctuating behavior. Principals of learning:- 1. Trained must be motivated to learn. 2. Information must be meaningful. 3. Learning must be reinforced. 4. Organization of material. 5. Distribution of learning periods. 6. Feedback on learning. Ques 9:- What is lesson-planning? Explain a general stages of Lesson-Planning. Ans:- A lesson-plan is also a plan of instruction for a single training session. Stages of Lesson Planning are:- Objective:- The following points are: - Clarity on behavioral objectives of a lesson - Available time of instruction. Trainee s Background:- The lesson has to be delivered to the trainees: - Previous knowledge of the trainees - Their capacity to understand. - Trainee s attitude towards the context. - Heterogeneity in the trainee groups. * The lesson itself is motivating and make the trainees to participate in the instructional process. Ques 10:- Discuss the various methods of training? Ans:- Training play a very important role in organization various methods of training are:- 1. On the job Training:- under this method,, the worker is given training at the work place? By this immediate supervisor. In other words the workers learning is the actual work environment. It is based on the principle of learning by doing. It is most effective method. It is also known as workers or operative training method. On the job training method divide into 3 parts:- (A)Vestibule Training:- Vestibule means a cabin and the term evestibule training. Is use to designate training in a cabin from semi-skilled jobs. It is more suitable where a large Page: 7/12

number of employees have to be trained at the same time for the same kind of work., where this method is used there should be well qualified instructor in change of training programme. There is the emphasis tends to be on learning rather than production. It is frequently used to be on learning rather than production. It is frequently used to train clerks, machine operators, typists etc. Visible training consists of expert and specialist instructors. The trainees avoid confusion and pressure of the work situation and concentrate on training. Advantages:- (i) Theoretical & practical training (ii) Systematic Method Disadvantages:- (i) Costly Method (ii) Artificial environment may create the adjusted problem for the trainees when they return to the place of job. (B) Apprenticeship Training:- programme are more inclined towards education than merely on the vocational training under this both knowledge and skills in doing a jobs or a serves of related jobs are involved. The government of various countries including India, have passed laws which make it obligatory for certain classes of employers to provide apprenticeship training to the young people. The usual apprenticeship programme combine on the job training and explain experience with class rool instruction particular subjects. Advantages:- (i) improvement in valuable skill (ii) Increase in Loyalty (iii) Give stipend to trainees Limitations:- (i) Experience Technique (ii) More time consuming 2 to 7 year. C. Internship Training:- Under this method of training, the educational or vocational institute enters into an arrangement with an industrial enterprise or an organization which can utilize them knowledge for providing practical knowledge to its students. Internship training is usually meant for such vocations where advanced theoretical knowledge has to be backed up by practical experience on the job. For ex:- for instance engineering students are sent to big industrial enterprise for getting practical work experience and medical students are sent to big hospitals to get practical knowledge. The period of such training varies from 6 months to 2 years. The trainees do not belong to the business enterprises, but they come from the vocational or professional institute. It is quite usual that the enterprises giving their training absorb them by offering suitable jobs after completion of their training s. Page: 8/12

OTHER:- Coaching:- Under this method, the supervisor imports job knowledge and skills to his subordinate. It is very effective method. The emphasis in coaching or instructing the subordinate is an learning by doing. Understudy:- The superior gives training to a subordinate as his understudy or assistant. The subordinate learns through experience & observation. It prepares the subordinate to assume the responsibilities of the superior s job in case the superior leaves the organization. Job Rotation:- The purpose of position rotation is to broaden the background of the trainee in various positions. The trainee is periodically rotated from job to job instead of stitching to one job so that he acquires a general background of different jobs. Supervisory Training:- Supervisory training is very important because it is a middle people between Top Management and Low level. Under Supervisory Training: give training to supervisor. How to control the production, employees, How to leads, and solve the problems. Under this method:- 1. Job Instruction Training 2. Job Relation Training 3. Programme development Training 4. Managerial Training/ Off the job training:- The biggest merit in the job training method is that they do not require the worker to be absent from his work place. There is no disruption in the normal activities off the job Training methods require the worker to under go training for a specific period away from the work-place. These methods and concerned with both knowledge and skills in doing certain jobs. The workers are free of tension of work while they are learning. Various types off the job methods:- (a) Special Lecture cum Discussion:- Training through special lecture is also known as class room training. It is more associated with imparting knowledge than the skills. (b) Conference/ Seminar:- The literal meaning of conference is consultations. But unpracticed, conference implies sharing and some information with an audience of a large number of people. It is conducted in a big hall where the participants are allowed exchange their views and raise queries. The proceedings of the conference are conducted by the Chairman who is also responsible for summing up the proceedings of the conference. It is a group meeting conducted according to an organized plan in which the members seek to develop knowledge and understanding by oral participation. It is an effective training device for persons in the positions of both conference member and conference leader. (C) The Case Method:- is a means of simulating experience in the classroom. Under this method the trainees are given a problem case, which is more or less related to t6he concepts and principles already taught. The analyze the problem and suggest solutions which are discussed in the class. (D) Role Playing:- The trainees are made to experience what others feel of a particular situation. They understand the view point of others and come to know of constrains with in which others are working. Role playing is a very flexible training method. Page: 9/12

(E) Behavioral Simulation Games:- There focus prilimarily on the process of interpersonal relations, how decisions are made with what consequences, rather than on the substance of the decision. (F) In basket exercise:- There are image elaborate simulation exercise in which a complex organization is created in the form of an office environment. The trainees work in an office setting with them in basket full of interdepartment memos, letters, reports, forecast and office. The normal phone calls, e-mails and face to face meeting also keep on happening to give a real office like environment. (G) Laboratory Training:- Laboratory training provides the participants with an extensive experience of how various group and individuals interaction group situated laboratory is a controlled environment for training where the external factor are not allowed to interface with the training process. Other Important Training Methods:- 1. Orientation or Induction Training:- Induction relates to introducing or orienting a new employer to the organization. 2. Job Training:- When an employees joins an organization, he undergoes job training which relates to the specific job, which the worker has to perform. 3. Refresher Training:- The refresher training is meant for the old employees of the enterprise. It is also called retraining. The main purpose of refresher training is to acquaint the existing work force with the latest method of performing their jobs & to improve their efficiency further. 4. Training for Promotion:- The talented employees may be given adequate training to make them eligible for promotion to higher jobs in the organization. Ques 11. Discuss the various types of Training Aids? Ans:- The main purpose of Training Aids:- Add variety to the learning process and help to maintain involvement and motivation encourage interaction between the tutor and the taught. Act as a valuable Luzon plan to the trainer, facilitating planning and the preparation before the training session. Training Aids divide into various parts:- 1. Planning:- The main purpose of planning is very important to achieve the objective of any learning activity. What am I trying to achieve. However the aids be used, who will use the aids. 2. Common Training Aids:- To help the trainer to deliver successful training. They can be classified into a number of broad categories:- Printed materials, Still Projected Material, Video, Audio, Computer based material. Ques 12:- Discuss the various types of Training Aids. Ans:- The main purpose of Training Aids:- Add variety to the learning process and help to maintain involvement and motivation encouraging interaction between the tutor and the taught. Act as a valuable lesson plan to the trainers, facilitating planning and preparation before two having session:- Training Aids divide into various parts:- 1. Planning:- The main purpose of planning is very important to achieve the objections of any learning activity, What am I trying to achieve?: How will the aids be used? Who will use the Aids? 2. Common Training Aids:- To help the trainer to deliver successful training. They can be classified into 3 numbers of broad categories. Page: 10/12

Printed Material, still projected material, video-audio, Computer based materials. 3. Overhead Projector:- OHP is one of the most precious versatile training aids available for mass instruction and can also be useful for use in groups. It is a simple versatile and relatively cheap. Basically it is useful to display diagroups, charts and graphs and to display real objects. For ex. Small Items model, experiments. It is an very important effective tool to focus the attention of learners. 4. Paper Based materials:- Such as Handouts, hot books charts, maps, diagrams etc. are the most commonly used training material for in training within mass group and individual instructions. 5. Flipcharts:- are the large sheets of paper hung for a support bar or easel so that they can be flipped back ward and for backward can be used is a similar way to workers, boards & overhead projects. They can be used to display pre-prepared sheets or can be written or in real time. 6. Marker Boards:- The use of marker boards is very common, particularly in mass groups instruction. Whiteboards have the advantage of being cleanness and are generally clear than chalk boards. 7. Audio:- The use of audio devices as training aids is increasingly becoming popular. To bring a real sounds into training room eg. Music and discussion etc. 8. Photographic Slides:- are a useful method of providing visual illustrations to support mass group or individual instruction slides are commercially available or can be produced specially by photographing actual scenes, systems or material carried or other media. 9. Synchronized Audio and Slides:- Synchronized Audio and Slides presentation in value the use of a slide projector which a linked to a specially coded audio tape, the tape both presenting audio information and controlling the automatic changing of slides. Tape slides presentation can be useful in all types of learning systems a projector being used for mass instruction and groups and a back projector with an integrated audio tape for small groups and individual instruction. 10. Video:- It is a powerful aids increasing in popularity in all types of instructions. 11. Computer based aids:- are becoming very popular because the versatility, e- commerce base of production etc. There are several software available which can make the presentation process very linely and interesting. For ex.:- MS Office contains PowerPoint presentation software. Conclusion:- The use of training aids can facilitate the process of learning. Ques 12:- Explain the methods of Training Evolution. Ans:- Training evolution is a very important part. Different kinds of methods are:- a) Post course assessment:- are often conducted immediately after the end of a training programme and are the most frequently used method for evaluating a training programme. This method is based on fact, freedom opinion. It is most useful benefits of a post-course assessment is in assisting the trainer to asses the skill of instructor. b) Pre & Post course test:- It is a visible method. It is often helpful in deciding what needs to be build on, particularly when teaching a specific skill. However, the problem is that re4liable techniques for pre-post evaluation might not by available. c) Management Briefing:- can be useful way of involving line managers as well as assisting the trainer in the evaluation process. The commonest way of conducting a management briefing is for the trainer to provide the manager withy a detailed set of objectives and an outline of the content of a particular programme. Page: 11/12

The Manager than discusses this with the trainee & together they work out same personal and specific objectives, which may be related to the trainee s knowledge, skill or attitude. The trainee who attends programmed having been fully briefed by the manager and who is fully committed to achieving personal objective will be well prepared for learning process. d) Management de-briefing:- This method of evolution also require the complete commitment of line-managers. They should review the learning process with the trainee after the programme. e) Questionnaires:- is a very useful instruction to gather information about the effectiveness of training. The questionnaires should be designed primarily to assess the level of skill or knowledge which the trainee has retained during the period following the training-after 3,6,12 Page: 12/12