Training and Development Notes
Subject Overview
Training and Development is the third HR elective — how organizations actually build employee capability through structured programs. You'll cover the conceptual foundations and process of training, designing an effective training program, training methods and evaluation, and close with employee development approaches like case studies, role play, and business games. This is a 6-credit elective paper across 4 units, complementary to Industrial Relations and Organisation Change and Development.
Subject at a glance
4
Units
21
Topics
6
Credits
4
Infographics
Unit-wise Syllabus
4 units — open any unit for detailed topic-wise notes, diagrams and important exam questions
- Conceptual aspects
- objectives and importance of training and development
- identification of training needs
- methods of need assessment
Organisational analysis
Where is training needed?
Task analysis
What must be learned for the job?
Person analysis
Who needs training?
Study guide
This unit introduces training and development: its concepts, objectives and importance, identifying training needs and the methods of needs assessment. Learn the three levels of needs analysis: organisation, task and person.
- Factors affecting training design
- training budgets
- selecting and preparing training sites
- choosing trainers
- overall program design
- 1Set objectives
- 2Choose content
- 3Select methods and trainers
- 4Prepare budget and site
- 5Schedule and deliver
Study guide
You study the design of training programmes: factors affecting design, training budgets, selecting and preparing training sites, choosing trainers and the overall programme design. Plan a one-day workshop as a practical exercise.
- Traditional and modern training methods
- use of technology in training
- reasons for and process of training evaluation
- outcomes used for evaluation
- evaluation practices
- Results
Business impact
- Behaviour
On-the-job change
- Learning
Knowledge and skills gained
- Reaction
Did trainees like it?
Study guide
You study traditional and modern training methods, the use of technology in training, why and how training is evaluated, the outcomes used and evaluation practice. Learn Kirkpatrick's four levels of evaluation.
- Approaches to employee development
- designing development programmes
- case studies
- role play
- sensitivity training
- business games
- behaviour modelling
Case studies
Analyse real situations
Role play
Act out situations
Sensitivity training
T-groups, self-awareness
Business games
Simulated decisions
Behaviour modelling
Watch, practise, get feedback
Study guide
You study approaches to employee development and how to design development programmes using case studies, role play, sensitivity training, business games and behaviour modelling. Try role play on a customer-service scenario.
Why Training and Development Matters
Learning and development is a growing HR specialisation, and trainers and L&D managers are in demand as companies invest in upskilling.
How to Prepare for Training and Development
- Design and deliver a short training session to your classmates.
- Learn the main training methods with advantages and limits.
- Study how companies use e-learning and learning platforms.
Training and Development: Frequently Asked Questions
What is a training needs analysis?
It is the process of identifying the gap between current and desired skills so that training addresses real needs.
What is the difference between training and development?
Training builds skills for a current job, while development prepares employees for future roles and growth.