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What is Training? What are the objectives of training department?

Training is defined as a continuous learning process in which the employees will acquire knowledge, enhance
professional skills and improve attitudes and behaviors to excel well on the job.The objectives of the training
department to identify the required training needs of an organization and fill the gap with a host of training
methods for the welfare of the organization and employees on a whole.
What is the difference between training and development?
The basic difference between training and development is: Training helps to make the employee of a company to
be more effective and efficient in the present role and responsibilities of the job i.e. fulfill short term needs of any
company but development helps to improve the overall personality dimensions of an employee to take up any
future assignments if any and better equipped to handle any critical situations might occur i.e. fulfill long term
needs of any company.
What is on and Off the Job Training?
On-the-job training is a type of learning process that usually occurs in an actual work environment i.e. an employee
will be learning the new job roles and responsibilities while undergoing this training.Off-the-job training is a type of
learning process that usually occurs out of an actual work environment. This involves case analysis, lectures,
presentation, simulation games etc. to imbibe the concepts and brainstorm ideas in an effective manner.
How would you ensure that the training is effective for an employee within the company?
The training is effective in all means if it

Imparts new skills
Inculcates new ideas, knowledge and concepts
Is practical oriented
Not an information dump
Aligns the training needs to fulfill the organizational short and long term goals
Conducts the post evaluation to ensure the satisfaction levels to refine the future training needs

What are the different methods you could use in training employees?
There are different training methods like on –the – job techniques, off-the-job techniques, role playing, simulation,
internship, apprentice ship, lectures, case analysis, laboratory training methods etc.
What are the key issues that should be addressed in the design, conduct, and evaluation of training programs?
The following are the key issues to be addressed for a successful TRAINING PROGRAM :

Place (indoor/outdoor)
Audio visual aids
Relevant training materials
Time schedule
Non – visual aids

As a trainer.developing effective induction programmes and designing and developing training and development programmes based on both the organisation’s and the individual’s needs. The trainer plays a pivotal role from start to end of the training that includes the following:       Training plan Timing of different training sessions Choosing the relevant training methods Preparing the training materials and aids Conducting training sessions and Evaluating the post training session What qualities does a company expect in a trainer? The qualities of a good trainer are as follows:      Methodical and well-planned Highly knowledgeable and competent enough Possess relevant industry experience Good in communication/presentation and Be practical enough to make the overall training session fruitful to the trainees.” . Mention any three major job duties of a training and development officer? “Identifying training and development needs within an organisation .What is the role of a trainer in a company? The role of a trainer is to develop a competency and skill sets in an individual to perform his/her effectively and efficiently in the work place. make the session highly interactive Include management games like ice breakers etc. to energize the whole team Introduce different learning principles like showing live industry examples and case study analysis How would you end your training session? The well experienced trainer would end the training session with the summary of the whole session/story/real life business example/ feedback mechanism to evaluate the usefulness of both the training session and trainer as well. what are the steps you would undertake to make the long training session not boring to the employees? The following are the steps to be undertaken to make the long training session not boring to the trainees/employees:      Give appropriate breaks to refresh Use both audio-visual aids as and when necessary Keep avoiding mono dialogue session. The trainer should communicate to the trainees about what is expected out of training in a simple and professional way. 1 .

One purpose of this is to check the potential of its workforce and secondly to increase the productivity within a limited resources. which is necessary to identify whether training is needed or not. Describe what are your understandings of Human Resources Development? Human Resource Development is the integrated use of training. assessment. How do you identify the training and development needs of a particular organization? “There are many analysis introduced by renowned researchers. Tell us how do you define Training? “Training refers to a planned effort by any organization to facilitate employees ‘its basically a learning related to job. What do think before training what necessary steps should be taken to conduct a session? ” First step before conducting training session should be to go for need assessment. and career development efforts to improve individual. second step is to ensure the willingness of employees towards training. person analysis and task analysis to identify the training and development need. group and organizational effectiveness. at the mutual consent of a mentor. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. HRD ensures a match between individual and organizational needs.” 4. What is the difference between mentoring or coaching? “Main difference between these two is that coaching is done by internal source whereas mentoring occurs outside of a line manager-employee relationship. or behaviours that are critical for successful job performance. organization. Groups within organizations use HRD to initiate and manage change. How is employee development encouraged? “Employee development can be done through formal education. How important is training programs for employees and organizations? “Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.” 9. skills. It also helps the employees in attaining personal growth. .2. How do you rate your interpersonal and communication skills? “Well I am a good communicator. It helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioural skills in an organization. Before conducting a training session one should go for organizational analysis. I participated in debates competition during my academic career and won many prizes and as HR manager I can easily communicate with my peers and co-workers and never face any problem regarding my communication skill” 3. job experiences and interpersonal relationships.” 5. It increases the job knowledge and skills of employees at each level. than comes creating a learning environment after that ensure effective and desired transfer of training content related to job. 7.” 10.” 8. Also.” 6. What is employee redeployment means? “Employee deployment means moving workforce into different departments and assign different responsibilities and duties.