Hi Ami,
It's easier said than done and if you want to learn everything about Training & Development in these forums, I am afraid that it is quite impossible.Training and Development is a vast subject and you can buy lot of books or search on internet for the same and read them if you want to learn everything about it.
Anyhow, I am sharing with you a presentation on "Training & Development" which gives a brief idea about Training and Development and its contents. Hope you will now get an idea about T & D as a whole.
Cheers!
Pradeep

sudarshan, thanks for observing the spellings as i have noticed at other places as well, now i should be very careful when writing something for you.

I hope with my words you will not mind as you have appreciated my words many times hope this time also you will understand. i don't like giving thumbs down when any person is saying something in requesting words, not hurting anyone, why members are open to give thumbs down whenever a person is saying about the HR Link members or site (though not in bad words), at least i can request you to refrain from this, until unless we will not be open to listen and hear wrong about us how can we think to make it more better.

Members will start thinking before opening their mouth, my opinion to show the disagreement is to write not to give thumb down. keep this for a member who is involving the persons issues or using bad language.

i m open for your views....please

Hi Shipra,
Thanks for the enlightening me on aspects which I go wrong...I take it sportively...Particularly when it is from a person of high calibre like you...

I would like reply you in following points to make my views clear...

1. I have not given thumbs down to anyone till now...This was first time...

Reason was that Ami's Second post asking why members had not replied to her question which was very basic and She as an MBA should be very well aware of Training already...There is no need to ask for this...

There is a separate subject in MBA dealing with Training and its evaluation in fourth semester...You very well know this...

2. As for thumbs down to persons who uses bad language I think Ramakrishna should address this and he is the right person to not allow such posts....We are not here to address that issue...He will take care I believe...

Shipra ji , Please note all my posts till now have been appreciating and encouraing members(remember Elizabeth's Post) . I dont like to discourage anyone because I myself is an victim to that sort of behaviour all through my career. So I wont do that unless otherwise its Mandatory. And this act of mine will only encourage Ami in disguise to think before she post any query in future...
Thanks a Lot for your Reply....

Hi,
Thanks so much....
Sudarshan

Dear Ami,

Training begins with the need; you should identify training need of the employee. It can be done by Performance appraisal review; Training needs analysis and work competency evaluation. Here you can use competency mapping method.

After identifying the need, you can decide the training method. How to deliver the training. I personally prefer in-house trainings. We have a lot of very competent employees who are capable of delivering trainings. HRM/HRE can prepare the training and can train the person to deliver it. Actually for each subject (eg: Accountancy, HR, General Motivation, Production) we can establish training schools. HR can train a person who is responsible for each department. Or with out such schools you can use the competent employees for delivering training.

There are many training concepts in the modern world and I am not going to repeat them. You can find that from the power point presentation attached with the 1st reply for this forum. Especially web based training and cross functional training are new dimension for the training as I think.

Before delivering the training you should arrange basic requirements like place, equipment used audience etc.

Then you can deliver the training

After delivering it, you can get a feed back from the participant about the training it self.

Then in a scheduled time, you can evaluate training effectiveness by a post training evaluation. That can be done by observations, interviewing the immediate bosses and employees. You should evaluate what was applied to the work and whether the training objective was fulfilled or not.

If that was not fulfilled, re training should be done.

This is a basic frame work for training. You know training is a big subject. So you should find out the theory and new practices if you are really interested about the subject.

Think this will guide you a little.

Wish you a very good experience with training and development. But dear all are busy with their lives. You can’t expect any one to teach you. But as professionals it is experienced persons' duty to give right directions, as Shipra and others have done. Typing mistakes are common when you are busy, I don’t know why you all have such a big criticism about that.

A HR person is like a father / mother. I think that empathy is with Pradeep and Shipra. (Sorry if I spell the name incorrectly) Others should learn those values from them, specially if you a true HR Manager. The way you advise shows your character as a HRM.

Thank you

Nimali