Training & Development

5.1 Training Needs Analysis (TNA)

Before designing any training program, a TNA identifies the gap between desired performance and actual performance. Three levels:

• Organisational level: Where is training needed across the company? (strategy alignment)
• Task/Job level: What KSAs (Knowledge, Skills, Attitudes) are needed for each job?
• Individual level: Which employees need what training based on appraisal data?

5.2 Training Methods — On-the-Job vs. Off-the-Job

On-the-Job Training (OJT):

Method	Description	Suitable For
Job Rotation	Moving employees across departments	General management development, breadth
Coaching	Supervisor provides immediate guidance	New employees, skill improvement
Mentoring	Long-term relationship with experienced senior	Career development, leadership pipeline
Apprenticeship	Structured 1-4 year programme (Apprentices Act 1961 amended 2014 to expand eligibility)	Skilled trades (electrician, plumber, welder)
Understudy / Job Shadowing	Employee works alongside the position they will eventually fill	Succession planning

Off-the-Job Training:

Method	Description	Best For
Classroom/Lecture	Instructor-led; efficient for large groups	Conceptual knowledge
Case Study	Analysis of real business scenarios	Problem-solving, decision-making
Role-Playing	Simulated interactions	Soft skills, customer handling
Simulation	Realistic work environment replica	High-risk operations (flight simulators, surgery)
Vestibule Training	Replica equipment in training room	Factory operators, bank tellers
E-Learning / MOOCs	Online modules; Coursera, NPTEL	Scalable, self-paced upskilling

National skill development ecosystem:

• NSDC (National Skill Development Corporation, 2009) — Public-Private Partnership; 480+ training partners
• PMKVY (Pradhan Mantri Kaushal Vikas Yojana, launched 2015) — Free short-term skill training; PMKVY 4.0 (2022-2026) targets 1 crore persons in 4 years, including digital skills and Industry 4.0
• Skill India Mission (2015) — Umbrella initiative: National Policy on Skill Development 2015
• ILO skills centre: India has ratified several ILO conventions on vocational training

5.3 Kirkpatrick's Four-Level Training Evaluation Model (1959)

Level	What is Evaluated	Example Measure
Level 1: Reaction	Trainees' satisfaction with training	Post-training feedback form / smile sheet
Level 2: Learning	Knowledge/skill actually acquired	Pre/post-test scores
Level 3: Behaviour	Transfer of learning to job	Supervisor observation, 360 feedback
Level 4: Results	Business impact	Productivity, sales, error rate, absenteeism

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