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
Facilities
Time schedule
Non visual aids
Trainer

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. The trainer should communicate to the trainees about what is expected out of
training in a simple and professional way. 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.

As a trainer, 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; 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.
1 . Mention any three major job duties of a training and development officer?
Identifying training and development needs within an organisation ,developing effective induction
programmes and designing and developing training and development programmes based on both the
organisations and the individuals needs.

2. How do you rate your interpersonal and communication skills?

Well I am a good communicator. 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. 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, skills, or behaviours that are critical for successful job performance.
4. 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, which is necessary to
identify whether training is needed or not, second step is to ensure the willingness of employees towards
training, than comes creating a learning environment after that ensure effective and desired transfer of training
content related to job.
5. How do you identify the training and development needs of a particular organization?
There are many analysis introduced by renowned researchers. Before conducting a training session one should
go for organizational analysis, person analysis and task analysis to identify the training and development need.
6. Describe what are your understandings of Human Resources Development?
Human Resource Development is the integrated use of training, organization, and career development efforts to
improve individual, group and organizational effectiveness. HRD develops the key competencies that enable
individuals in organizations to perform current and future jobs through planned learning activities. Groups
within organizations use HRD to initiate and manage change. Also, HRD ensures a match between individual and
organizational needs.
7. 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. It helps to provide an opportunity
and broad structure for the development of human resources technical and behavioural skills in an
organization. It also helps the employees in attaining personal growth. It increases the job knowledge and skills
of employees at each level.
8. How is employee development encouraged?
Employee development can be done through formal education, assessment, job experiences and interpersonal
relationships.
9. What is employee redeployment means?
Employee deployment means moving workforce into different departments and assign different
responsibilities and duties. One purpose of this is to check the potential of its workforce and secondly to
increase the productivity within a limited resources.
10. 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, at the mutual consent of a mentor.