Chapter-3-: Training & Development “Training leads to Perfection” Chapter Tour Training Objectives and Needs – Training Process –Methods of training – Tools Aids – Evaluation of Training programs
Chapter-3-: Training & Development What is Training?How it differs from Development?
Chapter-3-: Training & DevelopmentTraining: Training is the organised procedure by which people learn knowledge or skills for a definite purpose. Training bridges the differences between job requirements and employee’s present specification. Training Improves, changes and moulds the employees knowledge, skills, behaviour and aptitude & attitude towards the requirements of the job and the organisation. Training is beneficial for the organisation, Individuals and Human resource process at large.
Chapter-3-: Training & DevelopmentNeed for Training: Match the Employee specification with Job requirements & organisational needs. Organisational Viability and Transformational Process Technological Advancement Organisational Complexity Human Relations Change in Job Assignment
Chapter-3-: Training & DevelopmentObjectives of Training:In line with the organisational goals and objectives, following objectives are set for training programs: Employee performance enhancement To prevent Obsolescence Guidance to new entrants Enhance Efficiency and Productivity To generate Back up To ensure smoothness in functioning and economy in operations To boost the morale of employees and motivate them for higher level task.
Chapter-3-: Training & DevelopmentTraining Need Assessment (TNA / TNI):
Chapter-3-: Training & DevelopmentDesigning training & development programmes:-Every training & development programs must address certainvital issues- o Who participates in the program? o Who are the trainers? o What methods and techniques are to be used for training? o What should be the level of training? o What learning principles are needed? o Where is the program conducted?
Chapter-3-: Training & DevelopmentTraining Process:- Understanding Organisational Objectives and Strategies Training Need Assessment Establishment of Training Goals Devising Training Programmes Implementation of Training Programme Evaluation of Results
Chapter-3-: Training & DevelopmentTraining Methods:-On the Job Method (OJT)Off the Job Training Off the Job Training On the Job Training o Vestibule Training o Job Rotation o Role Playing o Coaching o Lecture Methods o Job Instruction o Conference or Discussion o Committee Assignments o Programmed Instruction
Chapter-3-: Training & Development Training Methods:- Cont…On the Job Trainingo Job Rotation: Movement of the trainee from one job to another. The traineereceives job knowledge and gains experience.o Coaching : The trainee is placed under a particular supervisor whofunctions as a coach. The supervisor provides feedback to the employeeand supports him to improve.o Job Instruction : Step by Step trainingo Committee Assignments : A group of trainees are selected and given anopportunity to resolve a live case in the organisation. This will enhance theirdecision making and problem solving approach.
Chapter-3-: Training & DevelopmentTraining Methods:-Cont…Off the Job Trainingo Vestibule Training: Actual work conditions are simulated in a class room.o Role Playing : It is a method of human interaction that involves realisticbehaviour in imaginary situations.o Lecture Methods: It is the traditional and direct method of instruction.These lectures develop motivation in trainees and stimulate theirperformance.o Conference or Discussion: A group of people meet together to pose Ideas,examine and share facts, Ideas and data, test assumptions and drawconclusions, all of which contributes to the improvement of job performance.o Programmed Instruction: This is the latest introduction in the field oftraining. The Instructions are arranged in a carefully planned sequentialunits, arranged from simple to more complex levels of instructions.
Chapter-3-: Training & DevelopmentKey Advantages of Training:- o Increased Productivity o Heightened Morale o Reduced Supervision o Reduced Accidents o Increased Organisational stability
Chapter-3-: Training & DevelopmentWho are the Trainers: Training and development programs may be conducted byseveral peoples, including the following: o Immediate supervisors o Co-workers as in buddy systems o Members of the Personnel Staff o Specialists in other parts of the company o Outside consultants o Industry associations o Faculty Members at University
Chapter-3-: Training & DevelopmentEvaluation of Training Programme:- The process of training evaluation has been defined as“any attempt to obtain information on the effects of trainingperformance and to access the value of training in the light ofthat information.”Evaluation of training can take place on following levels: Reactions Learning Job BehaviorOrganisationUltimate Value
Chapter-3-: Training & DevelopmentEvaluation of Training Programme:-o Reactions: Evaluation on the basis of Trainees reaction to theusefulness of coverage of the matter, depth of the course content, methodof presentation, teaching methods etc..o Learning: Evaluation on the basis of quantity of learning and time oflearning with the application of the knowledge gained through training.o Job Behaviour: Evaluation based on the manner and extent to whichthe trainee has applied his learning to his job.o Organisation: Evaluation based on the overall organisation’sincreased productivity, quality, morale, sales turnover etc..oUltimate Value: Measurement of the ultimate result of the contributionsof the training programme to the company goals like survival, growth,profitability etc..and to the individual goals like personality and socialgoals like CSR activities.