A SHORT STORY There lived two woodcutters, Rahim and Rahman They earned barely enough to survive Their earning was merely hand to mouth
A SHORT STORY One sunny day, the woodcutters having lunch A beggar comes to them Rahim wanted to offer the share of his lunch Rahman stopped Rahim and offerred the job to beggar
A SHORT STORY Rahman offered his axe to beggar and tought how to cut the wood beggar mutter angrily: " It would have been so much simpler if these men had been generous by sharing their food” In the mean time, a person stepped out and purchased the whole bundle of wood
A SHORT STORY Rahman told Rahim, " Had you given the beggar some food, he would have eaten it quickly and would have been again hungry tonight. By teaching him how to start his own trade in firewood, we have both taught him a skill, which will last him a lifetime. Now he will never go hungry again
A SHORT STORY As a very famous saying goes," Dont give them fish but teach them how to catch the fish. "
Training is expensive.Without training it is more expensive Nehru
TRAINING A learning experience in that it seeks a relatively permanent change in an individual that will improve his/ her ability to perform on the job. It involves changing of - Skills - Attitude - Knowledge
DEVELOPMENT More future oriented and more concerned with education than is training It focuses on the personal growth & on Analytical Skills Conceptual Human
‘T’ AND ‘D’ Training is the formal and systematic modification of behavior Development is any learning activity, which is directed towards future and needs
TRAINING, DEVELOPMENT, AND EDUCATION Training is the acquisition of technology permits employees to perform their present job to standards Development is training people to acquire new horizons, technologies, or viewpoints.
TRAINING, DEVELOPMENT, AND EDUCATION Education is training people to do a different job. It is often given to people who have been identified as being promotable with potential.
PURPOSE OF TRAINING To increase productivity and quality To promote versatility and adaptability to new methods To reduce the number of accidents
PURPOSE OF TRAINING To reduce labour turnover To increase job satisfaction To increase efficiency
WHEN DOES THE NEED FOR TRAINING ARISE? installation of new equipment/ techniques A change in working methods A realization that performance is inadequate
WHEN DOES THE NEED FOR TRAINING ARISE? A desire to reduce the scrap and improve quality An increase in the number of accidents Promotion or transfer of individual employees.
ADVANTAGES OF TRAINING1. Leads to improved profitability and/or more positive attitudes toward profits orientation2. Improves the job knowledge and skills at all levels of the organization3. Improves the morale of the workforce4. Helps people identify with organizational goals5. Helps create a better corporate image
ADVANTAGES OF TRAINING6. Fasters authentically, openness and trust7. Improves the relationship between boss and subordinate8. Aids in organizational development9. Learns from the trainee10. Helps prepare guidelines for work
DISADVANTAGES OF TRAINING - DEBATABLE1. Can be a financial drain on resources; expensive development and testing, expensive to operate2. Often takes people away from their job for varying periods of time3. Equips staff to leave for a better job4. Bad habits passed on5. Narrow experience
AREAS OF TRAININGThe Areas of Training in which training is offered may beclassified into the following categories:Knowledge Here the trainee learns about a set of rulesand regulations about the job, the staff and the productsor services offered by the company.The aim is to make the new employee fully aware of whatgoes inside and outside the company. Technical Skills The employee is taught a specific skill(e.g., operating a machine and handling computer) so thathe can acquire that skill and contribute meaningfully.
AREAS OF TRAINING Social Skills The employee is made to learn about himself and other, develop a right mental attitude, towards the job, colleagues and the company. The principal focus is on teaching the employee how to be a team member and get ahead. Techniques This involves the application of knowledge and skill to various on-the-job situations. In addition to improving the skills and knowledge of employees, training aims at clouding employee attitudes: When administered properly, a training programme. It will go a long way in obtaining employee loyalty, support and commitment to company activities.
ISSUES IN EMPLOYEE TRAINING Communications: The increasing diversity of todays workforce brings a wide variety of languages and customs Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks Customer service: Increased competition in todays global marketplace makes it critical that employees understand and meet the needs of customers Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity
ISSUES IN EMPLOYEETRAINING Ethics Human relations Quality initiatives Safety
TRAINING PROCESS Steps in the Training Process 1. Organizational objectives 2. Assessment of Training needs 3. Establishment of Training goals 4. Devising training programme 5. Implementation of training programme 6. Evaluation of results
ORGANIZATIONALOBJECTIVES & STRATEGIES The first step in the training process in an organization is the assessment of its objectives and strategies. Needs Assessment
T&D Increases job It shapes attitude – skills- specific skills overall growth Short term Long term perspective perspective Job centered Career Centered The role of a Internally motivated trainer is very for self important development
TYPES OF TRAINING On the job: Apprentice Job rotation Committee assign Off the job: Vestibule Role playing Lecture Case discussion Programmed inst
DEVELOPMENT PROGRAMS Decision making: In basket Business games Case studies Interpersonal: TA Role play Sensitivity Behaviour Organisational: Position rotation Multiple mgmt
WHY T & D No one is a perfect fit at the time of hiring and some training & development must take place. Planned development programs will return values to the organization in terms of : increased productivity reduced costs MoraleFlexibility to adapt to changing requirements
Moulds employees’ attitude Helps them achieve better co-operation Creates greater loyalty to the orgn Reduces wastage and spoilage Reduces constant supervision Improves quality
Training Paradox Train people to the point where you may lose them,and then you won’t lose them.
Responsible for Training Top Mgmt – Frames the Trg policy HT Dept – plans, establishes and evaluates Supervisors – implement and apply development procedure Employees – provide feedback, revision and suggestions