Employee training & development


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Employee training & development

  2. 2. EMPLOYEE TRAINING & DEVELOPMENT Employee Training and Development is essential to the ongoing success of every organization.  Although technology and the internet have enabled global collaboration and competition, people are the organization’s competitive advantage.  Employee training and development enables employees to develop skills and competencies necessary to enhance bottom-line results for their organization.  Employee Training and Development is a key ingredient in performance improvement. However, the first step in designing an employee training and development program is to identify the training needs. The training needs are based on what is needed to achieve the organization’s strategic objectives.
  3. 3. TRAINING
  4. 4. TRAINING Training is a systematic process through which an organization’s human resources gain knowledge and develop skills by instruction and practical activities that result in improved corporate performance. According to EDWIN B. FLIPPO, “Training is the set of increasing the knowledge and skills of an employee for doing a particular job”.
  5. 5. NEED FOR TRAINING The need for training arises because of the following reasons:1.CHANGING TECHNOLOGY:-Technology is changing at a fast place. The workers must learn new techniques to make use of advanced technology. Thus, training should be treated as a continuous process to update the employees in new methods & practices. 2.QUALITY CONSCIOUS CUSTOMERS:- The customers have become quality conscious & their requirements keep on changing . To satisfy the customers, quality of products must be improved through training of workers. GREATER PRODUCTIVITY:- It is essential to increase productivity &reduce cost of production for meeting competition in the market. Effective training can help increase productivity of the workers.
  6. 6. 4. STABLE WORKFORCE:- Training creates a feeling of confidence in the minds of the workers. It gives them at the work place. As a result, labour turnover & absenteeism rates are reduced. 5. INCREASED SAFETY:- Trained workers handle the machines safely. They also know the use of various safety devices in the factory. Thus, they are less prone to industrial accidents. 6. BETTER MANAGEMENT:-Training can be used as an effective tool of planning and control. It develops skills among workers for the future and also prepares them for promotion. It also helps to increase productivity and quality.
  7. 7. OBJECTIVES OF TRAINING Objectives of training methods can be determined generally as below. a) Increase job satisfaction and morals among employees b) Increase employee motivation c) Increase efficiencies in processes, resulting in financial gain d) Increase capacity to adopt new technologies and methods e) Increase innovation in strategies and products f) Reduce employee turnover
  8. 8. g) Enhance company image, e.g., conducting ethics training (not a good reason for ethics training)
  9. 9. WHAT CAN TRAINING DO FOR EMPLOYEES CONFIDENCE:-Training creates a feeling of confidence in the minds of workers. It gives a feeling of safety & security to them at the work place. NEW SKILLS:- Training develops skills which serves as a valuable personal asset of a worker. It remains permanently with the worker himself. PROMOTION:- Training provides opportunity for quick promotion &self-development. HIGHER EARNINGS:-Training helps in earning higher remuneration & other monetary benefits to the workers as their productivity is increased.
  10. 10. ADAPTABILITY:- Training develops adaptability among workers. They don’t worry when work procedures & methods are changed. INCREASED SAFETY:-Trained workers handle the machines safely. They also know the use of various safety devices in the factory,. Thus, they are less prone to accidents.
  12. 12. MANAGEMENT OR EMPLOYEE DEVEOPMENT “Management development is the process by which managers acquire not only skills and competencies in their present jobs but also capabilities for future managerial tasks of increasing difficulty& scope.” It includes “all those activities and programmes which have substantial influence on changing the capacity of the individual to perform his present assignment better & in so doing are likely to increase his potential for future management assignment”
  13. 13. NATURE &CHARACTERISTICS OF EMPLOYEE DEVELOPMENT 1. BEHAVORIAL CHANGE:-The management development process focuses on the change in manager's behavior. This change implies that there will be a change in knowledge and attitude of managers going under development programs.   2. EDUCATION PROCESS:-Management development is an educational process rather than training. It focuses on overall personality development. The potential managers required to have knowledge about business, environment, management principles and techniques, human relations, specific industry analysis and so on, which is possible through a continuous development process.
  14. 14. 3.SELF DEVELOPMENT :-Managers develop themselves by participating in the management development programs organized by the company. Through the actual job performance they can obtain real and authentic job experience. But the managers should be motivated for self development and learning activity as the company can merely provide such opportunities. It means, the real inspiration of self development should arise from the individuals.   4. CONTINUOUS PROCESS:-Management development is a continuous process which begins by looking after the organization's objectives, moves through the assessment of current management process, and finally completes with the evaluation of the changed behavior. However, this process goes continuously as the demand for development.  
  15. 15. TYPES OF TRAINING&DEVELOPMENT There are different types of training & development programmes which are as follows:1.INDUCTION OR ORIENTATION TRAINING:- Induction is concerned with introducing & its procedure s,rules &regulations. Employee orientation or induction training is nothing but introduction of the organisation to the newly employed person. The purpose is to give a ‘bird’s eye view’ of the organisation where he has to work. It is a very short informative training given immediately after recruitment. It creates a feeling of involvement in the minds of newly appointed employees. 2.JOB TRAINING:- Job training relates to a specific job which the worker has to handle about machines,process of production,and so on. It develop skills & confidence among workers &enables them to perform the job efficiently.
  16. 16. 3.APPRENTICESHIP TRAINING:- It tends more towards education them merely on the vocational training. Under this both knowledge &skills in doing a job or a series of related jobs are involved. In india, there are so many ‘earn when you learn’ schemes both in a private as well as public sector undertakings. This training is desirable in industries which require a constant flow of new employees expected to become all round craftsmen. It is very prevalent in printing trades,building &construction and crafts like mechanics,electricians,weldres etc. 4.INTERNSHIP TRAINING:- Under this method ,the educational or vocational institute enters into arrangement with an industrial enterprise for providing practical knowledge to its students. Internship training is usually meant for such vocations where advanced theoretical knowledge is to be backed up by practical experience on the job.
  17. 17. For example:- Engineering students are sent back to big industrial enterprise for gaining practical work experience &medical students are sent to hospitals to get practical knowledge. 5.REFRESHER TRAINING OR RETRAINING:- As the name implies, the refresher training is meant for the old employees of the enterprise. The basic purpose of refresher training is to acquaint the existing workforce with the latest method of performing their job & improve their efficiency further. 6.TRAINING FOR PROMOTION:- The purpose of training for promotion is to develop the existing employees to make them fit for undertaking higher job responsibilities. This serves as a motivating force to their employees.
  18. 18. METHODS OF TRAINING & DEVELOPMENT 1. ON THE JOB TRAINING:-On the job training methods are by far the most commonly used in training for all levels of personnel. The object of on the job training is to bring the employees to at least a minimum acceptable standard of performance in the shortest possible Time.. Various methods of on the job training are as follows:-  COACHING:-On-the-job coaching by a superior is an important and potentially effective approach if superior is properly trained and oriented. The technique involves direct personnel instruction and guidance, usually, with extensive demonstration and continuous critical evaluation and correction. The advantage is increased motivation for the trainee .
  19. 19. UNDERSTUDY:- The understudy method makes the trainee an assistant to the current job holder. The trainee learns by experience, observation and imitation. If decisions are discussed with the under study, he can become informed the policies and theories involved. The advantage of this method is that training is conducted in a practical and realistic situation. SPECIAL PROJECTS:-This is a very flexible training device. Such special project assignments grow ordinarily out of an individual analysis of weaknesses. The trainee may be asked to perform special assignment; thereby he learns the work procedure. Trainees not only acquire knowledge about the assigned activities, but also learn how to work with others. SELECTIVE READING:-Individuals in the organisation can gather and advance their knowledge and background through selective reading. The reading may include professional journals and books.
  20. 20. Various business organisations maintain libraries for their own executives.This is a good method for assimilating knowledge. 2. OFF-THE JOB TRAINING:- In these methods, trainees have to leave their workplace and devote their entire time to the development objective. In these methods development of trainees is primary and any usable work produced during training is secondary. Following training techniques are used off-the-job.  SPECIAL LECTURES CUM DISCUSSIONS:- Training through special lectures is also known as ‘class-room training’. It is more associated with imparting knowledge than with skills. The lecture method can be used for providing instructions to large groups. Thus ,the cost per trainee is low.  CONFERENCE TRAINING:- In this method, the participants pool their ideas and experience in attempting to arrive at improved methods of dealing with the problems which are common subject of discussion.Conferences may include buzz
  21. 21. sessions that divide conferences into small groups. These small groups then report back to the whole conference with their conclusions or questions. Conference method allows the trainees to look at the problem from a broader angle. • CASE STUDY:-This technique, which has been developed and popularised by the Harvard Business School, U.S.A. is one of the most common form of training. A case is a written account of a trained reporter or analyst seeking to describe an actual situation. This method increases the trainee's power of observation, helping him to ask better questions and to look for a broader range of problems.
  22. 22. LABORATORY TRAINING:- Laboratory training adds to conventional training by providing situations in which the trainees themselves experience through their own interaction some of the conditions they are talking about. Laboratory training is more concerned about changing individual behaviour and attitude. It is generally more successful in changing job performance than conventional training methods.
  23. 23. BENEFITS OF TRAINING AND DEVELOPMENT Workers are helped to focus, and priority is placed on empowering employees. Productivity is increased, positively affecting the bottom line. Employee confidence is built, keeping and developing key performers, enabling team development and contributing to better team/organisation morale.  Employees are kept current on new job-related information, thereby contributing significantly to better customer service. Employees are updated on new and enhanced skills, with a view to aligning them to business goals and objectives. After a downsizing, remaining workers are given the technical and management skills to handle increased workloads.
  24. 24. Job satisfaction, employee motivation and morale are increased, reducing employee turnover. Processes increase in efficiency, resulting in financial gain. Companies with business problems are given a fresh or unbiased professional opinion or exploration, evaluation, or critique.
  25. 25. EMPLOYEE TRAINING & DEVELOPMENT Training and development are often initiated for an employee or a group of employees in order to:  Relevantly remain in business. Create a pool of readily available and adequate replacements for personnel who may leave or move up in the organisation. Enhance the company’s ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. Build a more efficient, effective and highly motivated team, which enhances the company’s competitive position and improves employee morale. Ensure adequate human resources for expansion into new programs. Pilot or test the operation of a new performance management system.
  26. 26. DIFFERENCE BETWEEN TRAINING DEVELOPMENT 1.Training means learning skills 1.Development means the growth &knowledge for doing a particular of an employee in all respects. It job. It increases job skills. shapes attitudes. 2.The term ‘training’ is generally used to denote imparting specific skills among operative workers &employees. 3.Training has a short term perspectives. 2.The term ‘development’ is associated with the overall growth of the executives. 3.Development has a long term perspectives. 4. Development is career-centered in nature. 4.Training is job-centered in nature. 5.The role of trainer is very important in training. 5.All development is ‘self development’. The executive has to be internally motivated for self development.
  27. 27. THANK YOU