INTRODUCTIONTraining employees is an essentialactivity for all organizations. Trainingprovides employees with the keyknowledge and skills that they need toperform their job.All employees receive training when theyfirst join an organization or begin a newrole.Training is designed to provide the
DEVELOPMENT Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations.
DefinitionAccording to “Edwin B. Flippo;”Training is the act of increasing knowledge and skill of an employee for doing a particular job.”According to Michael Armstrong;“Training is the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.”Development is any learning activity, which is directed towards future needs rather than present needs, and which is concerned more with career growth than immediate performance.
Importance of Training Training To Employer / Management 1.Training improves the quality of production. It also reduces the volume of spoiled work and wastages of all kinds. This reduces cost of production and improves quality. 2.It reduces accidents as trained employees work systematically and avoid mistakes in the work assigned. 3.Training reduces expenditure on supervision as trained employees take interest in the work and need limited supervision and control. 4.Training brings stability to labor force by reducing turnover of managerial personnel. 5.It raises the morale of employees. 6.Training creates skilled and efficient manpower which is an asset of an industrial unit.
CONTD… 7.Training moulds attitudes of employees and develops cordial industrial relations. 8.It facilitates the introduction of new management techniques and also new production techniques including automation and computer technology. 9.Training creates a pool of trained and capable personnel from which replacements can be drawn to fill up the loss of key personnel due to retirement, etc. 10.Training provides proper guidance and instructions to newly appointed executives and assists them to adjust properly with the job and the Organization. 11.Training raises the efficiency and productivity of managers. It also improves the performance of workers due to their motivation.
Training to Managers / Employees1.Training creates a feeling of confidence among the employees. It gives personal safety and security to them at the work place.2.It develops skills which act as valuable personal assets of employees.3.Training provides opportunity for quick promotion and self-development to managers.4.Training provides attractive remuneration and other monetary benefits to employees.5.Training develops adaptability among employees. It up- dates their knowledge and skills and keeps them fresh. It actually refreshes the mental outlook of employees.6.It develops positive attitude towards work assigned and thereby creates interest and attraction for the job and the work place.7.Training creates an attitude of mutual co-operation and understanding among the managers. Such attitude is useful not only at the work place but also in the social
Training Process Determine the mission of the org Job description Training needs assessment Decide most imp objective/priorities Evaluate the curriculum Evaluate the Result of Training
Methods of ManagementDevelopment / ManagerialDevelopment For management development, several methods/techniques are used. These methods can be divided into two broad categories, namely, Internal or on the job methods, and External or off the job methods.
(A) Internal Training Methods / On-the-job Methods JOB ROTATION COACHING AND COUNSELING UNDERSTUDY ASSIGNMENT DELIGATION PROJECT ASSIGNMENT PROMOTIONS AND TRANSFERS
Advantages of “ON-THE–JOB”Methods Generally more cost effective Less disruptive to the business - i.e. employees are not away from work Training with equipment they are familiar with and people they know can help them Gain direct experience to a standard approved by the employer On the job training is also productive, as the employee is still working as they are learning
Disadvantages of “ON-THE –JOB” Methods Trainees may be given boring and repetitive tasks. Some workers may not be good at teaching their own skills , they may pass on bad work practices. The needs of the trainee may be subordinated to other priorities. Lack of available human resource.
(B) External Methods of ManagementDevelopment / Off-The-job Methods CLASS ROOM METHOD SIMULATION MANAGEMENT/BUSINESS GAMES COMMITTEES AND CONFERENCE TELEVISION AND VIDEO INSTRUCTIONS
Advantages of “OFF-THE –JOB”Methods Learn from specialists in that area of work who can provide more in-depth study Can more easily deal with groups of workers at the same time Employees respond better when taken away from pressures of working environment Workers may be able to obtain qualifications or certificates
Disadvantages of “OFF-THE–JOB” Methods The trainer should have specialised skills and knowledge to train The trainer may not be given much time to spend with the employee to teach them properly The trainer may posses bad habits and pass these on to the trainee
Types of TRAININg… INDUCTION TRAINING JOB TRAINING TRAINING FOR PROMOTION/ TRANSFER REFRESHER TRAINING CORRECTIVE TRAINING
CASE STUDY…Introduction to TCS’ TrainingMethods TCS Learning Service offers variety of training methods like: Train the Trainer Instructor Led Training (ILT) Web Based Training (WBT) Documentation and Job Aids
Train the Trainer SessionsTCS usually recommends a train-the-trainer approach for an application roll-out. Such an approach will comprise of TCS trainers explaining the working of the system to a group of individuals from the clients’ Training Department or selected from the business, who in turn will be responsible for imparting the end user training
Instructor Led Training (ILT) The ILT development process involves the following steps: Determine knowledge, skill levels, and attitudes of participants Identify Learning Objectives Design Training Outline Review Instructional Design based on Client Inputs Develop Training Elements Create Performance Assessments Content Delivery/Instructor Training
WEB BASE TRAINING ( WBT)TCS’ Approach to eLearning Development TCS’ approach to eLearning development is first to understand the learners’ needs and then assess the infrastructure at the client side; then build instructionally sound courses that are engaging and motivating. TCS will familiarize with <Client> training strategy and then align its courses to meet the strategic objectives. A subject matter expert (SME), preferably from the client side, will be required to be assigned for each course, so as to guide and review the course through all its developmental phases. The course text will be first divided into modules, sections, and
Documentation and Job Aids TCS understands that the new system has to be documented both from the point of view functional end users as well as technical staff. The ultimate goal will be to create documentation that is useful for all categories of users. The documentation will be provided to end-users in the following forms: Paper Documentation (Hard Copy) Electronic Document (PDF format) Online ◦ Help ◦ Searchable Library ◦ Content Sensitive Help ◦ Tutorial ◦ FAQ ◦ Glossary