Importance of Industrial Training for an Employee
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Training is acquiring skills and increasing the knowledge to do a specific job. It is a continuous process and brings about changes in the behavior of the trained employees resulting ultimately increase in the performance and improvement is quality.
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3. Common training methods include on-the-job training, job instruction training, job rotation, coaching, mentoring, lectures, vestibule training, case studies, and role playing. Coaching focuses on specific issues while mentoring takes a broader long-term view.
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Importance of Industrial Training for an Employee
- 1. Importance of Industrial TrainingImportance of Industrial Training For an EmployeeFor an Employee Virendra A. Uppalwar M.Tech (Electronics & Comm. Engineering) virendrauppalwar@gmail.com
- 2. ContentsContents IMPORTANCE OF INDUSTRIAL TRAINING FOR AN EMPLOYEE OBJECTIVES, AMIS OR NEED FOR TRAINING METHODS OF TRAINING ADVANTAGES OF EMPLOYEE TRAINING TRAINING PROCEDURE SYSTEMS, FORMS OF KINDS OF TRAINING FOR DIFFERENTLEVELS OF S TA FF IN INDUSTRY CONCLUSION REFERENCES
- 3. IMPORTANCE OF INDUSTRIALIMPORTANCE OF INDUSTRIAL TRAINING FOR AN EMPLOYEETRAINING FOR AN EMPLOYEE It is necessary for giving industrial training for an employee? Training is acquiring skills and increasing the knowledge to do a specific job. It is a continuous process and brings about changes in the behavior of the trained employees resulting ultimately increase in the performance and improvement is quality. According to Edwin B. Flippo “training is the act of increasing the knowledge and skill of an employee for doing particular job”. The main object of all industrial training is to prepare people to perform efficiently their own particular tasks or to do another job equally well. Training prepares an individual so that he can accomplish his industrial task, efficiently and effectively.
- 4. OBJECTIVES, NEED FOR TRAININGOBJECTIVES, NEED FOR TRAINING To improve the performance of each employee to the highest attainable level and to develop his potential so that he can take up jobs of higher responsibility. To reduce the accident rate. To increase productively by conceptual skill, imagination and judgment of employees. To reduce labour turnover. To promote for co-operation and good relations between workers and management. To promote team work. To minimise absences. . To find out whether an employee is suitable to the job.
- 5. METHODS OF TRAININGMETHODS OF TRAINING Training methods can be grouped in some categories an various bases. For Example, Training methods can be grouped on the basis of level of personal in an organization because three categories of people operative, supervisor and management have different training needs and therefore, have different training method may be suitable for them. On the job training Method Off the Job training Methods
- 6. On the job training Method On specific Job Position Rotation Special Project Apprenticeship Vestibule School
- 7. Advantages • It is simply and inexpensive method of training. •It does not required any additional machinery for training purposes. •The worker has first hand experience with the job and learn by doing. He gets introduced very soon to the realism of the actual work situation. •It’s flexibility permits a programmed to be started and stopped at will and to be adjusted to the individual concerned. Limitation • All supervisors are not inherently successful teachers. •A trainee may not be able to learn efficiently on the production flower because of the noise and bustle of the work place. •This type of training will not produced skilled worker's a short time.
- 8. Off the Job training Methods Special Course Conference and Seminar Role playing Management Games Brain Storming
- 9. ADVANTAGES OF EMPLOYEEADVANTAGES OF EMPLOYEE TRAININGTRAINING Increase productivity Fast production rate and improved product quality Reduce supervision of employees Reduce accidents Less fatigue to workers Increased labour efficiency Reduce scrap rate
- 10. TRAINING PROCEDURETRAINING PROCEDURE Process of training are: Make the instructor ready to teach Get the trainee ready to learn Demonstrate the method of doing the job Lets the trainee to try the operation himself
- 11. SYSTEMS, FORMS OF KINDS OFSYSTEMS, FORMS OF KINDS OF TRAINING FORTRAINING FOR DIFFERENTLEVELS OF STA FF IN INDUSTRYDIFFERENTLEVELS OF STA FF IN INDUSTRY STAFFSTAFF TYPE OF TRAININGTYPE OF TRAINING Workers or operatorsWorkers or operators trainingtraining 1 .induction and orientation.1 .induction and orientation. 2.By skilled and old workers.2.By skilled and old workers. 3.On the job training.3.On the job training. 4.Apprentice training.4.Apprentice training. 5. Vestibule schools.5. Vestibule schools. Foreman or supervisorForeman or supervisor trainingtraining 1 induction.1 induction. 2.Lectures.2.Lectures. 3.Written material (instruction)3.Written material (instruction) 4. Conferences.4. Conferences. 5.Training within industry5.Training within industry
- 12. STAFFSTAFF TYPE OF TRAININGTYPE OF TRAINING Executives training andExecutives training and developmentdevelopment 1 .Management induction.1 .Management induction. 2.On the job experience,2.On the job experience, coaching and under study.coaching and under study. 3.Conferences.3.Conferences. 4. Meetings.4. Meetings. 5.Special projects.5.Special projects. 6Committèe assignments.6Committèe assignments. 7.Selective reading.7.Selective reading. 8.Special courses and classes.8.Special courses and classes.
- 13. CONCLUSIONCONCLUSION Thus every industrial organization realize the need of training the recruits before putting them on a new job: “If there is no planned training programmers the employees train themselves by trial and or by observing others, this not only results in higher training cost ( because of more work spoilage and scrap rate )the learning period get consider lengthened and even then employee is not able to learn the best operating method. We must keep in mind the people dimension, which includes the consideration of such things as personal benefit, quality of life and ethics”.
- 14. BIBLIOGRAPHYBIBLIOGRAPHY 1)Industrial organization and engineering economics – T. R. BANGA S. C. SHARMA 2) Industrial engineering and management 0. P. KHANNA 3) Magazine -Business Development
- 15. Designed by : Virendra Uppalwar