Training Management - useful material for trainers and H.R. professionals. This material may benefit to the organizations and trainers. This is basic course about the trainers skills. It will definitely enhance the competencies of trainers and H.R. Professionals who want to improve their Training process.

1. Training
Management
By
Rajendra Singh
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2. Meaning
of
Training
• Training is the process through which employees are made
capable of doing the jobs prescribed or assigned or to be
assigned.
• According to Flippo, “Training is the act of increasing the
knowledge and skills of an employees for doing a
particular job”.
• According to Dale Yoder, “Training is the process by
which man-power is filled for the particular jobs it is to
perform”.
• Beach says, “Training is the organised procedure by
which people learn knowledge and skills for a definite
purpose”.
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3. Training process
ADDIE
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4. Objectives / Benefits of Training
1. Better Performance: (Results, Learning, Behaviour &
Reaction)
2. Creating belongingness towards the organization /
assignments
3. Reduction in Cost Production:
4. Reduced Supervision:
5. Increased morale:
6. Organisational Stability and Flexibility:
7. Employees Development & Growth:
8. Reduction in Accidents
9. Quality improvement
10. Waste controls etc.
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5. Limitations of Training
1. Training is a costly affair and expensive process
2. Training may result in dislocation of work and loss of
output
3. Participants are not interested,
4. HoDs are not interested to spare their subordinates for
training,
5. Locational constants to participate,
6. Planning – if not done in advance etc. 5

6. Training as learning process -
characteristics
1. Learning is a continuous process
2. People learn through their actual personal experience, simulated
experience and from others’ experience
3. People learn step by step, from known to unknown and simple to
complex
4. There is a need for repetition to learn perfectly
5. Practice makes man perfect. Hence, opportunity should be erected to use
and transfer skills, knowledge and abilities acquired through learning.
6. Conflict in learning arises when the trainer knows or has developed
some habits which are incorrect in terms of the method being learned.
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7. Difficulties in Training / learning
1. Lack of knowledge, skill and favourable attitude
2. Knowledge and skills not being applied
3. Existence of anti-learning factors
4. Psychological problems like fear end shyness
5. Durability to transfer of learning to operational
situation
6. Heavy dependence on repetition, demonstration
and practice
7. Unwilling to change
8. Lack of interest about the knowledge of results
9. Absence of self-motivation
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8. Principles of
Training
1. Designed to achieve pre-determined objectives
2. Less-expensive
3. Developed for all
4. Pre-planned and well organised
5. According to size, nature and financial position
of the concern
6. Flexible
7. Conducted by an experienced faculty
8. Coverage of theoretical as well as practical
aspects
9. Interests of executives and employees
10.More than one method
11.Training followed by reward
12.Sufficient time for practice
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9. Steps to organize the training –
class room
1. Identify training needs
2. Prepare training calendar / schedule
3. Prepare check list
4. Fix the duration / timing / date for the training
5. Decide the Trainer
6. Decide the Venue
7. List of Participants
8. Finalize the Training material / Kit
9. Interact with the Trainer 9

10. Steps to organize the training –
class room
10. Logistics / lodging & boarding for trainer
11. Banner / Digital Screen
12. Training adds e.g. LED / LCD Projector, White Board, Marker Pend,
duster, audio visuals
13. Finalization of invitees during inauguration & invitation
14. Attendance of participants
15. Introduction of the participants
16. Imparting training
17. Trainees / Trainers feedback 10

11. Causes of Failure of Training
1. Top management does not have complete faith basically in HRD philosophy and has
little confidence in training as an important method for ensuring development of
human resources.
2. The training objectives or not clear, specific and not understood by all.
3. Training policy is not clear, lacks comprehensiveness and does not have proper
linkage with other HRD policies.
4. Organisational arrangements, budgetary allocations, staff resources, aids, etc. are
not adequate and properly placed
5. Training staff lacks coordination with other staff and personnel 11

12. Causes of Failure of Training
6. In various aspects relating to training, such as identification of
needs, selection of trainees, sponsoring candidates for training, using
trainees on the job etc., there is not adequate seriousness to ensure
effectiveness of training
7. In conducting training activity, absence seriousness to involve the
trainees in learning affects the training outcome. Besides, lack of
expertise in using the methods, aids, resources, etc. hampers the
expected results.
8. Lack of efforts to make better utilisation of the trainees and
unfavourable environment to the trainees in applying their enhanced
abilities and in rewarding their improved performance.
9. Lack of evaluation of training at various stages. The outcomes of
training programmes are not monitored.
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13. For training programmes
on these type of topics
please contact
Mobile : 9760244468
Email : Rajendra_singh64@rediffmail.com
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