v
TRAINING AND DEVELOPMENT
v
MEANING AND DEFINITION OF TRAINING
◦
TRAINING IS THE ACT OF INCREASING THE KNOWLEDGE
AND SKILL OF AN EMPLOYEE FOR DOING A PARTICULAR JOB.IT CONSTITUTE A BASIC
CONCEPT IN HUMAN RESOURCE DEVELOPMENT. IT IS CONCERNED WITH DEVELOPING A
PARTICULAR SKILL TO A DESIRED STANDARD BY GIVING TRAINING.
◦
EDWIN B ,FLIPPO,” TRAINING IS AN ACT OF
INCREASING THE KNOWLEDGE AND SKILL OF AN EMPLOYEE FOR DOING A PARTICULAR JOB.
◦
DALE S BEACH,” TRAINING IS THE ORGANIZED
PROCEDURE BY WHICH PEOPLE LEARN KNOWLEDGE OR SKILL FOR DEFINITE PURPOSE.
◦
FEATURES OF TRAINING
I.
CLEAR CUT OBJECTIVE AND SCOPE
II.
THE TRAINING TECHNIQUES ARE DIRECTLY RELATED
WITH NEED AND OBJECTIVE OF THE ORGANIZATION
III.
LEARNING IN PLANNED WAY
IV.
CONDUCTED IN THE ACTUAL JOB ENVIRONMENT
V.
EMPOWERMENT TO THE EMPLOYEE BY ENHANCING THEIR
SKILL
VI.
LEADS TO GROWTH AND DEVELOPMENT
VII.
REMOVING MENTAL BLOCKS
v
THE OBJECTIVE OF TRAINING
I.
TO PROVIDE JOB RELATED SKILL AND KNOWLEDGE TO
EMPLOYEES
II.
TO DEVELOP SKILL AMONG WORKERS IN SYSTEMATIC
AND PLANNED WAY
III.
TO BRING ABOUT CHANGE IN THE ATTITUDE OF
WORKERS
IV.
TO IMPROVE THE PRODUCTIVITY AND EFFICIENCY
V.
TO REDUCE THE NUMBER OF ACCIDENTS BY PROVIDING
SAFETY TRAINING TO THE WORKERS
VI.
TO USE THE RESOURCES OPTIMUM
VII.
TO MAKE THE WORKERS MORE PRODUCTIVE AND ENHANCEMENT OF CAREER GROWTH OPPORTUNITIES
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NEED AND IMPORTANCE
I.
HIGHER PRODUCTIVITY
II.
QUALITY IMPROVEMENT
III.
REDUCTION OF LEARNING TIME
IV. INDUSTRIAL SAFETY
V.
REDUCTION OF TURNOVER AND
VI.
TECHNOLOGY ADVANCEMENT
VII.
EFFECTIVE MANAGEMENT
v
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
◦
TRAINING IS A PROGRAM ORGANIZED BY THE
ORGANIZATION TO DEVELOP KNOWLEDGE AND SKILLS IN THE EMPLOYEES AS PER THE
REQUIRMENT OF THE JOB.
◦
DEVELOPMENT IS AN ORGANIZED ACTIVITY IN WHICH
THE MANPOWER OF THE ORGANIZATION LEARN AND GROW. IT IS SELF ASSESSMENT ACT
◦
TRAINING,THE EMPLOYEES ARE IMPARTED TECHNICAL
KNOWLEDGE AND SKILL RELATED JOB TO THE PARTICULAR JOB. AND IT IS SHORT TERM
◦
DEVELOPMENT IS A SORT OF EDUCATION PROCESS
WHICH FOCUSES ON THE GROWTH AND MATURITY OF THE MANAGERIAL PERSONNEL. AND IT IS
LONG RUN AND HERE THE FOCUS IS ON THE LONG RUN
v DIFFERENCE
BETWEEN EDUCATION AND TRAINING
◦
TRAINING IS THE PROCESS OF INCULCATING SPECIFIC
SKILL IN PERSON AND IT IS A METHOD OF SKILL AND DEVLOPMENT AND IT HAS PRACTICAL
ORIENTATION AND ITS SCOPE IS NARROW AND IT INVOLVES JOB EXPERIENCE AND IT
PREPARE FOR PRESENT JOB AND FOCUS IS TO IMPROVE PERFORMANCE AND PRODUCTIVITY
◦
EDUCATION WHICH IS PROCESS OF SYSTEMATIC
LEARNING SOMETHING IN AN INSTITUTION THAT DEVELOPS A SENSE OF JUDGMENT AND
REASONING IN EMPLOYEES.
◦
IT IS OFFERED TO ALL EMPLOYEES EQUALLY.HERE
EMPHASIS IS ON THEORETICAL ORIENTATION AND ITS SCOPE IS WIDE. GENERALLY IT IS
CLASSROOM LEARNING
v
INPUTS
I.
SKILL
II.
ATTITUDE
III. KNOWLEDGE
v
PRINCIPLES OF TRAINING
I.
PRINCIPLE OF GOAL SETTING
II.
PRINCIPLE OF INDIVIDUALITY
III.
PRINCIPLE OF PRACTICE
IV.
PRINCIPLE OF FEED BACK
V.
PRINCIPLE OF MEANINGFUL
VI.
PRINCIPLE OF SPECIFICITY
VII.
PRINCIPLE OF ADAPTION
VIII.
PRINCIPLE OF VARIATION
v
TRAINING CYCLE OR PROCESS
- IDENTIFICATION OF TRAINING NEEDS
- DEVELOPMENT OF TRAINING PROGRAMS
- DELIVERING OF TRAINING
- EVALUATION
METHODS OF TRAINING
◦
ON THE JOB
◦
OFF THE JOB
v
ON THE JOB TRAINING METHODS
◦
IT IS A TYPE OF TRAINING METHOD IN WHICH
TRAINEE ARE TAUGHT TO PERFORM THEIR JOB IN THE ACTUAL JOB SETTING. IT IS
SUITABLE TO TECHNICAL AND SCIENTIST.
◦
MERITS:-
I.
FLEXIBLE METHOD
II.
LESS EXPENSIVE
III.
TRAINEE IS HIGHLY MOTIVATED
v
ON THE JOB TRAINING METHODS
I.
JOB ROTATION:-INVOLVES MOVEMENT OF TRAINEE
FROM ONE JOB TO ANOTHER GAIN KNOWLEDGE AND EXPERIENCE FROM DIFFERENT JOB
ASSIGNMENT
II.
COACHING:-THE TRAINEE IS PLACED UNDER A
PARTICULAR SUPERVISOR WHO FUNCTION AS COACH AND PROVIDE FEED BACK TO THE
TRAINEE
III.
JOB INSTRUCTIONS:- TRAINERS TEACHES THE TRAINEE
STEP BY STEP AND IN CASE OF MISTAKE CORRECT
IV.
COMMITTEE ASSIGNMENT:-A GROUP OF TRAINEE ARE
ASKED TO SOLVE A GIVEN ORGANIZATIONAL
PROBLEM BY DISCUSSING THE PROBLEM
V.
INTERNSHIP TRAINING:-
VI.
MENTORING
v
OFF THE JOB TRAINING
◦
HERE THE PRINCIPLE OF LEARNING IS BY
ACQUIRING KNOWLEDGE RATHER BY DOING
◦
EMPLOYEES ARE TRAINED AWAY FROM THE ACTUAL
PERFORMANCE SO THAT THE MAY BE FREE FROM THE JOB PRESSURE AND JOB DEMANDS
v
OFF THE JOB TRAINING
- CASE STUDY METHOD:- DEALS WITH ANY PROBLEM FACED BY BUSINESS WHICH CAN
BE SOLVED BY AN EMPLOYEE. THE TRAINEE IS GIVEN AN OPPORTUNITY TO ANALYSE
THE CASE AND COME OUT WITH ALL POSSIBLE SOLUTION. IT WILL ENHANCE ANALYTIC
AND CRITICAL THINKING.
- INCIDENT METHOD:-INCIDENTS ARE PREPARED ON THE BASIS OF ACTUAL
SITUATIONS AND EMPLOYEES ARE ASKED HOW TO HANDLE THEM AND MAKE
- ROLE PLAY:- ALSO A PROBLEM
SITUATION IS SIMULATED ASKING THE EMPLOYEE TO ASSUME THE ROLE OF A
PARTICULAR PERSON IN THE SITUATION. THE PARTICIPANT INTERACTS WITH OTHER
PARTICIPANTS ASSUMING DIFFERENT ROLES.
- IN BASKET METHOD:-GIVEN INFORMATION ABOUT AN IMAGINARY COMPANY,ITS
ACTIVITIES AND PRODUCTS ETC. THE TRAINEE HAS TO MAKE NOTES,DELEGATES TASKS
AND PREPARE SCHEDULE WITH IN A SPECIFIED TIME.
- LECTURES: SUITABLE METHOD WHEN THE NUMBER OF TRAINEES ARE QUITE
LARGE.CONCEPTS AND PRINCIPLES ARE EXPLAINED AND DOUBTS ARE TAKEN
- CONFERENCE:-MUTUAL PROBLEMS ARE DISCUSS AND PARTICIPANT POOL THEIR
IDEAS AND EXPERIENCE IN FINDING SOLUTIONS
- GROUP DISCUSSION:-IS A FORM OF CONVERSATION IN WHICH SEVERAL MEMBERS OF
GROUP PARTICIPATE AND EXPRESS THEIR VIEWS ON A SUBJECT OF A CONTROVERSIAL
NATURE
- SIMULATION:- REAL LIFE SITUATIONS WITH TRAINEE MAKING DECISIONS RESULTING IN OUTCOMES THAT SHOWS WHAT WOULD HAPPEN ON THE JOB.
- BRAIN STORMING
v
CHALLENGES IN TRAINING
I.
LACK OF TOP MGMT COMMITMENT
II.
TIME CONSUMING AND COSTLY AFFAIR
III.
TRAINED EMPLOYEE WILL BE ATTRACTED BY THE
COMPETITOR
IV.
LACK OF GOOD TRAINERS
V.
NO INTEREST ON THE PART OF THE EMPLOYEE
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