Employee training managemen

EMPLOYEE TRAINING MANAGEMENT

BY: ROSHAN SOB 23/2/2016

EMPLOYEE TRAINING MANAGEMENT TRAINING is the systematic development of the knowledge , skills and attitudes

required by an individual to perform adequately a given task or job.

………….Training is the act of increasing knowledge and skill of an employee for doing a particular job.

…………Objectives of training: Improving performance, updating employee skills, Avoiding Managerial Obsolescence, Promotion and succession, retaining and motivating employees, create an efficient organization.

concept of Training

The act of increasing the skills of an employee for doing a particular job, and thus it’s a process of learning a sequence of programmed behaviour to do that particular job.

It is an important part of HRD. It enhances capability required to improve performance in the

present job.

Objectives of Training Increase job satisfaction and morals among employees. Increase employee motivation To increase productivity To improve quality of work life To make people ready for change Increase capacity to adopt new technologies and methods

Class notes

Benefits of Training Program

Improves morale of employees- Training helps the employee to get job security and job satisfaction. The more satisfied the employee is and the greater is his morale, the more he will contribute to organizational success and the lesser will be employee absenteeism and turnover.

Less supervision- A well trained employee will be well acquainted with the job and will need less of supervision. Thus, there will be less wastage of time and efforts.

Fewer accidents- Errors are likely to occur if the employees lack knowledge and skills required for doing a particular job. The more trained an employee is, the less are the chances of committing accidents in job and the more proficient the employee becomes.

Chances of promotion- Employees acquire skills and efficiency during training. They become more eligible for promotion. They become an asset for the organization.

Increased productivity- Training improves efficiency and productivity of employees. Well trained employees show both quantity and quality performance. There is less wastage of time, money and resources if employees are properly trained.

Methods of TrainingOn the job training-(OJT)  On the job training methods are those which are given to the employees within the

everyday working of a concern. It involves learning by doing under the supervision of an experienced employee. It is well suited to train many employees in clerical positions, production floor and workers in manual and

repetitive jobs. Most common OJT types of training include: orientation, job-instruction, internship, apprenticeship, coaching

and job rotation. Motto “Learning by doing”

I. Internship training The goal is to combine practical experience with theoretical knowledge. The trainee is interned in organizations for a specified period and works as an

employee. Students of technical and management subjects generally undergo internship

training. Allows students to achieve on-the-job training for a white-collar and

professional career. Research intern and work intern.

Off the job training-  Off the job training methods are those in which training is

provided away from the actual working condition. It is generally used in case of new employees. off the job training methods are workshops, seminars,

conferences, etc. Trainees are removed from the stresses and demands of

workplace. It includes lectures, films, TV, role plays, case studies,

simulation, computer assisted instruction and programmed instructions.

I. Classroom lectures Lecture is a verbal presentation of information by an instructor to a large audience. It can be used for very large groups (low cost). This method is mainly used in colleges and universities. But its application is restricted in training factory workers. The lecture method can be made effective if it is combined with other methods of training.

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ii) The Conference Method: A conference is a formal meeting conducted in accordance with an

organised plan, in which the organisers seek to develop knowledge and understanding by obtaining considerable participation of trainees.

A subject matter is deliberated by the participants. The trainees explain the facts, principles or concepts and discussion takes

place. The trainees pool their knowledge and try to find solution to the problem

or develop new ideas as per the inference of the discussion. This method is suitable for analysing problems and issues and examining

them from different viewpoints.

iii) Multimedia learning (This may include video and DVDs) This may include television, slides, overheads, video-types and films. These can be used to provide a wide range of realistic examples of job conditions and

situations in the condensed period of time.

class note

Issues in Conducting Training Programmes 1. Management Management of training program is a key issue in conduct of training. The specific issues

are related to organization structure and coordination of training.  2. Trainees Trainees are targets for the conduct of training programs. The key trainee-related issues

are selection of trainees and management of trainee indiscipline.   3. Trainers Trainers are key actors in the conduct of training programs. The trainer related issues are

selection of trainers, compensation to trainers and evaluation of trainers.  4. Training Methods Training methods deliver training. The key issues in training methods are type of methods

and practical touch to training. 

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5. Training Materials Training materials are important learning resources. The key issues related to training

materials are development, distribution and updating of materials.  6. Records Training records need to be carefully kept. The key issues related to development of

training information system and its safety,  7. Resources Training requires adequate financial resources. They key issues are of budget, its release

and control.  8. Evaluation Training effectiveness needs to be evaluated. The key issues are  variables for evaluation,

type of evaluation and follow-up of trainees.  

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