Methods of training and development for human resource manager

Methods of training and development for human resource manager MBA ENTREPRENEURSHIP

BY KUNAL AGARWAL ANURAG SINGH YADAV VAIBHAV GARG

Training And Development Training and developmentis a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It comprises of 3 things :-TrainingEducationDevelopment

1. Training- Process of transferring technical know how to employees.It increases skills.

2. Education-Increases knowledge.Helps in developing logical and understanding.

3. Development-Growth of individual in all respect.Overall growth of personality, leadership, managerial competencies etc.

Process of Training 1. Training need analysis.

2. Training design.

3. Training validation.

4. Training implementation.

5. Training evaluation.Objectives of training and development1. To improves productivity and efficiency.

2. To reduce accidents and increase safety.

3. To increase morale and motivate employees.

4. To reduce wastage and fully utilise resources.Approach Of Training And DevelopmentTraditional Approach-Organizations before never used to believe in training.They believe Managers are born and not made. Its a Costly affair and not worth.

Modern approach -Indian Organizations have realized the importance of corporate training. It increases the total output.New methods of training are design in organization.The training system in Indian Industry has been changed to create a smarter workforce and yield the best results.

METHODS OF TRAINING AND DEVELOPMENT (T&D)

Training methods can be classifiedinto two categories:On The JobOff The JobOn-the-Job Methods In this method person learnsa job by actually doing/performingit. A person works on a joband learns and develops expertise atthe same time.1. UnderstudyIn this the employee is trained by his or her supervisor. Thetrainee is attached with his or her senior and called understudyor assistant.2. Job rotationThis refers to shifting/movement of an employee from onejob to another on regular intervals.

.3.Special projectsThe trainees' may ask to work on special projects relatedwith departmental objectives. By this, the trainees will acquirethe knowledge of the assigned work and also learn how to workwith others.4.Committee assignmentIn this, the trainees become members of a committee. Thecommittee is assigned a problem to discuss and makerecommendations.5.Coaching & CounselingIn this, the supervisor or the superior acts as a guide andinstructor of the trainee. This involves extensive demonstrationand continuous critical evaluation and correction.

6.ExperienceIt refers to learning by doing. This is one of the oldest methodsof on-the-job training. Although this is very effective method butit also very time-consuming and wasteful. Thus it should befollowed by other training methods.

ADVANTAGES OF ON-THE JOB METHODSGenerally more cost effectiveLess disruptive to the business ie employees are not away from workTraining with equipments they are familiar with and people they know can help themIt is more productive11Off-the-Job MethodsThese methods require trainees to leave their workplace andconcentrate their entire time towards the training objectives.Now a days it is popular due to limitations of the on-the-job training methods.1. Special courses and lecturesVerbal presentation by an instructorlecturer should have considerable knowledge in training areaused for very large groupused in colleges&univ-application restricted in training factory employees 2. Conferences and seminarsBy attending conferences and seminars, trainees try to look at a problem from different angles as the participants are normally from different fields and sectors.

3. Selected readingThis is the self-improvement training technique. The persons acquire knowledge and awareness by reading various trade journals and magazines.

4. Case study methodwritten description of an actual case studyexcellent opportunity for individual to defend their analytical and judgemental activitieswhat situation really is? and what should be done?

5. Programmed instruction/learningThis is step-by-step self-learning method where the medium may be a textbook, computer or the internet. This is a systematic method for teaching job skills involving presenting questions or facts, allowing the person to respond and giving the learner immediate feedback on the accuracy of his or her answers."

6. Brainstormingidea generation methodcreative solution to problems.trainees should deliberately come out with different sollutions to a problem

7. Role-playingfocuses on emotional issues rather than actual onesessence of role play is to create a realistic situation as in case studyhave the trainees assume the part of specific personalities in the situation

8. Vestibule schoolsuses equipment which closely resembles the actual ones of the joba special area or room is set aside from work environmenttrainee is permitted to learn under simulated conditiondublicate facilities and trainer cost are disadvantages

9. Apprenticeship trainingThis training approach began in the Middle Ages when those who wanted to learn trade skill bound themselves to a master craftsman and worked under his guidance. Apprenticeship training is a structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training.10. In-basket exerciseIn this technique, the trainees are provided background information on a simulated firm and its products, and key personnel. After this, the trainees are provided with in-basket of memos, letters, reports, requests and other documents related with the firm. The trainee must make sense out of this mass of paperwork and prepare memos, make notes and delegate tasks within a limited time period."

11. Business gamesBusiness games involve teams of trainees. The teams discuss and analyze the problem and arrive at decisions. Generally, issues related with inventories, sales, R&D, production process, etc. are taken up for consideration.12. Behavior modelingThis is structured approach to teach specific supervisory skill. This is based on the social learning theory in which the trainee is provided with a specific model of behavior. And is informed in advance of the consequences of engaging in that type of behavior.

13. Sensitivity (T-group) trainingIn this type of training, a small group of trainees consisting of 10 to 12 persons is formed which meets in an unstructured situation. There is no set agenda or schedule or plan. The main objectives are more openness with each other, increased listening skills, trust, support, tolerance and concern for others. The trainers serve a catalytic role. The group meets in isolation without any formal agenda. There is great focus on inter-personal behavior. And, the trainer provides honest but supportive feedback to members on how they interacted with one another.14. Multiple managementThis technique of training was first introduced by McCormick, President of McCormick & co. of Baltimore in 1932. He gave the idea of establishing a junior board of directors. Authority is given to the junior board members to discuss any problem that could be discuss in senior board. And give recommendations to the senior board. Innovative and productive ideas became available for senior board.

Limitation of Training1. Costly.

2. Time consuming.

3. Everybody can't get trained.

4. It is difficult to acceess benefit of training on job performance.21THANK YOUTHANK YOU22