Introduction Trainining

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Introduction

Every organisation needs to have a well trained and experienced people to

perform those activities that have to be done . In a rapidly changing society,

employee training and development or not only and the activities that isdesireable but also an activity must commit resource to if it is to maintain a

vaiable and knowledge work force.

DEFINITION:

Training is an act of increasing the knowledge and skills of an employe for doing a

particular job

Edwin B.Fillippo

The term training is used to indicate only process by which the attitude,skills and

abilities of an employee to perform specific job.

Michel J. Jucles

MEANING

Training is an act of increasing the knowledge and skills of an employee for

performing the job assigned to him. It is a short term process . After the employeeis selected , placed and introduced in an organisation he must be provided with

training facilities so that he can perform his job efficiently

NEED FOR TRAINING

Training need = standard performance actual performance

We can make a distinction among training education and development. Such

distinction enables us to acquire a better perception about the meaning of the

terms

Training aswas stated earlier, refers to the process of imparting specific goals.

Education, on the other hand, is confined to the theorectical learning in

classrooms


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Development refers to the learning opportunites desinged to help employee

grow

IMPORTANCE OF TRAINING

Training is crucial for the organisational development and success. It is fruitful to

both employers and employees of an organisation An employee will become

more efficient and productive if he is trained well.

OBJECTIVES OF TRAINING

Training is mainly job-oriented.

To impart the basic knowledge and skill to the new entrants and enablethem to perform their jobs well.

To teach the employees the new techniques and ways of performing thejobs and operations.

To prepare the employees for higher level task and build up a second line ofcompetent officers

Improve the efficiency of work force

Make workers multi-skilled and flexible Introducing a new process or new machinary Reduce wastage of material and time Adapt to changesBENEFITS OF TRAINING PROGRAMME

A well-planned and executed Training Programme can provide the following

development

Higher productivity and profitability. Better quality of work and best work methods. Less wastage of time during the learning period. Improves high morale among the employees


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Personal growth of individuals. Low accident rates. Improves employer employee relations.

METHODS OF TRAINING

The most widely used methods of training used by organization are classified into

two categories:

ON THE JOB TRAINING OFF THE JOB TRAININGON THE JOB TRAINING

It is given at the work place by superior in relatively short period of the time

This type of training is cheaper & less time consuming . This Training can be

imparted by basically four methods:-

COACHING is learning by doing . In this the superior guides his sub-ordinates and gives him /her job instructions. The superior points out the

mistakes & gives suggestions for improvement

Job rotation In this method, the trainees moves from one job toanother, so that he/she should be able to perform all types of jobs.

E g. In banking industry, employees are trained for both back-end and

front-end jobs. In case of emergency,(absenteeism or resignation), any

employee would be able to perform any type of job.

MENTORINGA mentor can tutor others in their learning.Mentors help employees solve problem both through training them in

skill and through modeling effective attitudes and behaviors. This

system is sometimesIS known as buddy system

APPRENTICESHIP


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Apprenticeship training can be traced back to medieval times when those

intended on learning trade skill bound themselves to master craftsman to

learn by doing the work under the guidance. In earlier period, apprenticeship

was not artisan but was used in training for the professions including

medicine law dentistry and teaching

OFF THE JOB TRAINING

CONFERENCES:- This approach is well adapted to convey specific information

rules procedures or methods. This method is useful, where the information is to

be shared among a large number of trainees. The cost per trainee is low in this

method

VESTIBULE TRAINING:- Employees learn their jobs on the equipment they will be

using but the training is conducted away from the actual work floor. While

expensive Vestibule training allows employees to get a full feel for doing task

without real world pressures. Additionally, it minimise the probles of transferring

learning to the job

ROLE PLAY :- Its just acting out a given role as in a stage play. In this method of

training the trainees are required to enact defined role on the basis of oral orwritten description of a particular situation

ASSESSMENT OF TRAINING NEEDS

Training activities must be related to the specific needs of the organization and

the individual employees. A Training Programme should be launched only after

the training needs are assessed clearly and specifically.

The effectiveness of a Training Programme can be judged only with the help of

training needs identified in advance. In order to identify the training needs, a gap

between the existing and required levels of knowledge, skills, performance and


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aptitudes should be specific. The problem areas that can be resolved through

training should also be identified.

Training needs can be identified through the following types of analysis:

Organizational Analysis Task or Role Analysis Job Analysis Man Analysis

Training programme, training methods and course content are to be planned on

the basis of training needs. Training needs are those aspects necessary to perform

the job in the organization in which employee lacks aptitude/attitude, knowledge

and skill.

The following methods are used to assess the Training Needs:

i. Organizational requirements/weaknessesii. Departmental requirements/weaknesses

iii. Job specification and Employee specificationiv. Identifying the specific problemsv. Anticipating the future problems

vi. Managements requestvii. Observationviii. Interviews

ix. Group Conferencesx. Questionnaire surveys


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xi. Testxii. Check listsxiii. Performance appraisal time

These are essential when technical are special information of complex nature is to

be imparted. The lectures are supplemented with discussion film, case studies

and role-playing.

DESIGNING A TRAINING PROGRAMME

In order to achieve the training objectives, an appropriate Training Policy is

necessary. A training policy represents the commitment of top management to

employee training. It consists of rules and procedures concerning training.

A Training Policy is required:

a. To indicate the companys intention to develop its employees.b. To guide the design and implementation of the Training Programmes.c. To identify the critical areas where training is to be given on priority basis.d. To provide appropriate opportunities to employees for their own

betterment.

EVALUATION OF THE TRAINING PROGRAMME

The effectiveness of an investment in training in needed to be appraised as so

much of money is invested in a Training Programme. Management needs to be

reassured about the effectiveness of a particular method, instruction, the relation


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between training cost, proved productivity, general efficiency and effectiveness of

a course.

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Introduction Trainining