Unit- 6 Training and Development2

7/28/2019 Unit- 6 Training and Development2

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Prof. Preeti Bhaskar

TRAININGANDDEVELOPMENT


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Training

Skills Attitude

Knowledge


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Definition :-

Acc. to Michael Armstrong

the systematic development ofknowledge, skills and attitudesrequired by an individual to

perform adequately a giventask of job.

Acc. to Dale S. Beach,

Training is the act of increasingknowledge and skills of anemployee for doing a particular

job.


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Training is expensive. .Without training it is more expensive

Nehru


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Training and Development Needs

Comparison

StandardPerformance

ActualPerformance

Training andDevelopment

Needs

Gives riseto.


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Training is given on four basic grounds:

New candidates who join an organization are given training. Thistraining familiarize them with the organizational mission, vision, rulesand regulations and the working conditions.

The existing employees are trained to refresh and enhance theirknowledge.

If anyupdates and amendments take place in technology, training isgiven to cope up with those changes. For instance, purchasing a newequipment, changes in technique of production, computerimplementation . The employees are trained about use of newequipment's and work methods.

When promotion and career growthbecomes important. Training isgiven so that employees are prepared to share the responsibilities of thehigher level job.


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Objectives of Training

1. Improving Employee Performance:- Training helps in bridging the gap betweenthe actual and the expected performance of the employee by enhancing theirknowledge and skills.

2. Updating Employee Skills:- Training updates enable employee to update theirskills and helps integrate the technological changes successfully into organizational

systems and processes.

3. Avoiding Managerial Obsolescence:- Rapid changes in the technological, legal,and social environment have an impact on the way managers perform their jobs andthose who do not adapt to these changes become obsolete and ineffective.

4. Preparing for Promotion and Managerial Succession:- Training helps anemployee acquire the skills to assume greater responsibilities.

5. Retaining and Motivating Employees:- One way to motivate and retainemployee is through a systematic program of career planning and development.

6. Creating an Efficient and Effective Organization:- A manage who has well

trained and well equipped employee needs to spend less time supervising them.


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BENEFITS OF TRAINING

Improving EmployeePerformance

Updating Employee Skills

Avoiding ManagerialObsolescence

Preparing for Promotionand Managerial Succession

Retaining and MotivatingEmployee

Creating an Efficient andEffective Organization

Improves morale of

employees

Less supervision

Fewer accidents

Chances of promotion.

Increased productivity


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Areas of Training

1. Company Policies and Procedures:- An employee should acquainthimself with the organizations rules, practices, processes andprocedures, apart from the organizational policies and procedures.

2. Skill-based Training:- Employees should be provided training tomatch the skill requirement of the jobs they perform.

3. Human Relations Training:-In an org, employees interact with theirpeers, supervisors, subordinates, suppliers, and also with external agentslike government agencies, or legal bodies.

4. Problem Solving Training:-

5. Managerial and Supervisory Training:- All employees in an org.perform managerial and supervisory functions such as Planning,organizing, directing, controlling, and decision-making. Thus training inthese areas is necessary for each employee.


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WHY T & D

No one is a perfect fit at the time of hiring and some training & development musttake place.

Planned development programs will return values to the organization in terms of : increased productivity reduced costs

Morale

Flexibility to adapt to changing requirements and Molds employees attitude

Helps them achieve better co-operation

Creates greater loyalty to the organization

Reduces wastage and spoilage

Reduces constant supervision

Improves quality


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On-the JobTraining

Trainee

Job Rotation

Board Membershipmeeting

Vestibule training

Coaching

Temporarypromotions

Off-the JobTraining

Organizing SpecialCurriculum and

Classes

Organizing Conferenceand seminars

Training in EducationInstitutions

Case Study Method

Incident Analysis Method

Lecture Method

Role Playing Method

Methods of Training


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ON-THE-JOB METHODS

COACHING &MENTORINGCoaching is a one-on-one relationship between trainees and supervisors which offers

workers continued guidance and feedback on how well they are handling theirjobs.

Mentoring is a particular form of coaching used by experienced executives to groomjunior employees.

JOB ROTATION:The trainee is periodically rotated from job to job instead of sticking to one job so thathe acquires a general background of different jobs. Job rotation is used by manyorganizations to develop all round workers.

APPRENTICESHIP TRAINING

Apprentices are trainees who spend a prescribed amount of time working with anexperienced guide, coach or trainer.it is a kind of on the job training that usuallycombines job training with class room instruction in trade schools, colleges oruniversities.

COMMITTEE ASSIGNMENTS

Trainees are asked to solve an actual organizational problem. The trainees have towork together and offer solution to the problem.


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OFF THE JOB METHODS

VESTIBULE TRAINING:Actual work conditions are simulated in a classroom. Theory can be related in practice in this method.

ROLE PLAYING:A method of human interaction that involves realisticbehavior in imaginary situations. The participants play the role of certaincharacters such as the PRODUCTION MANAGER,MECHANICAL ENGINEER

etc.LECTURE METHOD: It is a direct method of instruction. Lecture mustmotivate and create interest among trainees. It can be used for a large group oftrainees.

CONFERENCE/DISCUSSION APPROACH: The trainer delivers a lectureand involves the trainee in discussion so that his doubts about the job getclarified.

PROGRAMMED INSTRUCTION: The subject matter to be learned ispresented in a series of carefully planned sequential units. The trainee has to

answer these questions/units.


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DEVELOPMENT


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DEVELOPMENT

Development relates to the development and growth ofthe employees in an organization through a systematicprocess. It helps in the developments of the intellectual,

managerial, and people management skills ofmanagers.

It trains managers to understand and analyze different

situations, and to arrive at and implement the correctsolutions.


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Management development relates to the developmentand growth of the employees in an organizationthrough a systematic process.

It helps in the developments of the intellectual,managerial, and people management skills ofmanagers.

It trains managers to understand and analyzedifferent situations, and to arrive at and implementthe correct solutions.


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DEVELOPMENT

Skills

More future oriented and more concerned with educationthan is training. Management Development activitiesattempt to instill sound reasoning processes to enhanceones ability to understand and interpret knowledge.

It focuses on the personal growth & on:

Analytical

ConceptualHuman


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Decision making:

In basketBusiness gamesCase studies

Interpersonal:

TA

Role play

Organizational:

Position rotationMultiple Management

DEVELOPMENT PROGRAMS


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Improving the employee performance

Enabling the senior manager to have overall perspective about the organization and

also equipping them with necessary skills to coordinate the various units of the

organization .

Identifying the employees with executive talent and developing them so that they can

occupy managerial position in the future.

Motivating the managers to perform more effectively in accordance with the

organizational goals

Updating managers from time to time about the latest challenge and development s in

their respective fields

Improving the analytical and social areas

Providing insight into conceptual issues relating to economic , technical and social areas

Improving human relation skills and encouraging creative thinking

Objectives of management Development


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Management Development Methods

1. On-the

Job Development Methods:- Thesemethods help the employee to improve his skills in theactual work environment, during the course of his work,are termed on-the-job development. The well known

on-the-job methods are coaching, job rotation, understudy assignment, and multiple management.

2. Off-the-job Development Methods:- Off-the-jobmethods try to fill the gaps arising out of the limitationsof on-the-job methods. These techniques are Casestudies, Business games, Role plays, The incidentmethod and the in-basket method.


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A. Case study:- Case studies which are prepared based on the actualexperiences of organizations, help the candidates the real problemsfaced by managers in organizations.

B. Business Games:- The trainees are divided into different groups or

teams. They play the roles of competing firms in a simulated market.C. Role Playing:- Participants enact roles to solve problems that are

common in real-life situations.D. Incident Method:- This method aims to develop the intellectual

ability, practical judgment and social awareness of the employee. Eachemployee is given a written incident which he analyzes, identifies theproblems and the probable causes and suggests solution.

E. In-basket Method:- This method simulates the important aspects ofa managers job. Candidate is given documents similar to the itemsnormally found in a managers in-basket, such as memos , letters, andreports.

Simulation Exercises


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Sensitivity Training

Changing individual behavior through unstructured groupinteraction.

A. Transactional Analysis:- This is a theory of personality and providesan approach for defining and analyzing the interaction between

people. The basic theory is that and individuals personalitycomprises of three ego states, namely- the parent, the child, and theadult ego states. These states are not concerned with age; instead,they reflect different aspects of the human ego.

B. Conferences:-A meeting of people to discuss a topic of commoninterest is referred to as a conference.

C. Lectures:- A lecture is the simplest technique of presenting andexplaining a series of facts, principles and concepts.


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THANK YOU

Documents

Unit- 6 Training and Development2