TRAINING AND DEVELOPMENT

What is Training?

Training of employees in business and industry may be defined as a carefully planned and handled effort of management, through competent instructors, to impart “know-how” and develop or improve certain phases of an individual’s skills, attitudes, discipline, behavior, or knowledge to make him either more effective on his present job or better qualified for other job.

Objectives:

Productivity Effectiveness on the present job Qualification for a better Morale Booster

Company Policy on Training and Development

Policy on Training

Management will carry out a continuing practical and positive program of training and development of employees. This is to insure maximum efficiency in the performance of function, duties, and responsibilities and improve employee morale. Supervisors and managers at all levels shall identify in consultation with the personnel manager the training needs or development of employees under their responsibilities. Each employee shall be responsible to improve himself in order to become more useful to the organization with the help and guidance of his supervisor. All training or improvement in knowledge and skill which an employee has received whether inside or outside the company should be recorded in his personnel records.

Sample of Policy on Training

Government Policy on Training

Government policies as enunciated in the Labor Code provide for the establishment of industry and grants incentives, such as tax deductions to firms that undertake training programs for their workers.

Basic Requirements in Training

It must be recognized that training is the company’s concern. The company must recognize that training is not a matter of

employee’s choice. The firm must recognize training a line responsibility. The company must recognize that training must be geared to

the needs of the individual as measured by the requirements of his present and probable future job in order to prevent waste and to ensure maximum effectiveness in the development of employees.

Types of Training Orientation or Induction On-the-Job-Training Employee Training in

Technical or Non-Technical Areas in Company Seminars and Workshops

Job Rotation Apprenticeships Training Understudy and Special

Projects or Assignments Guidance and Counseling Supervisory Training

Travel or Observation Conferences, Lectures, Special

Seminars or Workshops Management or Leadership

Development for Potential Manager

Study Grants Study Abroad Training within the Industry Vestibule Training Learners in Industry Training through

Correspondence

Objectives of Orientation or Induction

Create in the new employee a favorable attitude and to adjust him to his new environment.

Acquaint him with company policies, procedures and regulations pertaining to discipline, safety, hours of work, incentives, promotions, transfers, and the like.

Arouse the employee’s interest in the importance of the business and the products of the company.

Follow-up on his performance

The Induction or Orientation Program

The program includes:Classes Meetings Tours of the company offices and its plants Films.

Subjects Offered in the Program

The company’s history and development, its philosophy, its business, products and services, its organizational structure and its officials;

Personnel programs; Terms of employment and salary, company policies

and rules.

Training the New Employee in His Job

Know the requirements of the job by preparing a job analysis

Determine what the new employee knows about the job Prepare the trainee Explain the job to the trainee Demonstrate the job Let the trainee do the job Explain what is expected of him Follow up

Training Needs

When a specific skill that is need is not possessed by anyone in the present work force;

When an employee’s performance is below standard; When morale or production is low; When there is a fast turnover of personnel; When the rate of absenteeism or accident is high; When restiveness or dissatisfaction mounts; When supervision is lax; When new technology is introduced.

Others Training Needs Assessment Methods

o Work Sampleso Observationo Key Consultationo Group Discussiono Testso Reportso Critical Incident Methodo Personnel Inventories

Management Development Programs

Management Development is designed to equip a person to better perform his duties in planning, organizing, directing, controlling and coordinating the work of others, and to improve the performance of his assigned workers. As much as possible, the knowledge and training of a good manager or supervisor should be broad. He should know more knowledge or skill other than his job.

Management Assessment Centers

A new trend in selecting an employee for promotion to a management positions is the use of the “assessment centers”. A management centers is a system of evaluating the management potential and development needs of an employee for promotion to a higher position in a management.

A management assessment center is also known as professional development program or a ‘leadership development’ technique because its main purpose is to clarify the participant’s developmental needs in preparation for management responsibilities.

Organizational Development

Organizational Development (OD) as defined by Wendell French is a ‘long-range effort to improve an organization’s problem solving capabilities and its ability to cope with changes in its external environment with the help of external or internal behavioral-scientist consultants, or change agents, as they are sometimes called.”

Wendell French says that to be successful, organization development must be a total system effort. It must be a planned change---not a temporary program to develop the organization’s internal resources.

Interventions used in Organizational Development are the following;

Interpersonal Interventions Group Interventions Intergroup Interventions Organizational Interventions

Council Of Personnel Management In Asia

First Asia Conference on Human Resource Management

Held in Manila, Philippines on November 11-14, 1974 Establishment of a framework and machinery for

regional cooperation in human resources management in Asia

Basic Agreement on the establishment of a consultative body to be known as the Council of Personnel Management in Asia (CPMA)

ROLE OF THE INTERNATIONAL LABOR ORGANIZATION IN MANGEMENT DEVELOPMENT

Needed: More and Better Managers The Human Context of Management Employers’ Organizations Spreading Knowledge and Skills Technical and Vocational Training

MANAGEMENT TRAINING IN THE PHILIPPINES

1950's beginnings of a movement to develop supervisors and executives in the Philippines

Establishment and expansion of business and industry in the country

Acceptance of the concept that executives must learn modern management methods to enhance their ability and competence to meet the challenges of the constantly changing business environment.

NATIONAL MANPOWER DEVELOPMENT PROGRAM

Technical Education and Skills Development Authority (TESDA

Republic Act No. 7796 known as the "Technical Education and Skills Development Act of 1994“

Aims to encourage the full participation of and mobilize the industry, labor, local government units and technical-vocational institutions in the skills development of the country's human resources

Functions

Develop training functions to local governmentReform the apprentice program Involve industry/employers in skills trainingFormulate a skill development training incentivesOrganize skills competitionManagement skills and development fundsAdminister the GMA ICT Scholarship and Certification

Voucher Program

People Management Association of the Philippines (PMAP)

PMAP is strictly a professional, non-stock, not-for-profit organization of over 1,800 member companies and individual management executives engaged or interested in Human Resource Management (HRM) and Industrial Relations (IR) work.

Role of PMAP

Professionalizing people management and strengthening ethical standards through leadership maturity.

Allowing people to prove their worth through equal employment opportunities.

Engaging and energizing employees through harmonious and values-driven industrial relations.

Continually enhancing individual and organizational performance through workplace learning and organizational capability-building.

Optimizing workforce productivity through safety, health and wellness programs.

Ensuring people engagement, efficiency and productivity through the use of evidence-based management practices.

Promoting environmental stewardship through green practices. Motivating individuals and driving organizational performance

through reasonable and competitive compensation and benefits programs.

Promoting the highest standards of people management and accountability in the workplace.

OTHER TARINING PROGRAMS

Personnel Management Association of the Philippines

School of Labor and Industrial Relation Philippine Society for Training and Development

(PSTD)