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- 2. INTRODUCTION Training and development describes the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programmes. In fact, the quality of employees and the continual improvement of their skills and productivity through training are now widely recognized as vital factors in ensuring the long-term success and profitability of small businesses. "Create a corporate culture that supports continual learning," counseled Charlene Marmer Solomon in Workforce. "
- 3. PHILOSOPHY OF TRAINING According to S Chandran, management of the organization firmly believes that human assets unlike other asset cannot be depreciated and must necessarily be appreciated over entire tenure. Therefore training is regarded as investment and not a cost. Even long-term intangible gains such as attitude change, are to be considered as valuable returns. Training is considered as vehicle for effective communication and coordination.
- 4. CONCEPT & DEFINITION It is about developing employees as an individual to make them capable and confident in their jobs, and consequently in their life. Thus it is an organized process for increasing the knowledge and skill of the employees. Consequently it is a process aimed at changing the behavior in such a way that the consequence would be useful for the upliftment of the organization.
- 5. CONCEPT & DEFINITION According to Wayne F Cascio ―Training consists of planned programme designed to improve performance at the individual, group, and /or organizational levels. Improved performance, in turn, implies that there have been measurable changes in knowledge, skills attitude, and/or social behavior.
- 6. CONCEPT & DEFINITION Training is considered as a tool for HRD. Training has immense potential in transfer and utilization of latest technical know-how, leadership development, organization of people, formation of self-help-groups, mobilization of people as well as resources, empowerment of resource-poor rural mass, entrepreneurship development, etc., which are considered essential components of HRD.
- 7. CONCEPT OF DEVELOPMENT Development is related to enhancing the conceptual skills of the employee, which helps individual towards achieving maturity and self actualization. In the words of Michael Armstrong ― Employee development, often referred to as human resource development (HRD) is about the provision of learning, development and training opportunities in order to improve individual, team and organizational performance.
- 8. Distinction between Training & Development TRAINING DEVELOPMENT Vocationally oriented and on the job and so it is short term A long term process for developing conceptual skills It is generally for non managerial personnel It is generally for managerial personnel It is imparting of technical and mechanical knowledge It is theoretical and conceptual idea implementation. It is related with specific job It is aimed at acquiring general knowledge A mechanic who repairs generator better than engineer is only trained An engineer may not be better mechanic but he has theoretical and conceptual skill as well as knowledge of principles of engineering
- 9. Distinctions between Training & Development Learning Dimensions Training Development Who Non managerial Personnel Managerial Personnel What Technical & Mechanical Conceptual ideas Why For Specific jobs For a variety of jobs When Short term Long term
- 10. NEED FOR TRAINING As Price has observed, a training need exists when there is a gap between the present performance of an employee or group of employees, and the desired performance. The success of business operations depends upon the ups and downs of the employee performances. Hence, the HR managers started looking for the methods to boost the performance and efficiency of its workforce to carry out the work today, and to train them for meeting tomorrow's goals.
- 11. NEED FOR TRAINING To improve the efficiency of employees To reduce wastage of time and money, To have quality output, To bring down supervision, To have preventive maintenance, To achieve optimum performance, To boost morale of employees, To prepare workforce for future challenging work, To reduce absenteeism, To bring down the grievances, To build career by personal growth,
- 12. TRAINING OBJECTIVES Individual Objectives – They help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives – They assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives – They maintain the department‘s contribution at a level suitable to the organization‘s needs
- 13. TRAINING OBJECTIVES Societal Objectives – They ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Following can be briefly summarized as training objectives. To create constant awareness in the minds of all sections of employees of the mission of the industry, its objective and goals. To encourage self-development to achieve organization goals with a sense of belonging and commitment to organization and thereby ensuring development of a proper work ethos in the Industry and fostering of team spirit
- 14. TRAINING OBJECTIVES • To identify the training needs of the entire personnel in industry in keeping with the corporate plans and in consultation with the user departments. • To impart knowledge and skills necessary for performing the job efficiently and effectively and to keep the employees to acquire necessary conceptual, technical, human and managerial skills in the areas of decision-making and problem- solving. • To make available in adequate number sufficiently trained manpower to meet the diverse needs of a rapidly growing industry.
- 15. TRAINING OBJECTIVES • To organize special training programmes to improve employment opportunities as well as career prospects of persons belonging to SC/ST, minorities, handicapped, ex- servicemen, etc. • To organize training activities as aids to: Career Planning and growth Succession planning. • To educate and equip the employees to respond to the expectations of customers, and to accept responsibilities to attain a sense of achievement.
- 16. TRAINING OBJECTIVES • To achieve effectiveness of training through tapping the in-house training facilities as well as sources available externally in a balanced manner so as to develop internal faculty support at all levels and disciplines. To promote research and development activities and to establish linkages with the operational front
- 17. IMPORTANCE OF TRAINING (I) Quick learning : Training helps to reduce the learning time to reach the acceptable level of performance. The employees need not learn by observing others and waste time if the formal training programme exists in the organization. The qualified instructors will help the new employees to acquire the skills and knowledge to do particular jobs quickly.
- 18. IMPORTANCE OF TRAINING (II) Higher productivity: Training increases the skill of the new employees in the performance of a particular job. An increase in skill usually helps in increase in both quantity and quality of output .Training is also of great help to the existing employees. It helps them to increase their level of performance on their present job assignment and prepares them for future assignment.
- 19. IMPORTANCE OF TRAINING (III) Standardization of procedures: With the help of training, the best available methods of performing the work can be standardized and taught to all employees. Standardization will make high level of performance rule rather than exception. (IV) Less supervision : If the employees are given adequate training, the need of supervision will be lessened. Training does not eliminate the need of supervision but it reduces the need of detailed and constant supervision.
- 20. IMPORTANCE OF TRAINING (V) Economical operations : Trained personnel will be able to make better and economical use of materials and equipment .wastage will be also low .In addition, the rate of accidents and damage to machinery and equipment will be kept to the minimum by the trained employees .these will lead to lower cost of production per unit
- 21. IMPORTANCE OF TRAINING (VI) Higher morale : The morale of employees is increased if they are given proper training. A good training programme will mould employee’s attitudes towards organizational activities and generate better cooperation and greater loyalty. (VII) Preparation of future managers: When totally new skills are required by an organization, it has to face great difficulties in the selection process .Training can be used in spotting out promised men and preparing them for promotion
- 22. STEPS IN TRAINING PROCESS
- 23. STEPS IN TRAINING PROCESS 1) Needs Assessment The first step in the training process is to assess the need for training the employees. It analysis what are the long term requirements of the organization and what does the organization expects from the employees. If there is a mismatch between the skills and knowledge required, it means there is a learning gap. To assess this learning gap three elements is closely examined.
- 24. STEPS IN TRAINING PROCESS Organization analysis: The objectives of the organization are studied. The end result that a company wants to achieve is examined in context to how it uses its resources to achieve the same. Organizations’ internal and environment is also considered. Operation Analysis: A job requires a combination of different activities for successful completion. Operation analysis focuses on the needs, skills, knowledge, and attitude required to efficiently complete the job. Person analysis: In-person analysis the focus is on the employee who has to perform the job. It is analyzed whether the performance of the employee is satisfactory and he is being able to achieve the organizational goal.
- 25. STEPS IN TRAINING PROCESS 2) Defining Training Objective After deriving the learning gap organizations should define the learning objective. Goals and objective of training becomes the foundation of the training initiatives. Hence determining the training objectives gives a direction to the entire learning program.
- 26. STEPS IN TRAINING PROCESS 3) Designing a Training Program Who will be the trainer: As per the skill and knowledge required for effective training; it should be decided upon who will conduct the training program. It can be a supervisor, university faculty, Industrialist, HR staff, consultants, etc. Who needs to be trained: It is to be decided who all needs to be trained to fill the learning gap. It can be on the basis of self- motivation, recommendation by supervisors of HR department itself. Training Methods: Trainer should have complete information about the participants and their profile so that he can choose the learning methods that best suits their requirements. The training content is prepared based on the specific areas that need development.
- 27. STEPS IN TRAINING PROGRAMMES 4)Implementation of the Training Program Refers to putting the training plan into action. There should be a proper environment created which is conducive to learning. It should be preferably a participative approach and trainer should promote role-playing and interactive games to keep the trainees involved
- 28. STEPS IN TRAINING PROCESS 5)Evaluation and Follow up Training evaluation is done to check whether the goals and objectives of the training have been achieved or not. Feedback needs to be taken from the participants on the training results. A follow up can be done by asking the supervisors whether the participants are applying the skills learned in the learning program on their day to day job.
- 29. Areas of Training Company Policies and Procedures: This area of training is to be provided with a view to acquainting the new employee with the Company Rules, Practices, Procedures, Tradition, Management, Organization Structure, Environment Products & Services offered by the company etc. This acquaintance enables the new employee to adjust himself with the changing situations.
- 30. Areas of Training Training in Specific Skills : This area of training is to enable the employee more effective on the job. The trainer trains the employee regarding various skills necessary to do the actual job. For example, the clerk in the bank should be trained in the skills of making entries correctly in the edge, skills and arithmetical calculations, quick comparison of figures, entries and the like. Similarly, the technical officers are to be trained in the skills of project appraisal, supervision, follow- up and the like.
- 31. Areas of Training Human Relations Training Human relations training assumes greater significant in organizations as employees have to maintain human relation not only with other employees but also with their customers. Employees are to be trained in the areas of self learning, interpersonal competence, group dynamics, perception, leadership styles, motivation, grievance redresses, disciplinary procedure, and the like. This training enables the employees for better team work, which leads to improved efficiency and productivity of the organization
- 32. Areas of Training Problem Solving Training: Most of the organizational problems are common to the employees dealing the same activity at different levels of the organization. Further some of the problems of different managers may have the same root cause. Hence, management may call together all managerial personnel to discuss common problems so as to arrive at affective solutions across the table. This not only helps in solving the problem but also serves as a forum for the exchange of ideas and information that could be utilized.
- 33. Areas of Training Managerial and Supervisory Training: Even the non-managers sometimes perform managerial and supervisory functions like planning, decision-making , organizing, maintaining inter-personal relations, directing and controlling. Hence management has to train the employee in managerial and supervisory skills also.
- 34. Areas of Training Apprentice Training: The Apprentice Act, 1961 requires industrial units of specified industries to provide training in basic skills and knowledge in specified trades to educated un- employees / apprentices with a view to improve their employment opportunities or to enable them to start their own industry. This type of training is between one to four years. This training is generally used for providing technical knowledge in the areas like trades, crafts etc.