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Formulation of Training Objectives

The document discusses training objectives, policies, and principles. It outlines three objectives of training: 1) prepare employees for new jobs, 2) assist employees to function more effectively in current roles, and 3) build a pool of competent leaders. It notes training is primarily the responsibility of the personnel department but requires top management involvement. Principles of learning emphasize that learning is an active process and people learn best through doing, practice, and achieving early success. Different training methods like on-the-job and off-the-job are appropriate depending on the employees and skills being taught.

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1K views

Formulation of Training Objectives

The document discusses training objectives, policies, and principles. It outlines three objectives of training: 1) prepare employees for new jobs, 2) assist employees to function more effectively in current roles, and 3) build a pool of competent leaders. It notes training is primarily the responsibility of the personnel department but requires top management involvement. Principles of learning emphasize that learning is an active process and people learn best through doing, practice, and achieving early success. Different training methods like on-the-job and off-the-job are appropriate depending on the employees and skills being taught.

Uploaded by

svpriya233282
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Formulation of training objectives

the first objective of training is to prepare employees for the job meant for them while on first appointment, on transfer, or on promotion, and impart to them the required skill and knowledge. The second objective is to assist the employees to function more effectively in their present positions by exposing them to the latest concepts, information, techniques, and developing the skills that would be required in their particular fields. The third objective is to build a second line of competent officers and prepare them to occupy more responsible positions.

Formulation of training policies


Training is primarily the responsibility of the Personnel Department, but a suitable training policy has to be evolved by the top management. It should reflect the primary and secondary objectives

Training policy should encompass


1) What do you want and hope to accomplish through training? 2) Who is responsible for the training function? 3) Should the training be formal or informal? 4) What are the training priorities? 5) What types of training is needed? 6) When and where should training be given? 7) Should training be continuous or casual? 8) How much should the employees be paid during training? 9) Which outside agencies should be associated with training? 10) How should training be related to labour policy?

Principles of Learning
1) Every human being is capable of learning. 2) An adequate interest in and motive for learning is essential because people are goal-oriented. 3) Learning is active, and not passive. 4) People learn more and faster when they are information of their achievements. 5) People learn more by doing than by hearing alone. 6) Time must be provided to practise what has been learnt. 7) A knowledge of the standards of performance makes learning effective. 8) Learning is a cumulative process. An individuals reaction to any lesson is conditioned and modified by what has been learned by him in earlier lessons and by previous experience.

9) Early success increases an individuals chances for effective learning. 10) Effective learning results when initial learning is followed immediately by application. 11) The rate of learning decreases when complex skills are involved. 12) Learning is closely related to attention and concentration. 13) Learning is more effective when one sheds ones halfknowledge, prejudices,biases, likes and dislikes. 14) Learning to be successful should be related to a learners experiences in life. 15) Trainees learn better when they learn at their own pace.

Training, Learning & Motivation


Training is futile if the trainee lacks the ability or motivation to benefit from it. To make it successful, Make learning meaningful (Birds eye view, egs, logical, visual aids) Make skills transfer easy Motivate the learner ( learn by doing, reinforcement, at own pace, importance of schedule )

Negligent training
A situation where an employer fails to train adequately and the employee subsequently harm a third party. The employer is legally bound to pay damages to the third party even though harm is caused by the employee.

Methods of Training
Various methods of training have been evolved and any one method, or a combination of any two or more of these can be used, depending upon the training requirements and the level of people to be trained.

Training for Different Employees


Unskilled workers are given training in improved methods of handling machines and materials. The objective here is to secure reduction in cost of production and waste. Training is given on the job itself, by immediate superior officers. Semi-skilled workers require training to cope with requirements arising out of adoption of mechanisation, rationalisation and technical processes. Training is given by more proficient workers, bosses or inspectors. It may be given either in the section or department of the worker or in segregated training shops. Skilled workers are given training through apprenticeship in training centres or in the industry itself. Salesmen are trained in the art of salesmanship, in handling customers, planning their work, and facing challenges of market place. Supervisory staff constitute a very important link in the chain administration. They have to cope with the increasing demands of the enterprise in which they are employed and to develop team spirit among people under their charge. A training programme for them should aim at helping the supervisors to improve their performance, and to prepare them for assuming greater responsibilities at higher levels of management.

All training methods can be broadly classified as (a) on-the-job-methods, and (b) off-the-job methods.

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