Training

Every organization need to have well trained and experienced personal to perform the task . Traditionally training focus in organizations revolved around those employees who could not do a particular job well . Inadequate job performance or a decline in productivity or changes required training to bring desired shift in performance .

Meaning of Trainning
It indicates any process by which knowledge ,skills and abilites of employees are increased . Training and development have the following intentions Becomes better equiped to do a pirticular job ,prepare him for higher position . To improve the skills To add to the existing knowledge so that the employee is better equiped to do the job .

Objectives of Trainning
According to Mc Gregor different purpose of learning are : Acquiring Intellectual knowledge Acquiring Mannual skills Acquiring problem solving skills .

Acquiring intellectual knowlede

Electrical engineer may need more knowledge than he possess about circuit design . Acquiring manual skills : Learning can happen in isolated self learning mode ,it can speeded up by guidance and theoretical knowledge imparted by experts . Learning is enhanced when employee receives feedback which tells him about success of his efforts

Acquiring managerial skills

Much of a managers work is managing people and solving problem . These include organising his own and his team member s work activites . Skills include diagnosing problems ,interpreting relevant data ,assessing alternative solutions . These skills can be improved through classroom training .

Importance of Trainning
It enables employees to develop and rise within the organization . Increases market value , earning power and job security . Helps individual to achieve better co operation and greater loyalty to the company . Reduces dissatisfaction , complaints ,grievances ,turnover . Trainned employees make better use of materials and equipment

Assessment of training requirement

Training needs consider both the organizations demands and that of individual . Thayer and Mc Ghee model is based on three factors : Organization Analysis Task Analysis Man Analysis

Organization Analysis
Involves detailed analysis of organization structure ,objectives ,human resources ,future plans . Clear understanding of both long and short term goals . For oganization analysis three essential requirements are there: Adequate number of personnel . Performance of people Working environment

Efficiency and productivity ratios

PRODUCTIVITY RATIO is the ratio of outputs to inputs . Productivity is affected by work methods, capital, quality, technology, and management. In analysing orgnaization both direct and indirect method can be used , direct method are observation ,use of questionnaire and interview .

Task Analysis
Entails detailed examination of job , components ,its various operations . Analysis of job will indicate skills and trainning required to perform job . Standards of performance : If standards are set for a particular job , it will be possible to know whether the job is being performed at desired level of output . Knowledge of task will help in determining the skill, knowledge and attitude an employee should have .

Man Analysis
Focus of man analysis is on individual employee ,his abilites ,individual growth and development . Helps to identify whether individual requires trainning and if so than what kind of trainning . Clues for it can come from analysis of individual or group behaviour . Sources of information are : Observation Interviews Comparitive studies

Execution of training programs

Training is the responcibility of four key stake holders : Top management Personal department which frames the plans , establishes and evaluates the training programmes Managers who support and implement training plan . Employees who provide the feedback .

Training done at two levels

Trainning department should assume responsibility for trainning . Line supervisors should take the responsibility in the following areas : on the job instruction of employees ,daily development of superior and executives through counselling ,departmental communication and staff meetings .

In company/External programmes
Where employees numbers are small , it may not be worthwhile to set up a trainning establishment and conduct in house programmes . Cost aspect is also to be considered .Advantage of external programme would be a breathe of fresh air could be brought .

Training Budgets
Training budget for programme would include cost of facilites like training room ,food ,transport,guest faculty, cost of teaching materials . Salaries of employee participants who would be pulled out of their regular work and sent for training .

 A trainer needs to plan his training activites in advance . For in house training programes ,lots of background needs to be done ,in terms of course design , preparation of teaching material , announcement of programme, administrative arrangement such as training room , teaching aids and material , transportation and accomodation arrangement . With regard to external factors such as release of the nominee from the job ,temporary replacement , and how employee would benefit from the training programme .

Types of training
Demonstration : It enables the trainee to grasp the meaning of ideas , concepts ,or procedures . It is an aid to overcome breakdown of communication Trainees remember things they see or hear much longer than they do information they receive from talks or reading .

Developing interest
Trainer has to consider alternative method to hold or arouse the interest of trainee . A trainee has to consider alternative methods for presenting training material to participants in order to stimulate their interest . Appeal too many senses : It would be beneficial to utilize as many of trainers senses as possible to improve retention of learning .

On the job training

Trainee learns on the actual equipment in use Highly economical since no additional personnel or facilites are required . Knowledge and skill can be achieved in a short period . Disadvantages : Instruction is highly disorganised , and not properly supervised .

Off the job training

Cognitive methods provide verbal or written information, demonstrate relationships among concepts, or provide the rules for how to do something. These stimulate learning through their impact on cognitive processes and are associated most closely with changes in knowledge and attitudes. These types of methods can also be called as off-the-job training methods.

OFF THE JOB TRAINING METHODS The Lecture Computer Based Training Vestibule Training: Simulation Business Games Case Studies Role Playing

Vestibule Training
To duplicate on the job situation in a classroom . It is imparted with the help of equipment and machines which are identical with those in use in place of work . Enables employee to concentrate on new skills rather than performing an actual job . Theoritical training is given in classroom while practical work is conducted on production line .

Advantages of vestibule training

Student avoids confusion and pressure of work situation and is able to concentrate more on learning . Training do not interfere with regular process of production . Disadvantages : Splitting up of responsibilites . Additional investment in equipment Training situation is artificial

Apprenticeship
Workers are employed on small stipend to learn method . Advantages : Skilled workforce is maintained . Immediate returns Workmanship is good Hiring cost is lower . Loyalty of employees is increased .

Simulation
Duplicates as nearly as possible ,the actual conditions encountered on job . Used in Aeronautical industry . Knowledge based methods Effort is made to expose participants to concepts ,theories and applied knowledge in any subject area . Focus is essentially on transmission of knowledge which has been imbibed by the participants .

Experimental methods
The emphasis in this method is achieving a better understanding of one self . Knowledge helps in understanding problems of human relationship in a work situation . Success of this method depends on : Experienced supervisors must be good teachers . Should have incentives and sufficient time for carrying out training programmes

1.Training is very specific, formal, time bound, well designed, planned, activity for a clear goal. 2. Its focus is bringing change in the participant's attitude, skills and knowledge so that in future he gets better or desired results. 3. Training involves investment in terms of cost and man-hour (time). 4. Training leads to development. 5. Training is part of development process. 6. Training methods are limited, if compared to development tools.

1. Development is a never ending process. 2. Development happens in both formal and informal way. 3. It can be voluntary or involuntary as every experience we undergo in life teaches us lessons whether we like it or not/ want it or no. 4. All learning is development. 5. It happens every where and every time 6. Training is one of the tools of development. 7. Development can be slow, unless we get focused and specific. 8. Development need not be costly. 10. Sources of development are too many to be counted. Eg. reading new papers, listening to parents, watching programmes on TV etc.

Need and importance of management Development

According to B K Madan : Management development is the development of management over and above science and theory . Its practice and application in organization ,corporations and institutes . IT is attempt to improve individual s managerial effectiveness through planned and deliberate process of learning .

Aims of management devlopment

Improvement in technical performance . Improvement in supervision Improvement in interdepartmental co-operation .

Evaluation of training
Effectiveness can be measured by Reaction : evaluate the trainees reaction to the programme ,did he like the programme. Learning: did the trainee learn the principles ,skills and facts . Behaviour : whether the trainee s behaviour on the job changed because of the training programe. Results : what final result have been achieved ,did he learn to work on machine

Why training fails

Top management is not commited to training . Top management hardly rewards managers for carrying out training . Top management rarely plans and budgets systematically for training . If there is no proper scheduling from top management .

To make training successful

Specific training objectives should be outlined Attempt should be made to determine whether the trainee has intelligence ,maturity and motivation . Training programme should be planned properly so that it is related to trainees perviously experience . Attempt should be made to create organizational conditions that are conducive to a good learning environment .