The short term and reactive process is training which is used for operational purpose while the long term process of development is for executive purpose. 1.Vestibule training In this method, actual work conditions are simulated in a classroom. The participants play the role of certain characters, such as the production manager, mechanical engineer, superintendents, maintenance engineers, quality control inspectors, foreman, workers and the like. Evaluation done systematically helps in identifying whether the training has brought about any changes in the attitudes and values of the trainees; whether the trainees perceive certain significant changes in their perception and orientation to people, work, self, etc. Job rotation has one main advantage; it makes flexibility possible in the department. Increases knowledge and skills for doing a particular job- Training bridges the gap between job needs and employee skills, knowledge and behaviours. Putting the learner at ease so that he does not feel nervous because of the fact that he is on a new job; ii. Analysis of the operation and its various components will indicate the skills and training needed to perform at the job at the required standard. Finally, if the trainer does not possess teaching skills, there is very little benefit to the trainee. A sounder approach would be to do the evaluation daily; mid-term that is during the training; immediately at the end of the training; and also at specified intervals after the training. Evaluation must be based on objective methods and standards. It is concerned with developing a particular skill to a desired standard by instruction and practice. As a result training is given on a variety of skill development and covers a multitude of courses. Rapid changes in technology may force companies to go in for this kind of training. Systematic training programme includes the following steps-, (a) Determination, review and clear understanding of organization’s goals, (b) Designing methodology and undertaking training needs survey, (g) Preparation of calendar of training programmes, (i) Identification of contents of training programme, (j) Determination of sequence of sessions in training programme. Training programmes are necessary at every ‘level’ of the organization for every separate category of employees like unskilled workers, skilled workers, semiskilled workers, others like stem-typists, accounts clerks, etc., Salesmen, supervisory staff, middle level managers / executives, top level managers & chief executive officers. Instead of hiring staff which is skilled and trained for a particular job profile, training and development activities running in the organization is much cheaper source of internal skilled employees. It is used primarily to teach workers how to do their current j obs. The various types of training and development programmes can be broadly classified into two categories based on the purse: (i) Training programmes for Non-managers to develop skills to perform a job, (ii) Training and educational programmes for executives to develop the ability to manage. Training today has become an integral part of any organization’s operations. If there is no organized programme, then development will be mostly self-development while learning on the job. (c) Experienced workers cannot use the machinery while it is being used for training. 3. The importance of training as a means of improving productivity is increasingly recognized. Poor learners may damage machinery and equipment. Training makes employees more loyal and they will be less inclined to leave the unit where there are growth opportunities. The new employee follows the orders, carries out instructions and adopts the right technique while doing the job. Job rotation, is common for training managers. Development, in contrast, is considered to be more general than training and more oriented to individual needs in addition to organizational needs and it is most often aimed toward management of people. (d) It is most suitable for unskilled and semi-skilled jobs where the job operations are simple; easy to explain and demonstrate within a short span of time. To be effective, the lecture must motivate and create interest among the trainees. subsystem of an organization which emphasize on the improvement of the performance of individuals and groups b.
An effective training and development initiative helps the company to enhance the skills of working manpower and improve productivity. It refers as the skill and knowledge enhancing bustle which is a source of additional information as well as instruction required to improve the quality of performance. While learning and training both result in an individual acquiring knowledge and skills, the manner in which knowledge and skills are gained are quite distinct. The instructor organises the material and gives it to a group of trainees in the form of a talk. Why Is Learning and Development Important? 7. In most cases, it is common experience that immediately after the training programme, participants express favourable opinions about the worth of the training experience. This can have a demoralising effect on other workers, affecting their work performance in a negative way. This step can be accomplished by putting a trainee ‘on his own’, checking frequently to be sure that the trainee has followed instructions and tapering off extra supervision and close follow up until he is qualified to work with normal supervision. The activities linked with Training and Development is created to convey the employee the way to perform better in assigned job. Focuses attention on the current job- It is job specific and provides employees with specific skills. Training enables employees to cope with organizational, social and technological changes. Evaluation done at different intervals of time – both during the process of training as well as after the completion of training – essentially aims at assessing the various components of a training programme including the trainees, the trainers, training contents, training methods, training facilities, group processes, learning materials, etc. Job knowledge can be acquired through experience, coaching and understudy methods, while organizational knowledge can be developed through position rotation and multiple management. Such an investment must guarantee a good return. Gone are the days, when training was considered to be futile, waste of time, resources, and money. 6. From the standpoint of employees, training serves as an important means for the developments of effective or productive work habits, methods of work, and in consequence it improves job performance, It prepares individuals for modified jobs, avoids unnecessary absenteeism, turnover arising out of faulty selection or placement and it also prevents chances of accidents. ... Training and development. Content Filtration 6. ii. Mentoring is a particular form of coaching used by experienced executives to groom junior employees. Introducing new employees to their jobs to provide the necessary initial training and guidance is one key role of HR in training and development. b. Evaluation of effectiveness of training programmes is important for management in assessing whether the training was worthwhile and how it can be made more worthwhile in future. E-training is one of the important issues in the rehabilitation and training of human resources; it is a way to develop the knowledge and skills of individuals in a flexible and appropriate way to their circumstances without the need for extra burdens. HRhelpboard helps people growing knowledge in. A complete evaluation essentially covers such aspects as: i. It’s important to understand the difference between learning and training. Inputs 9. These days, more proactive businesses than ever before are taking a more dynamic approach to training and development in HRM. He must know his development tasks and roles then he can appreciate how others can define their tasks and roles and decide what they need to learn next. Also, mistakes can be corrected immediately. Methods 6. Now-a-days, training is investment because the departments such as, marketing and sales, HR, production, finance, etc. Training is supposed to bring about change in the behaviour of employees so as to enable them to meet the current and future requirements of their tasks and roles. What is Training in HRM – How to Improve Effectiveness of Training Programmes by Applying Learning Principles? 4. It tries to fix current skill deficit. It helps him into value others’ experience, to use it and to respect it. Trainer must also be able to know how he grows and learns so that he can understand how others grow and learn. To be effective, orientation training should be well planned and conducted within the first week of employment. Every new business starts with a strategic plan. No organization has a choice of whether to develop employees or not; the only choice is that of method. This factor becomes extremely important especially in the participatory training methodology. This type of training is commonly used for training personnel for electrical and semi-skilled jobs. In the present day radical changes, organizations are striving hard to maintain a viable and knowledgeable work force. Training is now the important tool of Human Resource Management to monitor the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction, etc. Follow-Up and Evaluation of the Program: The evaluation is undertaken with a view to testing the effectiveness of training efforts. Companies often endorse training and development programs to improve the performance of the employees. If one doesn’t know where he is going, neither can he tell if he gets there nor can he tell if he lands somewhere else. However, new methods have not yet been documented, so articles on the topic are dated and, in some cases, underlying learning concepts are disputed. Demonstrations by the trainer and practice by the trainee are repeated until the trainee masters the right way to handle the job. In addition to basic and motor skills, employees at supervisory and executive level need interpersonal skills to understand themselves and others better, and act accordingly. They are confident, more satisfied and high on morale. There is an opportunity for freedom of expression for the trainees. Trainer can use himself as a model in participatory method for which he must be flexible and open. In job rotation, an individual learns several different jobs within a work unit or department. Office of Human Resources CB #1045 UNC-Chapel Hill. The training and development activities are now equally important with that of other HR functions. Training and Development are two different activities which goes hand-in-hand for the overall betterment of the employee. McGhee and Thayer gave several reasons for the necessity of evaluating a training programme: 1. (b) Trainee while learning may damage equipment, waste materials and cause accidents frequently. Training is practice-based and company-specific. Attitudes are feelings and beliefs of individuals towards others. Employee feels that organization is totally commitment towards the growth of their manpower and thus they like to be a part of training and development activities. Attitudes affect motivation, satisfaction and job commitment. It is critical for employees to learn new things and enhance their skills to meet the work competitions in the business environment.
If the trainer is not good, transference of knowledge and skill will be poor. Delivery Mode. Terms of Service 7. The training and development is needed to set up a benchmark of performance which employees are expected to achieve in a financial year. HRD department also promotes training and development activities as the homegrown executives are found to perform better than skilled people hired from outside. Employee training attempts to improve skills, or add to the existing level of knowledge so that the employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. In this way, he is able to learn the work practically. Training as an Important Tool 11. i. The aim of training in HRM is to improvement of required skills in the employee whereas aim of development is to improve overall personality of the employee. Features of Training 3. As pointed out by Michael J. Jucius, “Viewed positively, the values of training are: (1) Training serves to improve employee skill which in turn increases the quantity and quality of output; (2) The relative amount of equipment and material required to produce a unit of output is decreased; (3) Executive effort will tend to shift from the disagreeable need of correcting mistakes to the more pleasant tasks of planning work and of encouraging expert employees; and, (4) The various increases in productivity should find reflection in increased returns to both employer and employees.”. Thus, training and development activities can become meaningful when integrated with the overall human resource development strategy of an organization. Since the trainee is not distracted by job requirements, he can place his entire concentration on learning the job rather than spending his time in performing it. It is an educational tool which consists of information and instructions to make existing skills sharp, introduce new concepts and knowledge to improve the employee performance. types of human resource training and development are: simulation training, job rotation, coaching, mentoring, behavior modelling, action learning, outdoor training and new age training. He should also show patience through his willingness to compliment slow progress and refrain from anger when mistakes are make. The importance of training can be studied under the following heads: 2. Behavioural Skills and Profile of a Trainer: Essays, Research Papers and Articles on Business Management, Steps for Conducting Training Programmes in an Organisation, Training and Development of Employees: Difference, Importance of Training in an Organisation, Top 8 Methods and Techniques for Training Employees, What is Training in HRM: Features, Needs, Objectives, Methods, Types, Process, Importance and Benefits of Training, What is Training in HRM – Needs and Objectives, What is Training in HRM – A Systematic Approach to Training, What is Training in HRM – Methods: On-The-Job Training and Off-The-Job Training, What is Training in HRM – Types of Training: On-the-Job Training, Vestibule Training, Apprenticeship Training and Special Courses, What is Training in HRM – 6 Step Process: Identifying the Training Needs, Getting Ready for the Job, Preparation of the Learner and a Few Other Steps, What is Training in HRM – Inputs in Training and Development: Skills, Education, Development, Ethics, Attitudinal Changes and Decision Making and Problem Solving Skills. 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