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    Employee Training & Development

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    Ravindra Goyal
    The document discusses the traditional and modern approaches to employee training and development. The traditional approach viewed training as costly and believed managers were born, not made. The modern approach realizes the importance of training as a retention tool that creates a skilled workforce. Training is defined as a process that alters employee behavior and attitudes to increase goal achievement by developing skills, knowledge, and attitudes. The purpose, methods, benefits, and evaluation of training are explained.

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    Employee Training & Development

    Uploaded by

    Ravindra Goyal
    129 views35 pages
    The document discusses the traditional and modern approaches to employee training and development. The traditional approach viewed training as costly and believed managers were born, not made. The modern approach realizes the importance of training as a retention tool that creates a skilled workforce. Training is defined as a process that alters employee behavior and attitudes to increase goal achievement by developing skills, knowledge, and attitudes. The purpose, methods, benefits, and evaluation of training are explained.

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    Employee Training

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    Employee Training

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    The document discusses the traditional and modern approaches to employee training and development. The traditional approach viewed training as costly and believed managers were born, not made. The modern approach realizes the importance of training as a retention tool that creates a skilled workforce. Training is defined as a process that alters employee behavior and attitudes to increase goal achievement by developing skills, knowledge, and attitudes. The purpose, methods, benefits, and evaluation of training are explained.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    129 views35 pages

    Employee Training & Development

    Uploaded by

    Ravindra Goyal
    The document discusses the traditional and modern approaches to employee training and development. The traditional approach viewed training as costly and believed managers were born, not made. The modern approach realizes the importance of training as a retention tool that creates a skilled workforce. Training is defined as a process that alters employee behavior and attitudes to increase goal achievement by developing skills, knowledge, and attitudes. The purpose, methods, benefits, and evaluation of training are explained.

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    of 35

    EMPLOYEE TRAINING & DEVELOPMENT

    TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT

    Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth.
    Modern approach- Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in has been changed to create a smarter workforce and yield the best results.

    In future, the success of enterprises will depend upon the revolutionary training and development system in human resource management. Ajit Kulkarni GM HR fidelity India As we live and work in the world of knowledge and skill, every human activity need up-to-date knowledge and required skills to perform it. Rohit Bajaj- Head Corporate Affairs Max New York Life

    What is training

    Training is basically a systematic procedure for

    transferring technical know-how to the


    employees so as to increase their knowledge

    and skills for doing a particular job.


    Training is the process of altering employee behavior & attitudes in a way that increases their probability of goal attainment . It involves changing of- skill, knowledge , attitude

    Definitions-

    According to Edwin B. Flippo; Training is the act of increasing knowledge and skill of an employee for doing a particular job. According to Michael Armstrong; Training is the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.

    Features Training enhances the skills and capabilities


    The need for training can be emphasized in various work situations, such as in harnessing skills for existing jobs, planning out ones future job profile, elevating employees performance and so on. For training to be successful, the employees have to be convinced of its utility and effectiveness.

    A successful training program improves the performance


    of an employee which in turn enhances organizational performance. Training program should attempt to bring about positive changes in the-knowledge ,skills and attitude of the workforce.

    Training policy
    TRAINING POLICY INCLUDES This policy depicts the top managements philosophy regarding training of employees. This training policy includes the rules and regulations, procedure, budget, standards and conditions regarding training. This policy depicts the intention of the company to train and develop its personnel. It provide guidelines for training programme.

    Components of Training-

    Training policy Trained & Professional trainer Top mgt.s Support and commitment

    Willing trainee

    Components Of training

    Different methods Of training And courses

    Training procedure Including feedback and evaluation

    Venue & The duration of The training Training materials Posters, pictures Charts,slides Graphs, equipments

    Some important points regarding training The Dos of Training

    In the organization employee training and development is essential part of planning activity so that learning and growth can take place in the organization.

    Employees should get opportunity of training. It should not be based on favoritism.


    There should be sufficient budget for training and development programme. It should be an endless activity for all. It should be structured and be managed in such a way that learning takes place properly.

    Its importance should be recognized and never be

    underestimated as sheer waste of time.


    The learner should be motivated From time to time, review meetings should be to measure the gain through training and development schemes.

    It should be evaluated in terms of practicality, acquiring


    of skills, usefulness in job, in terms of cost, time , in terms of effectiveness and changed behavior.

    Purpose of training programmes


    1.

    Improving employee performance- As it bridges the gap

    between the actual and expected performance of the


    employees. 2. Updating employee skills-to adopt any technological advances. 3. Avoiding managerial obsolescence

    5.
    6

    Creating an efficient and effective organization


    It helps organization to absorb changes taking place in the environment and reduce resistance to change.

    Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and

    improves employee morale.


    Ensuring adequate human resources for expansion into new programs.

    Training Benefits

    -Increased efficiency resulting in financial gains.

    -Decreased need for supervision

    Training Benefits Contd


    Benefits to Individual
    Develop a sense of growth & learning Improves skills Minimize stress, tension, frustration and conflict Aids in achieving self-development and selfconfidence Helps in making better decisions and effective problem solving Recognised qualification to add to CV

    Training methods
    On-the-job Training- These methods
    are generally applied on the workplace while employees is actually working.
    Job rotation Coaching Action learning Apprenticeships Internships and Assistantships

    Advantages of On-the-Job Training:

    Disadvantages of On-the-Job Training:

    It is directly in the context of job It is most effective because it is learning by experience It is least expensive Trainees are highly motivated It is free from artificial classroom situations

    Trainer may not be experienced enough to train It is not systematically organized

    Coaching-The trainee works directly with a senior manager or the person he or she has to replace., the latter is responsible for trainee coaching. It may involve simply acquiring skills by simply observing or first show & then make the trainee do the work.

    Job Rotation

    Action Learning- give managers a chance to work & solve problems in departments other than their own. The basics include carefully selected teams of 5 to 25 people, who are sent to do a project & give recommendation on it. GE & Samsung use action learning as a training programme.

    Apprenticeships: Generally fresh graduates are put under the experience employee to learn the functions of job. Internships and Assistantships: An intern or an assistants are recruited to perform a specific time-bound jobs or projects during their education. It may consist a part of their educational courses.

    Off the Job Trainings


    These are used away from work places while employees are not-working like classroom trainings, seminars etc. Advantages of Off-the-Job Training: Trainers are usually experienced enough to train It is systematically organized Efficiently created programs may add lot of value Disadvantages of Off-the-Job Training: It is not based on experience It is expensive Trainees may not be highly motivated

    LECTURES
    This approach is widely used for helping the employees understand the rules, procedures & policies of an organization. The method works well , when made interactive & when audio visuals are used.

    Lectures with Demonstration


    This method is a visual display of how something works or how to do something. Example, trainer shows the trainees how to perform or how to do the tasks of the job. Helps the focusing their attention on critical aspects of the task

    Lectures with Discussion


    This method uses a lecturer to provide the learners with context that is supported, elaborated, explains, or expanded on through interactions both among the trainees and between the trainer and the trainees. Discussion method is a two-way flow of communication knowledge in the form of lecture is communicated to trainees Then understanding is conveyed back by trainees to trainer.

    SIMULTATIONS
    In this method the trainee is exposed to an artificial work situation that closely resembles the actual work situation it includes a. Case studies b. Role Plays c. Sensitivity training

    Role plays
    Role playing is to create realistic situation & then have the trainees assume the parts or roles of specific persons in the situation. Information is given to Trainees related to: description of the role concerns objectives responsibilities emotions,

    Sensitivity Trainings
    This is more from the point of view of behavioural assessment, under different circumstances how an individual will behave himself and towards others. Advantages increased ability to empathize, listening skills, openness, tolerance, and conflict resolution skills. Disadvantage Participants may resort to their old habits after the training.

    Computer Based Training (CBT)


    Providing training to employees through Intranet or Internet. CBT does not require face-to-face interaction with a human trainer.

    CBT CONSISTS OF TEXT & GRAPHIC. Materials to be learned are grouped into closely related information. Typically the information is stored in chunks & then test them on their retention of information. If they successfully clear the test they can move to the next chunk.

    BENEFITS OF CBT

    Contd
    Then, a general description of the situation, and the problem that each one of them faces, is given.example, Situation could be strike in factory, Managing conflict between two parties

    Training evaluation is
    The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.

    Purpose of Training evaluation


    Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research

    Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

    The various methods of training evaluation are:


    Observation

    Questionnaire
    Interview

    Self diaries
    recording of specific incidents

    management development
    it is generally agreed that management development refers to the process by which individuals improve their capabilities and learn to perform effectively in managerialroles

    Management Development

    The process of creating and enhancing the competences of managers and potential managers. Management development is usually thought of as a planned process, focusing on a long-term development program to increase managerial effectiveness, but it also incorporates informal and unplanned elements such as learning from day-today experience. Management development programs within an organization work to identify and recruit potential managers, and develop their knowledge and skills to meet organizational needs. They also equip managers for more senior posts. Management development activities include short courses, management education programs, management training, coaching, and mentoring.

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