HRM Chapter-4

TRAINING & DEVELOPMENT

Learning Objectives
MEANING AND DEFINITION OF
TRAINING
IMPORTANCE FOR TRAINING
OBJECTIVE FOR TRAINING
PROCESS OF TRAINING
NEEDS FOR TRAINING
TYPES /METHODS OF
TRAINING

MEANING OF TRAINING & DEVELOPMENT: -
The need for Training and Development is
determined by the employees performance
deficiency, computed as follows.
Training & Development Need =
Standard Performance ActualPerformance
We can make a distinction among Training,
Development and Education.
DEFINITION OF TRAINING &
DEVELOPMENT:
TRANING IS AN ACT OF INCREASING THE
KNOWLEDGE AND SKILLS OF AN EMPLOYEES
FOR DOING A PARTICULAR TASK.
Importance of Training & Development
Helps remove performance deficiencies in
employees
Greater stability, flexibility and capacity for
growth in an organization
Accidents, scraps and damages to machinery
can be avoided
Serves as effective source of recruitment
It is an investment in HR with a promise of
better returns in future
Reduces dissatisfaction, absenteeism,
complaints and turnover of employees

OBJECTIVES FOR TRAINING
OBJECTIVE FOR TRAINING
(GOALS)




Learning Organization
To Make Planned Changes
To Overcome Performance Gap
Between Present And Desired Future
Empower Managers For Decision
Making Procedure
To Upgrade The Knowledge

TRAINING PROCESS
Studying records
Direct observation
Asking Question
Analysis
Training Needs

Planning for Training

Preparing the Trainee

Presenting the operation

Try out the Trainees Performance


Follow up or Rewards And Feedback

Distinction between Training and Education
Training
1. Application oriented
2. Job experience
3. Specific Task in mind
4. Narrow Perspective
5. Training is Job Specific
Education
1. Theoretical Orientation
2. Classroom learning
3. Covers general concepts
4. Has Broad Perspective
5. Education is no bar
Difference between Training and Development
Training
1. Training is skills focused
2. Training is presumed to have a
formal education
3. Training needs depend upon lack
or deficiency in skills
4. Trainings are generally need
based
5. Training is a narrower concept
focused on job related skills
6. Training is aimed at improving
job related efficiency and
performance
Development
1. Development is creating
learning abilities
2. Development is not education
dependent
3. Development depends on
personal drive and ambition
4. Development is voluntary
5. Development is a broader
concept focused on personality
development
6. Development aims at overall
personal effectiveness including
job efficiencies
What are the Training Inputs?
Skills
Education
Development
Ethics
Problem Solving Skills
Decision Making
Attitudinal Changes
NEEDS FOR TRAINING
Lacking Of Desired Behaviors
Lacking Of Desired Performance
Sustain In Global Competitive Era.
To Develop Strong Corporate Culture
To Provide The Required Skills
To Upgrade The New Skills
Job Enrichment
To Perform The Effective Change Climate

Need of Training
(Individual level)
Diagnosis of present problems and future
challenges
Improve individual performance or fix up
performance deficiency
Improve skills or knowledge or any other
problem
To anticipate future skill-needs and prepare
employee to handle more challenging tasks
To prepare for possible job transfers
Need of Training
(Group level)
To face any change in organization strategy at
group levels
When new products and services are launched
To avoid scraps and accident rates
Benefits of Training Needs Identification
Trainers can be informed about the broader
needs in advance
Trainers Perception Gaps can be reduced
between employees and their supervisors
Trainers can design course inputs closer to
the specific needs of the participants
Diagnosis of causes of performance
deficiencies can be done
TYPES/METHODS OF TRAINING
On the job Training



Off the Job Training


TYPES/ Methods of Training
On the Job Trainings: These methods are
generally applied on the workplace while
employees is actually working. Following are
the on-the-job methods.
On the Job Training Methods
1. Job Rotation: In this method, usually employees are
put on different jobs turn by turn where they learn all
sorts of jobs of various departments. The objective is
to give a comprehensive awareness about the jobs of
different departments.
Advantage employee gets to know how his own and
other departments also function. Interdepartmental
coordination can be improved, instills team spirit.
Disadvantage It may become too much for an employee
to learn. It is not focused on employees own job
responsibilities. Employees basic talents may remain
under utilized.
On the Job Training Methods
2. Job Coaching: An experienced employee can
give a verbal presentation to explain the nitty-
grittys of the job.

3. Job Instruction: It may consist an instruction
or directions to perform a particular task or a
function. It may be in the form of orders or
steps to perform a task.




4. Apprenticeships: Generally fresh graduates
are put under the experienced employee to
learn the functions of job.

5. 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.
On the Job Training Methods

Off the Job Training Methods

1. Classroom Lectures: It is a verbal lecture presentation by an instructor to a
large audience. Advantage It can be used for large groups. Cost per
trainee is low. Disadvantages Low popularity. It is not learning by
practice. It is One-way communication. No authentic feedback
mechanism. Likely to boredom.

2. Audio-Visual: It can be done using Films, Televisions, Video, and
Presentations etc. Advantages Wide range of realistic examples, quality
control possible,. Disadvantages One-way communication, No feedback
mechanism. No flexibility for different audience.



Off the Job Training Methods

3. Simulation: creating a real life situation for decision-making
and understanding the actual job conditions give it. Following
are some of the simulation methods of trainings:

a. Case Studies: It is a written description of an actual situation
and trainer is supposed to analyze and give his conclusions in
writing. The cases are generally based on actual organizational
situations. It is an ideal method to promote decision-making
abilities within the constraints of limited data.





Off the Job Training Methods

b. Role Plays: Here trainees assume the part of the
specific personalities in a case study and enact it in front
of the audience. It is more emotional orientation and
improves interpersonal relationships. Attitudinal change
is another result. These are generally used in MDP.

c. Sensitivity Trainings: This is more from the point of
view of behavioral assessment, under different
circumstances how an individual will behave himself
and towards others. There is no preplanned agenda and
it is instant. Advantages increased ability to
empathize, listening skills, openness, tolerance, and
conflict resolution skills. Disadvantage Participants
may resort to their old habits after the training.


Off the Job Training Methods

d. Programmed Instructions: Provided in the form of blocks either in
book or a teaching machine using questions and Feedbacks without
the intervention of trainer.
Advantages Self paced, trainees can progress at their own speed,
strong motivation for repeat learning, material is structured and self-
contained.
Disadvantages Scope for learning is less; cost of books, manuals or
machinery is expensive.

e. Computer Aided Instructions: It is extension of PI method, by
using computers. Advantages Provides accountabilities,
modifiable to technological innovations, flexible to time.
Disadvantages High cost.


BENEFITS TO EMPLOYEES
Personal Growth
Development of new skills
Higher Earning Capacity
Helps adjust with changing technology
Increased safety
Confidence

RESULTS OF TRAINING

ROT