TRAINING

Introduction:
Training is a program that helps employees learn specific knowledge or skills to improve
performance in their current roles, behaviour as well as providing them learning
opportunities, to further their growth. It implies a process of upgrading an individual’s
knowledge, skills and competencies. Training is one of the major human resource activities
of both large and small organizations in both the private and public sectors throughout the
world. It is a necessary activity for both new and experienced employees. New employees
must learn how to do their job, whereas experienced employees must learn to keep up job
changes and how to improve their performance.

Many organisations have mandated training hours per year for employees keeping in
consideration the fact that technology is deskilling the employees at a very fast rate. For
training to be effective it has to be a planned activity conducted after a thorough need
analysis and target at certain competencies, most important it is to be conducted in a learning
atmosphere.

Training describes the formal, ongoing efforts that are made within organizations to improve
the performance and self-fulfilment of their employees through a variety of educational
methods and programs. In the modern workplace, these efforts have taken on a broad range
of applications—from instruction in highly specific job skills to long-term professional
development. In recent years, training has emerged as a formal business function, an integral
element of strategy, and a recognized profession with distinct theories and methodologies.
More and more companies of all sizes have embraced "continual learning" and other aspects
of training as a means of promoting employee growth and acquiring a highly skilled work
force. In fact, the quality of employees and the continual improvement of their skills and
productivity through training, are now widely recognized as vital factors in ensuring the long-
term success and profitability of small businesses. Furthermore, training can enable a small
business to make use of advanced technology and to adapt to a rapidly changing competitive
environment. Finally, training can improve employees' efficiency and motivation, leading to
gains in both productivity and job satisfaction. The entire training process should be planned
in advance with specific goals in mind.

The design of training programs is the core activity of the training function. In recent years,
the development of training programs has evolved into a profession that utilizes systematic
models, methods, and processes of instructional systems design (ISD). ISD describes the
systematic design and development of instructional methods and materials to facilitate the
process of training and ensure that training programs are necessary, valid, and effective. The
instructional design process includes the collection of data on the tasks or skills to be learned
or improved, the analysis of these skills and tasks, the development of methods and materials,
delivery of the program, and finally the evaluation of the training's effectiveness. The key to
building effective employee training isn't jamming as much relevant data as you can into a
binder and calling it a training program. The key to building effective employee training is
teaching only what is necessary to do the job and teaching it on the right gradient--that is to
say, reducing the learning curve by teaching the fundamental aspects first and building upon
those until you are teaching more advanced material.

APPROACHES OF TRAINING:

 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.
Organizations used to believe more in executive pinching. But now the scenario
seems to be changing.
 Modern approach of training is that Indian Organizations have realized the
importance of corporate training. Training is now considered as more of retention tool
than a cost. The training system in Indian Industry has been changed to create a
smarter workforce and yield the best results.

WHO CONDUCTS THE TRAINING:

The HR Training and Development Specialist plans, produces and administers staff and
management training programs. They conduct programs to develop employee skills in
accordance with organization practices and policies. Additionally, they research and evaluate
training resources, as well as suggest new topics and methods.

EFFECTS OF TRAINING:

Good training programs help you retain the right people and grow profits. Training helps
companies create pools of qualified replacements for employees who may leave or be
promoted to positions of greater responsibility. It also helps ensure that companies will have
the human resources needed to support business growth and expansion.

Employee Training is bifurcated into on-the-job training and off-the-job training methods
having different sub-methods of training given for different purposes to different types of
employees holding or going to hold different jobs. In India at NTPC (National Thermal
Power Corporation), is providing one year training program to its newly joined employees,
off-the-job training by way of classroom method for period of six months and on-the-job
training by way of job rotation method for remaining six months. Boston Consulting Group's
(BCG) India, is providing on-the-job training by live case studies for its newly joined
employees followed by induction programme.
PURPOSE OF THE TOPIC:

 My idea for choosing this topic was that globally in order to prepare workers for new
jobs it is more important to train them for what is coming their way. Also the purpose
of training is basically to fill the gap between job requirements and present
competency of an employee.
 As our country is advancing in technology which is resulting in increase in
competition, rise in customer’s expectation of quality and service and a constant need
to lower the costs, training has also become necessary to keep the flow ongoing and
smooth.
 In today’s scenario change is the order of the day and the only way to deal with it is to
learn and grow.

 Training and development is the field concerned with organizational activity aimed at
bettering the performance of individuals and groups inorganizational settings. It has
been known by several names, including employee development, human resource
development, and learning and development.
 This activity is both focused upon, and evaluated against, the job that an individual
currently holds.

THE AIM OF THIS STUDY:

 To understand current training and development practices. To identify common needs

and challenges.
 To ensure satisfactory performance of the tasks and duties assigned, so that the
employee can contribute more to the organization.

Training and development helps in increasing the job knowledge and skill of employees
at each level. It helps to expand the horizons of human intellect and an overall personality
of the employees.

Trainer

Staff Development
Productivity of skills

Impact of effectivity
training

Quality
Method of
training of
work