TRAINING & DEVELOPMENT

TOPICS TO BE COVERED
What is Training? Need for Training / Benefits

Training Need Analysis

Evaluation of Training Programme Training Methods

Training
Training is an act of increasing the knowledge and skill of an employee for doing a particular job. - E.B.Flippo.
Training is the process by which man is fitted for the particular job it has to perform - Dale Yoder. The organized procedure by which people learn knowledge and/ skill for a definite purpose. -Dale S.Beach.

NEED FOR TRAINING

1.JOB REQUIREMENTS

2.TECHNOLOGICAL CHANGES
3.ORGANISATIONAL VIABILITY 4.INTERNAL MOBILITY

Significance /Benefits of Training

Higher Productivity. Better Quality of work.
Less Learning Period.

Cost Reduction.
Low Accident Rate. High Morale. Personal Growth. Organisational Climate.

TYPES OF TRAINING
1.ORIENTATION TRAINING 2.JOB TRAINING 3.SAFETY TRAINING 4.PROMOTIONAL TRAINI NG 5.REFRESHER TRAINING 6.REMEDIAL TRAINING

Design of Training
1. Responsibility for Training 2.Selecting and motivating the target group 3.Preparing the trainers 4.Developing the training package 5.Presentation 6.Performance tryout 7.Follow up

TRAINING NEED ANALYSIS 1. Organisational Analysis:

It involves study of entire organisation in terms of its objectives, climate, growth potential and its environment. Its purpose is to determine where training emphasis should be placed within the organisation.

2. Operational /Task or Role Analysis:

It is a systematic and detailed analysis of jobs to identify job contents, the knowledge, skills, aptitude required and the work behavior.

3. Person Analysis:
In this analysis, persons to be trained and the changes required in the KSA of employee are determined.

Training Programme Evaluation

Kirkpatric Model 1. Reaction 2. Learning 3. Behavior

4. Result

Training Methods
ON THE JOB TRAINING:

OFF THE JOB TRAINING:

VESTIBULE TRAINING:

ON THE JOB TRAINING:

JOB INSTRUCTION TRAINING APPRENTICESHIP TRAINING JOB ROTATION COACHING

MENTORING

On the Job Training: Learning by doing

MERITS: Trainee learns on the actual machine in use and in the real environment of the job. He is better motivated to learn. There is no problem of transfer of skills to the job. This method is very economical. Trainee learns the rules, regulations and procedures by observing their day to day application. Demerits: 1.Learner finds it difficult to concentrate due to noise of workplace. 2.This method is unorganised and haphazard. 3.Supervisor may not be a good trainer. 4.Trainee may cause damage to the equipment.

JOB INSTRUCTION TRAINING : Step by Step Learning

1. Preparing the Trainee:
Put the learner at ease Break down the job

2.Presenting the job operations

Tell Show /Demonstrate Explain

3.Applying and trying out the instructions

Let the learner do the job Provide feedback, both positive and negative Let the learner Practice

4.Follow up
Check progress frequently at first Tell the learner whom to go to for help

Apprenticeship Training
In this method theoritical instruction and practical learning are provided to trainees in training institutes.Generally a stipend is paid during the training period.This is earn when you learn scheme.
Merits: 1.It combines theory and practice. 2.Trainees acquire job skills which are valuable in the job market. Demerits: 1.It is time consuming. 2.Many persons leave the training midway as the training period ranges from one year to five years.

COACHING
Coaching is a process of providing one to one guidance and instruction to improve knowledge, skills and work performance.

Usually coaching is directed at employees with performance deficiencies.

Job Rotation
Cross Training

Mentoring
Mentoring is considered to be a form of coaching in which an ongoing relationship is developed between a senior and junior employee. The purpose of mentoring is to provide the more junior employee with guidance and a clear understanding of how the organisation goes about its business. Whereas coaching focuses on the technical aspects of the job, mentoring focuses more on improving the employees fit within the organisation. Coaching emphasis skill development, mentoring emphasises attitude development.

VESTIBULE TRAINING
A training centre called vestibule is set up and actual job conditions are duplicated or simulated in it.Expert trainers are employed to provide training with the help of equipment and machines which are identical with those used at work place. Merit:
1.Trainee can concentrate on learning without disturbance of workplace noise. 2.The interest and motivation of the trainee are high as the real job conditions are duplicated. 3.It permits trainees to practice without the fear of being observed

Demerits:
1.It is expensive method. 2.Training situation is somewhat artificial and trainee does not get a feel of the real job.

OFF THE JOB TRAINING

1.LECTURES 2.CASE STUDIES 3.GROUP DISCUSSIONS 4.ROLE PLAYING 5.SENSITIVITY TRAINING 6.INBASKET EXERCISES 7.MANAGEMENT GAMES

Lectures
3 part of lecture: 1.Tell what you are going to tell 2.Tell 3.Then tell what you have told i.e summarise your talk

Planning the Lecture: Before preparing the lecture, 4 important points should be considered: 1.Who is your audience? 2.What is the purpose of your talk? 3.What is the time available? 4.What is the Subject matter?

Case Study
A written description of an actual situation in business which provokes in the reader the need to decide what is going on, what the situation really is or what the problems are and what can and should be done.

Merits: 1.It promotes analytical thinking and problem solving skills.

2.It encourages openmindedness and provides a means of integrating interdisciplinary knowledge. 3. Trainees become aware of managerial concepts and processes and their application to specific situation. Demerits: 1.It is time consuming and expensive to prepare good case studies. 2.A real life case may not be useful in different cultural situations.

Discussion
This method is directed towards drawing out the experiences of the participants either to think through an issue in all its forms or generate a unified perspective on an unstructured problem among the participants. Objectives of discussion need to be clearly established in advance.

Sometimes group discussion can be woven around a preidentified group leader; on other occassions a group leader may be left to emerge as part of the discussion.
It encourages skills in people which are useful in any decision making process. Trainer must summarise the main points that emerge during the discussion towards the end.

Role Play
1.Single role plays 2.Multiple role plays 3.Rotation role plays / Reverse role plays 4.Structured role plays 5.Spontaneous role plays

Role playing is a method of developing interpersonal or human relations skills.It helps to bring about desired changes in attitudes and behavior.

Sensitivity Training
Sensitivity training is a group experience designed to provide maximum possible opportunity for the individuals to expose their behavior, give and receive feedback, experiment with new behavior, and develop awareness of self and others.

Chris Argyris
Focus is on face to face interaction and confrontation in L group Training. Trainees are brought together in a free and open environment wherein participants discuss themselves.

Demerits: 1.Trainees become so sensitive to the feelings of others that he is unwilling to take hard decisions. 2. It involves stress situations which can cause serious psychological damage(behavior breakdown to the participants)

Management Games
These are classroom simulation exercises in which teams of individuals compete against one another in order to achieve a given objective. Merits: 1.Useful for developing problem solving skills, leadership skills and fostering teamwork.

Demerit: 1.It is very difficult and expensive to develop management game. 2.The games are artificial. Trainees who are successful in these games may not be successful on the job.

Inbasket exercises
In-tray exercises require the learner to make choices. A constraint is introduced putting pressure on the learner to make decisions about each item in a certain period of time. The follow up is a discussion about why decisions were made in that way, a consideration of the effects of some of the decisions and justification of some of the decisions made.
Merits: The method is inexpensive and simple. Trainees learn problem solving skills