ASSIGNMENT OF HUMAN RESOURCE

MANAGEMENT
UNIT-3

Submitted by: Satish kumar

ROLL. No. 617012053
CLASS: MBA 2ND SEM.
Training is basically a systematic procedure for
transferring technical know-how to the employees so
as to increase their knowledge and skills for doing
particular jobs.

According to “Edwin B. Flippo:

“Training is the act of increasing knowledge and skill of
an employee for doing a particular job.”
o Untrained Employees = Unhappy Employees
Employees who feel inadequate, underachieving, or
unsupported are unhappy. They aren’t satisfied in their
work, which will cause them to underperform, make
mistakes, and not care about their work product. That
costs the business in lost time and money.
o2. Untrained Workers Have a Low Production Value
The quality of their work is lower and of less value. The
quality in performance is lower than it could (or should)
be.
o3. Untrained Workers Are Inefficient
More time (and therefore money) and effort is spent
when employees aren’t fully or properly trained to
perform their tasks or to fulfill their responsibilities. It
takes them longer to do the work.
 Importance of Training:

 Improving employee performance.

 Updating employee skills.
 Avoiding managerial obsolescence.
 Retaining and motivating employees.
 Creating an efficient and effective organization.
 It helps organization to absorb changes taking place in the
environment and reduce resistance to change.
 Training increases the productivity and level of
performance of employees.
 It aims to improve the quality of task.
 To train employees in a particular culture of the company.
Importance of employee’s training
1. Support succession planning.
Providing ongoing employee training and development
supports succession planning by increasing the availability of
experienced and capable employees. Increasing your talent
pool reduces the inherent risk of employees perceived as
“irreplaceable” leaving the organization.
2. Increase employee value.
Effective training can be used to “up-skill” or “multi-skill” your
employees. Up-skilling involves extending an employee’s
knowledge of an existing skill,* providing more experts within
a subject area. Multi-skilling is the process of training
employees in new or related work areas to increase their
usability within the organization. Employees with diverse skill
sets can perform a variety of tasks and transition more easily
into other roles within the organization.
3.Reduce attrition rates.
Investing in the development of your
employees can reduce attrition rates. Well-
planned training can provide career pathways
for employees making retention within the
organization rather than seeing them seeking
next-level opportunities elsewhere. Another
positive is a reduction in recruitment costs.
4. Exceed industry standards.
Training your employees in industry-standard
best practices could also assist you in building
your reputation, giving your competitors a run for
their money!
5. Enhance operational efficiency.
Training your employees can increase their
efficiency and productivity in completing their
daily work tasks. Training can also help your
organization achieve greater consistency in
process adherence, making it easier to project
outcomes and meet organizational goals and
targets.
6. Lost Time/Money Due to Mistakes
When an untrained worker makes a mistake, the time
and materials used are lost. The work then has to
be done again. Or worse, the inadequate product
was delivered to the client.

7. An Increase in Miscellaneous Expenses

These are more difficult to track or attribute to
untrained workers, but they are there.
8. Insufficient Staff Training Means Lost
Customers
Untrained employees can cause many of the
mistakes, and those mistakes and
inefficiencies can cause your business to lose
customers. That is the worst possible scenario,
but it can happen.
Many methods of training are available- each has
certain advantages and disadvantages. Here we
list the different methods of training
On the job training
1. COACHING
2. MENTORING
3. JOB ROTATION
4. JOB INSTRUCTION TECHNIQUE…..etc

Off the job training

1. Vestibule Training:
2. Management Games:
3. Role Playing:
4. Films/Video
5. Lecture Methods:
6. Outbound Training…..etc
Definition: The On-the-Job Training is a
technique wherein the workers, i.e., operative
staff, is given the direct instructions to
perform their jobs on the actual work floor.

On-the-Job training is based on the principle of “learning by doing”, i.e. the

workers learn the job while performing it within the actual work environment.
This type of training is beneficial for both the workers and the organization.
Meaning….
The workers can learn the skills that are required to be
performed in the actual work conditions and also gets
accustomed to the working environment.

Also, the organizations need not to bear any additional cost of

setting up a classroom or a simulated setup for imparting
training to the workers, away from the actual work floor, as in
the case of Off-the -Job training
1. Coaching
Under this method, the superior or an
experienced staff gives instructions to the
workers to perform a job. It is one-to-one
training designed for the workers where they
can find answers to their queries through the
instructions and demonstrations given by the
superior.
2. Mentoring
• This training is given to the managerial level
people, wherein the senior or the manager
gives instructions to the immediate
subordinate to carry out the day to day
functioning.
3. Job Rotation
• Under the job rotation, an employee is often
shifted to the other related jobs, with the
intention to make him well versed with other
job backgrounds.
4. Job Instructional Training
Under this training, a trainer designs a step by
step training program, wherein the worker is
given the instructions to perform the job as
required. Firstly, the overview of the job along
with the desired results is explained to the
trainee, and then the skills required for the job
is demonstrated by the trainer.
5. Understudy
Here, the superior gives training to the
subordinate as an understudy or an assistant
who is likely to perform a superior’s job in
case of the vacancy arising out of superior’s
retirement, transfer, promotion or death.
6. Apprenticeship
This type of training is generally given to the
people in crafts, trade and technical fields that
require a long-term learning before they
actually gain the proficiency in their respective
disciplines.
Programmed Instructions:

• In this method, knowledge is imparted with the

use of a text book or a teaching machine. It
involves breaking information down into
meaningful units and then arranging these in a
proper way to form a logical ant sequential
learning programme or packages.
• The programme involves presentation questions,
factors or problems to the trainee and the trainer
receives feedback or the basis of the accuracy of
his answers.
 Advantages

• Advantages:
• (1) The workers learn the job in actual conditions rather
than the artificial conditions. It motivates employees to
learn.
• (2) It is less expensive and consumes less time.
• (3) The training is under the supervision of supervisors who
take keen interest in the training programme.
• (4) The production does not suffer under this method.
• (5) The trainee learns rules and regulations while learning
the job.
• (6) It takes less time as skill can be acquired in a short
period.
 Limitations
• Limitations:
• (i) The training is highly disorganised and
haphazard.
• (ii) The supervisor may not be in a position to
devote time and hence faulty training may take
place.
• (iii) The experienced trainers may not be
available.
• (iv) There is a lack of motivation on the part of
the trainee to receive training.
Definition: The Off-the-Job Training is the
training method wherein the
workers/employees learn their job roles away
from the actual work floor.

Under off-the-job training, the worker concentrates only on the learning of

a job and is not accountable for the production.
Meaning……
• Simply, off-the-job training comprises of a
place specifically allotted for the training
purpose that may be near to the actual
workplace, where the workers are required to
learn the skills and get well equipped with the
tools and techniques that are to be used at
the actual work floor.
1. Special lectures
• This is also called as classroom training wherein the
employees are given lectures about the job
requirements and the necessary skills required for
implementing the job. There is generally a classroom
or a workshop wherein the complete job knowledge
is given to the workers by the experts or specialists
from the professional institutes.
• The main purpose of this training is to make the employees well
informed about their job roles and discussing their queries arising
out of the lectures.
2. Simulation
• Under this training, the trainee is required to
learn the operations of machines and
equipment, that are reasonably designed to
look similar to those installed at the actual
work floor. This is one of the most common
method of training wherein the worker learns
to operate tools and machinery that look alike
to those, they would be using in the actual
work environment.
3. Vestibule Training
This type of training is specifically given to the
technical staff, office staff and the employees
who learn the operations of tools and
equipment assembled at a place away from
the actual work floor. This type of training is
conducted to give the real feel to the trainees,
that they would be experiencing at the actual
plant.
4.Case Studies
Under this method, the trainees are given the
situation or a problem in the form of a case
study, and are required to solve it as per their
learning from the training program.
5. Role playing
• This type of training is essential in case of
customer services. Under this, the trainees
assume roles and enact as per the given
situations. It is also called as socio-drama or
psycho-drama, wherein the employees act as
if, they are facing the situation and have to
solve it spontaneously without any guidance
6. Management Games
• Under this method, the trainees are divided
into groups and then they are presented with
the simulated marketplace or the situations,
wherein they are required to apply their
learning and solve the problems accordingly.
• Executive Games are general management
games and cover all functional areas
{like planning, decision making, etc} of business
and their interactions and
• dynamics. Executive games are designed to
train general executives.
• Functional Games, on the other hand, focus
on middle management decisions
• and emphasize particular functional areas {like
Marketing or HR} of the firm.
Seminar or Team Discussion:

• In seminar method the trainees may be asked to write

papers on specific topics. The papers are read in the
seminar and then a critical discussion is held where all the
trainees participate. The chairman of the session will sum
up the views expressed by various participants. The
trainees pressers in the seminar listen to views expressed in
papers and the discussion held later am clear their doubts,
if any.
• Another method used in the seminar may be to distribute
the material to the trainees in advance and then they come
prepared for the discussion on the topic circulated. The
seminar method of training helps the trainees in listening
to various view points and clearing their doubts, if any.
 Internship Training:

• In this method of training students get practical training while they

study. A proper liaison is established between the technical
institutions and business houses where students are sent during
their vacations. Thus, there is a balance between theory and
practice and students get practical Knowledge while studying.
• The chief drawbacks of this method are:
• (a) It can be used for training only of skilled and technical workers.
• (b) The time taken is usually long.
• An example may be given here from M.B.A. (Master of Business
Administration) courses begin and run by various institutes of India.
A close liaison is kept between the institute and industry. The
students doing M.B.A. are sent to the different industries during
vacations. Thus they learn practical work also while doing their
professional course.
 Learner Training:

• Learners are those persons who are selected

for semi-skilled jobs and lack even the basic
knowledge of industrial engineering. These
learners are first given education in vocational
schools where they get knowledge of
arithmetic, workshop mathematics and learn
the operation of machines. They can be
assigned regular jobs after training.
 Group Discussions & Tutorials

These most likely take place in a classroom

where a group of people discuss issues.
For example, if an unfamiliar program is to be
implemented, a group discussion on the new
program would allow employees to ask
questions and provide ideas on how the
program would work best.
 7. Role Playing

Role playing allows employees to act out issues that could

occur in the workplace. Key skills often touched upon
are negotiating and teamwork.
A role play could take place between two people
simulating an issue that could arise in the workplace.
This could occur with a group of people split into pairs,
or whereby two people role play in front of the
classroom.
Role playing can be effective in connecting theory and
practice, but may not be popular with people who
don´t feel comfortable performing in front of a group
of people.
 Films & Videos

Films and videos can be used on their own or in

conjunction with other training methods.
To be truly effective, training films and videos
should be geared towards a specific objective.
Only if they are produced effectively, will they
keep the trainees attention. They are also
effective in stimulating discussion on specific
issues after the film or video is finished.
Films and videos are good training tools, but have
some of the same disadvantages as a lecture -
i.e., no interaction from the trainees.
 Planned Reading

• Basically planned reading is pre-stage preparation to

more formal methods of training. Some trainees
need to grasp specific issues before heading into the
classroom or the team-building session.
Planned reading will provide employees with a better
idea of what the issues are, giving them a chance to
think of any questions beforehand.
• Example: Here we may be stretching if we think
that truckers are going to read through a lot of
material the training department sends them.
 Conclusion

• Many avenues exist to train employees. The key is to

match the training method to the situation. Assess
each training method implemented in the
organization and get feedback from trainees to see if
they learned anything. Then take the results from the
most popular and most effective methods to design a
specific training program.
 Executive
Development program
 What Is EDP?
• Executive development programs are
designed for business professionals. Through
the executive development program, business
executives can learn to become better leaders
and gain skills that can help them develop a
global business
• Executive Development is an ongoing systematic
process that assesses, develops, and
• enhances one’s ability to carry out top-level roles
in the organization.”
• EDP is the process of equipping people with the
tools, knowledge and opportunities they
• need to develop themselves and become more
effective. This process helps executives to address
• behavior or issues that are impending their own
job effectiveness.
 Executive development program(EDP)
• The Executive Development Program is designed to
increase the business skills and leadership
capabilities of managers .EDP takes a
multidimensional approach to learning, combining
lectures, small/large group discussion, case study,
role playing, campus networking opportunities, and a
strategy simulation to provide new insights and give
you opportunities to apply them.
 Benefits of EDP
• Build capabilities for leading cross-border
teams across functions and countries
• Strengthen business acumen in core areas
such as finance, marketing, management, and
strategy
• Put your knowledge to the test in a realistic
business strategy simulation that requires
leadership and teamwork
• Ability to function more adeptly in management
roles by gaining additional confidence and
knowledge
• Ability to apply new concepts
• Increases leadership skills
• Strengthens communication skills
• Ability to work with others, while assessing their
skills and strengths
• Ability to formulate more competitive business
strategies
• Skills in team building.
 Methods of executive development

• Methods of development or executive development can be broadly

divided into two categories.
• 1) On the job development or executive development: it
means increasing the ability of the executives while performing
their duties, to develop them in real work situation. It includes the
following methods:
• a) On the job coaching: under this method superior only guides his
subordinate about various methods and skill required to do the job.
Here the superior only guides his subordinate he gives his
assistance whenever required. The main purpose of this type of
training is not only to learn the necessary skills but to give them
diversified knowledge to grow in future. The superior is responsible
for subordinate’s performance. So the superior must always provide
the subordinate necessary assistance whenever required.
• b) Understudy: under this method of
development the trainee is prepared to fill the
position of his superior. He in the near future will
assume to do the duties of his superior when he
leaves the job due to retirement, transfer or
promotion.
• c) Job rotation: here the executive is transferred
from one job to another or from one plant to
other. The trainee learns the significance of the
management principles by transferring learning
from one job to another. This method helps in
injecting new ideas into different departments of
the organization.
• d) Committee assignment: under this method
committee is constituted and assigned a
subject to give recommendations. The
committee makes a study of the problem and
gives suggestions to the departmental head. It
helps the trainees because every member of
the committee gets a chance to learn from
others.
• here the executives gets the training off the job
means not when they are doing the job. It
involves following methods:
• a) Special courses: here the executives attend the
special courses which are organized by the
organization. Under this experts from
professional institutions provide them the
training. Now days it is becoming popular but it is
difficult to say whether these courses improve
the performance of the employees or not.
• b) Specific readings: here the human resource
development manager provides copies of specific
articles published in the journals to the
executives to improve their knowledge. The
executives study such books or articles to
enhance their knowledge.
• c) Special projects: under this method the trainee
is given a project related to the objective of the
department. The project helps the trainee in
acquiring the knowledge of the particular topic.
• d) Conference training: here the organization conducts
a group meeting. In which the executive learn from the
others by comparing his opinion with others.
• e) Sensitivity training: it is also known as T group
training or laboratory training. It is conducted under
controlled conditions. T group help in learning certain
things, they help the participants to understand how
group actually work. It helps in increasing the tolerance
power of the individual and ability to understand
others. T group generally sits together and discuss for
hours where the members learn about their own
behavior and behavior of others.