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J.MICHAEL SAMMANASU
JIM
In future, the success of enterprises ll depend upon the revolutionary training and development system in human resource management. 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.
Training-
What is training?
Training is basically a systematic procedure for transferring technical knowhow to the employees so as to increase their knowledge and skills for doing particular jobs.
Features Training enhances the skills and capabilities of the individuals in an organization. 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.
It depends upon the top managements attitude and organizational culture to make the training programme a success and contribute to the overall development of the organization. The training and development function in an organization has gained a lot of importance due to advancement in technology and changes in market force.
DefinitionsAccording 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.
Training policy?
Every organization has well established and prescribed
training policy for the training of employees.
Components of trainingComponents of training includesALL THAT MAKE-UP A TRAINING PROGRAMME. Important components are-
Training policy
Willing trainee
Components Of training
Its importance should be recognized and never be underestimated as sheer waste of time. The learner should be motivated It should be an endless activity for all. It should be structured and be managed in such a way that learning takes place properly.
It should hold humanistic values. it means it should not be imposed, not criticized, no negative reinforcement be give it should be participative. participation of employees should be encouraged in designing complete training programme because it is a team work and mutual work can only make it a success. 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.
Business schools should modify their curriculum to include programmes related to the followingcommunication management, time mgt., conflict management, self managementfinance,health,work and family, office management-record keeping, report writing. From time to time, review meetings should be to measure the gain through training and development schemes.
Organizations should be open to suggestions and active participation of employees should be encouraged for decision making.
6.It helps organization to absorb changes taking place in the environment and reduce resistance to change.
7.Training increases the productivity and level of performance of employees. 8.It aims to improve the quality of task.
Importance of training Trained workers can work more efficiently. There will be fewer accidents. as training improves the knowledge of employees regarding the use of machines and equipments. Wastage is eliminated to a large extent as they use tools, machines in a proper way.
Training can contribute to higher production, fewer mistakes, greater job satisfaction and lower labor turnover. It makes the relationship between management and employee cordial.
Training helps an employee to move from one organization to another easily. he can be more mobile and pursue career goals easily. Training makes employees more loyal to an organization. they will be less inclined to leave the unit where there are growth opportunities. training enables employees to secure promotions easily. they can realize their career goals comfortably.
Economical supervision-as there is less requirement for supervision for trained employees.
Uniform procedures-with the help of training the best available methods can be standardized and made available to all employees
Areas of training1. 2. 3. 4. 5. Company policy and procedures Skill based training Human relations training-interpersonal skills, leadership styles, disciplinary procedure etc. Problem solving training from simple operational problems to major decision making problems. Supervisory training-to enable the person to perform managerial and supervisory functions such as planning,organising,directing and controlling as employees move ahead in their career paths to assume positions of increased responsibility.
1. Voluntary consent of participants-they should not be forced to join these activities. 2. Discrimination-age, gender,race or related factors should not be used as barriers to determine who receives training. 3. cost effectiveness
Types of training
Orientation training or induction training-to put the new recruits at ease and to make him introduced with key personnel and informed about company policies, procedures and benefits.
Refresher training
Apprenticeship training-commonly found in industries such as carpentry and plumbing, apprentices are trainees here who spend a prescribed period of time working with an experienced, master worker.
Philosophy of training
Training efforts must invariably follow certain learning oriented guidelines1. Modeling-the selected model should provide the right kind of behavior to be copied by others. if we want to change people, it would be a good idea to have videotapes of people showing the desired behavior.
2.Motivation-when the employee is motivated, he pays attention to what is being said, done and presented.
3.Reinforcement positive reinforcement consists of rewarding desired behaviours.people avoid certain behaviors that invite criticism and punishment. 4.feedback-people learn best if feedback is given as soon as possible after training as every employee wants to know what is expected from him and how well he is doing. 5.Spaced practice-learning takes place easily if the practice sessions are spread over a period of time.
6.Whole learning-the employees learn better if the job information is explained as an entire logical process, so that they can see how the various actions fit together into the big picture.
7.Applicability of training-training should be as real as possible so that trainees can successfully transfer the new knowledge to their jobs.
8.enviornment-it is natural that workers who are exposed to training in comfortable environments with adequate ,well spaced rest periods are more likely to learn than employees whose training conditions are less than ideal.
RETRAINING-?
Retraining is the process of learning a new skill or trade, often in response to a change in the economic environment. Generally it reflects changes in profession choice rather than an "upward" movement in the same
Benefits for Trainees are Helps in reducing the anxiety of the trainee up to some extent. Keep the participants aware of the happenings, rather than keeping it surprise Helps in increase in concentration, which is the crucial factor to make training successful.
Benefits for trainer Helps the trainer to measure the progress of trainees and make the required adjustments. Now trainer can establish relationship between objectives and particular segments of training.
Models of trainingTraining is a transforming process that requires some input and it turn it produce output in the form of knowledge, skills and attitudes. The three models of training are1. The system model 2. Instructional system development model 3. Transitional model
The system model of trainingIt consists of five phases which should be repeated on a regular basis to make further improvements. the training should achieve the purpose of helping the employees to perform their work to required standards. The steps areEVALUATE EXECUTE DEVELOP DESIGN ANALYSE
1. 2.
3.
4.
5.
ANALYSE-Analyze and identify the training needswhat do they need to learn. DESIGN-It requires developing the objective of training, identifying the learning steps, sequencing and structuring the contents. DEVELOP-Listing the activities in the training program that ll assist the participants to learn, examining training material, selecting delivery method, validating information to be imparted to. EXECUTE-Its the hardest part of the system because one wrong step can lead to the failure of whole training program. EVALUATE-Evaluating each phase to make sure it has achieved its aim in terms of subsequent work performance.
ANALYSIS
PLANNING
FEEDBACK
EXECUTION
DEVELOPMENT
1. 2.
3.
4.
5.
ANALYSIS-This phase consist of training need assesment,job analysis and target audience analysis. Planning-This phase consist of setting goal of the learning,outcome,types of training material, media selection, methods of evaluating the trainee, trainer and the training program. DEVELOPMENT-This phase translates design decisions into training material. it consists of developing course material, including handouts,workbooks,visual aids etc. EXECUTION-it focuses on logistical arrangements, such as arranging speakers,equipments,benches,podiums,food facilities, cooling lighting ,parking and other training accessories. EVALUATION-evaluating whole process.
VISION
IMPLEMENT
MISSION
PLAN
EVALUATE
OBJECTIVE
VALUES
1.
VISION-It focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tell that where the organization sees itself few years down the line.
MISSION-explain the reason of organizational existance.the reason of developing a mission statement is to motivate, inspire and inform the employees regarding the organization. VALUES-vision is the translation of vision and mission into communicable ideals. it reflects the deeply hold values of the organization. foe example-social responsibility, excellent customer service
2.
3.