Definition of Training and Development Program

Training is the process of planned programs and procedures undertaken for the improvement of
employee's performance in terms of his attitude, skills, knowledge and behavior. These training and
development programs can significantly improve the overall performance of organization.
Training is normally viewed as a short process. It is applied to technical staff, lower, middle, senior
level management. When applied to lower and middle management staff it is called as training and for
senior level it is called managerial development program/executive development
program/development program.

Objectives/Purpose/Goals of Training and Development

The purpose of training and development can be explained as follows:
1. Improving quality of workforce
Training and development programs can help in improving the quality of work produced by the
workforce of organization. Mostly, training is given in a specific area like finance, marketing or HR,
which helps in improving the quality of work in that particular area.
2. Enhance employee growth
By attending these training and development programs, employees are able master the work of their
jobs and that's how they develop and grow themselves in a professional way.
3. Prevents obsolescence
These programs help employees to keep themselves up to date with the new trends in latest
technology, which reduces the chances of termination of the job.
4. Assisting new comer
These programs help new employees to adjust themselves in a new working environment, culture and
technology. They feel themselves as regular employees of that organization.
5. Bridging the gap between planning and implementation

It helps organizations to easily achieve their targets and goals what they actually planned for.
Employees know their job better and they deliver the quality performance according to needs of top
management. That's why organizations can easily implement their plans.
6. Health and safety measures
Training and development program clearly identifies and teaches employees about the different risk
involved in their job, the different problems that can arise and how to prevent such problems. This
helps to improve the health and safety measures in the company.

Methods of Training Operating

Personnel/Factory Workers
HRM
52

Training can be define as a process of planned programs and procedures undertaken for the
improvement of employee's overall performance like his attitude, behavior, skills and knowledge etc.
This can be useful for organizations to achieve their targets efficiently.
There are different methods of training for operating personnel (factory workers). Training these
workers becomes important because they handle equipment worth crores of rupees. The different
methods can be explained with the help of following diagram:

1. On the job training method

In this method workers who have to be trained are taken to the factory, divided into groups and one
superior is allotted to every group. This superior or supervisor first demonstrates how the equipment
must be handled, and then the worker is asked to repeat whatever he has observed in the presence of

the supervisor. This method makes it easy for the employee to learn the details about specific
equipment. Once the worker studies the first equipment thoroughly the supervisor moves on to the
next equipment and so on.
2. Apprenticeship training
In this method both theory and practical session are conducted. The employee is paid a stipend until
he completes training. The theory sessions give theoretical information about the plant layout, the
different machines, their parts and safety measures etc. The practical sessions give practical training
in handling the equipment. The apprentice may or may not be continued on the job after training.
3. Vestibule training
In this method of training an atmosphere which is very similar to the real job atmosphere is created.
The surroundings, equipment, noise level will be similar to the real situation. When an employee is
trained under such conditions he gets an idea about what the real job situation will be like. Similarly
when he actually starts doing the job he will not feel out of place. This method is used to train pilots
and astronauts. In some places graphics are also used to create the artificial surroundings. This
method involves heavy investment.
4. Job rotation
In this method the person is transferred from one equipment to the other for a fixed amount of time
until he is comfortable with all the equipments. At the end of the training the employee becomes
comfortable with all the equipment. He is then assigned a specific task.
5. Classroom method
In this method the training is given in the classroom. Video, clippings, slides, charts, diagrams and
artificial modules etc are used to give training.

Methods of Training for Managers, Methods of Managerial

Development/Executive Development
Various methods are used to train personnel for managerial level jobs in the company. These methods
can be explained with the help of following diagram:

On the Job Training Methods in HRM

On the job method refers to training given to personnel inside the company. There are different
methods of on the job training:
Job rotation
This method enables the company to train managerial personnel in departmental work. They are
taught everything about the department. Starting from the lowest level job in the department to the
highest level job. This helps when the person takes over as a manager and is required to check
whether his juniors are doing the job properly or not. Every minute detail is studied.
1. Planned progression
In this method juniors are assigned a certain job of their senior in addition to their own job. The
method allows the employee to slowly learn the job of his senior so that when he is promoted to his
senior job it becomes very easy for him to adjust to the new situation. It also provides a chance to
learn higher level jobs.

2. Coaching and counseling

Coaching refers to actually teaching a job to a junior. The senior person who is the coach actually
teaches his junior regarding how the work must be handled and how decisions must be taken, the
different techniques that can be used on the job, how to handle pressure.

Off the Job Training Methods in

HRM
26

There is active participation from the senior. Counseling refers to advising the junior employee as and
when he faces problems. The counselor superior plays an advisory role and does not actively teach
employees.
3. Under study
In this method of training a junior is deputed to work under a senior. He takes orders from the senior,
observes the senior, attends meetings with him, learns about decision making and handling of day to
day problems. The method is used when the senior is on the verge of retirement and the job will be
taken over by the junior.
4. Junior board
In this method a group of junior level managers are identified and they work together in a group
called junior board. They function just like the board of directors.

Off the Job Training Methods

Off the job training refers to method of training given outside the company. The different methods
adopted in off the job training are the following:
1. Classroom method

The classroom method is used when a group of managers have to be trained in theoretical aspects.
The training involves using lectures, audio visuals, case study, role play method, group discussions
etc. The method is interactive and provides very good results.
2. Simulation
Simulation involves creating atmosphere which is very similar to the original work environment. The
method helps to train manager handling stress, taking immediate decisions, handling pressure on the
jobs etc. An actual feel of the real job environment is given here.
3. Business games
This method involves providing a market situation to the trainee manager and asking him to provide
solutions. If there are many people to be trained they can be divided into groups and each group
becomes a separate team and play against each other.
4. Committee
A committee refers to a group of people who are officially appointed to look into a problem and
provide solution. Trainee managers are put in the committee to identify how they study a problem and
what they learn from it.
5. Readings
This method involves encouraging the trainee manager to increase his reading related to his subject
and then ask him to make a presentation on what he has learned. Information can be collected by
trainee manager from books, magazines and internet etc.

raining Procedure/Process of
Training for Employees in HRM
46

Every company has a specific training procedure, depending upon its requirements. A general training
procedure is explained below along with diagram:

1. Determining training needs of employee

In the very 1st step of training procedure, the HR department, identifies the number of people
required training, specific area in which they need training, the age group of employee, the level in
organization etc. in some cases the employee may be totally new to the organization. Here the general
introduction training is required. Some employees may have problems in specific areas; here the
training must be specific. This entire information is collected by HR department.
2. Selecting target group
Based on information collected in step 1 the HR department divides employee into groups based on
the following:
i. The area of training
ii. Level in the organization
iii. The intensity of training

3. Preparing trainers

Once the employees have been divided into groups, the HR department arranges for trainers. Trainers
can be in house trainers or specialized trainers from outside. The trainers are given details by HR
department, like number of people in group, their age, their level in organization, the result desired at
the end of training, the area of training, the number of days of training, the training budget, facilities
available etc.
4. Preparing training packages

Based on the information provided by trainers, he prepares entire training schedule i.e. number of
days, number of sessions each day, topics to be handled each day, depth of which the subject should
be covered, the methodology for each session, the test to be given for each session, handout/printed
material to be given in each session.

Evaluation of Training Program

in HRM
19

5. Presentation
On the first day of training program the trainer introduces himself and specifies the need and objective
of the program and then actually stars the program. The performance of each employee is tracked by
the trained and necessary feedback is provided.
6. Performance
At the end of training program the participants reports back to their office or branches. They prepare
report on the entire training program and what they have learned. They the start using whatever they
have learned during their training. Their progress and performance is constantly tracked and suitable
incentives are given if the participant is able to use whatever he has learned in training.
7. Follow up
At the end of training program the participants reports back to their office or branches. They prepare
report on the entire training program and what they have learned. They the start using whatever they
have learned during their training. Their progress and performance is constantly tracked and suitable
incentives are given if the participant is able to use whatever he has learned in training.

Evaluation of Training Program

Effectiveness of training programs are constantly evaluated by the company to find if the money, they
have invested has been spend properly or not. Training programs can be evaluated by asking following
questions.

i. Has change occurred after training?

ii. Is the change due to training?
iii. Is the change positive or negative?
iv. Will the change continue with every training program?
A training program should give following resulting changes:
1. Reaction
Reaction refers to attitude of employee about the training, whether the employee considers training to
be positive or negative one. If reaction is positive then people have accepted the program and
changes will be possible.
2. Learning
Another method of judging effectiveness is to identify levels of learning i.e. how much the people have
learnt during the training. This can be found out by trainers mark sheet, the report submitted by the
employee, and actual performance.

Advantages of Training
Programs to the Organization in
HRM
23

3. Behavior
The HR department needs to understand behavior of the employees, to understand the effectiveness
of training. The behavioral change can be seen in how the person interacts with juniors, peer groups
and seniors. They mark change in behavior and inform the HR department of the success of training
program.
4. Result

Results provided by employee in monetary terms also determines effectiveness of training program
i.e. employee success in handling the project, the group performance before and after training etc.

Advantages of Training Programs

The following are the advantages of training program to the company:
1. Increase in efficiency of worker
Training programs can help workers to increase their efficiency levels, improve quality and thereby
increase sales for the company.
2. Reduced supervision
When workers have been formally trained they need not be supervised constantly. This reduces the
work load on the supervisor and allows him to concentrate on other activities in the factory.
3. Reduction in wastage
The amount of material wasted by a trained worker is negligible as compared to the amount of
material wasted by an untrained worker. Due to this the company is able to reduce its cost its cost of
production.
4. Less turnover of labour
One of the advantages of the training program is that it increases the confidence of employees and
provides them with better career opportunities. Due to this employee generally do not leave the
company. There by reducing labour turnover.
5. Training helps new employees
A person, who is totally new to the company, has no idea about its working. Training helps him to
understand what is required from him and helps him to adjust to the new environment.
6. Union management relations
When employees are trained and get better career opportunities. The union starts having a possible
attitude about the management. They feel that the management is genuinely
development. This improves union management relations.

interested in workers

Advantages of Training
Programs to the Employees of
Organization
3

Following are the advantages of training program to the employee:

1. Better career opportunities
Training programs provide the latest information, develops talent and due to this the employee is in a
position to get better jobs in the same company or other companies.
2. High rewards
Effective training programs result in improved performance. When performance appraisal is done
excellent performance from the employee is rewarded by giving him incentives and bonus.
3. Increased motivation
Employees who have been trained are generally more confident as compared to others. Since their
efforts will be rewarded in future they are very much interested in improving their performance.
Therefore we can say that their motivation levels are very high.
4. Group efforts
Training programs are not only technical programs but are also conducted in areas like conflict
management, group dynamics (formal and informal groups), behavioral skills, stress management etc.
This enables employees to put in group effort without facing problems that groups normally face. In
other words training teaches people to work in a group.
5. Promotion
People who attend training programs learn from them and improve themselves are generally
considered for promotion. Thus training increases chances of promotion.

Definition of Performance
Appraisal, Methods of
Performance Appraisal
25

Definition
Performance appraisal is defined by Wayne Cascio as the systematic description of employees job
relevant, strength, weakness.
Performance appraisal may be conducted once in every 6 months or once in a year. The basic idea of
the appraisal is to evaluate the performance of the employee, giving him a feed back. Identify areas
where improvement is required so that training can be provided. Give incentives and bonus to
encourage employees etc.

Methods of Performance Appraisal

Companies use different methods of appraisal for identifying and appraising the skills and qualities of
their employees. The different methods used can be explained with the help of following diagram.

Traditional Methods of Performance Appraisal

Traditional method of performance appraisal has been used by companies for very long time. A
common feature of these methods is they are all relatively simple and involve appraisal by one senior.

1. Check list method

In this method the senior, the boss is given a list of questions about the junior. These questions are
followed by check boxes. The superior has to put a tick mark in any one of the boxes. This method can
be explained with the following example: