Training and Development

Development
HRD is a mechanism of building competent, committed, and loyal human resource in
order to meet organizational challenges at present and in future. In other words, HRD
is concerned with transforming an individual into organizational resource, which can
be utilized to capitalize the opportunity and overall organizational development.

According to DeCenzo and Robbins, “Human resource development is concerned

with preparing employees to work effectively and efficiently in an organization”.

Thus, HRD is the process of energizing the human potential through training and
development, performance appraisal and career development program that can be used
for organizational enhancement.

Importance of HRD:

i. Develop skills and abilities.

ii. Facilitates career development.
iii. Increase employees’ commitment on the job.
iv. Improves decision making.
v. Manage change and conflicts.
vi. Environmental adaptation.
vii. Link business strategy and employees’ performance.

Training

Training is the process of providing the ideas, knowledge and methodology to the
staffs to fit-in in the job requirements. In other words, training is a learning
experience, which relatively change an individual behavior that will improve his/her
ability to perform on the job.

According to Casio: “Training consists of planned designed to improve performance

at the individual, group and organizational levels.”Thus, training is a technique to
upgrade employees’ skills and knowledge to work in a changed work process and
position and to fit-in in it.

Objectives of training:

Compiled By: Sameer

The major objective of training is to bring positive change in employees’ knowledge,
skills and attitude towards the work. The general objectives of training are as follows:

a. Update capabilities: Environment is dynamic. Change in environmental

factors obsolete the working methods, technology and also change the peoples’
behaviors. Thus, training aims to update the knowledge and ideas needs to
overcome these challenges by the employees.
b. Develop healthy attitude: Work knowledge is must for any workers, who is
responsible to do it. Training provides the necessary skill and techniques to
perform the job easily and promptly. It not only develops the positive attitude
toward the work but also facilitates better co-operation, commitment and
loyalty of employees.
c. Socialization: Training always aims to socialize employees towards
organizational setting. The skills and ideas learned from training is helpful for
an individual to fit-in the job and behave as per its requirement.
d. Develop future potential: An individual with skills and knowledge is a
possible candidate for promotion or getting the challenging job. This helps an
individual to fulfill his career goals. Thus, training is means for future growth
of employees.
e. Improve Productivity: Training improves individual potentiality. It develops
confidence and positive attitude towards work. These bring less labor turnover,
absenteeism, operational errors, which enhances overall productivity of an
organization.

Benefits of training:

The benefits of training programs are as follows:

a. It helps to make successful implementation of change program (change

management).
b. Increases organizational performances.
c. Makes people committed to achieving organizational objectives.
d. Increase attraction in organization.
e. Maximize individual performance and minimizes complaints.

Compiled By: Sameer

Determining Training Needs

Training need analysis is a systematic process of understanding training requirements.

It is conducted as three stages. They are:

a. Organizational need analysis: The organizations’ need analysis is aimed at

short listing the focus area for training within the organization and the factors
that may affect the same .The study of organizational mission, goals, people
inventories etc. gives idea about the kind of learning environment required for
the training. Besides, the financial ability to conduct training programs can also
be ascertained by organizational analysis.
b. Job need analysis: The job analysis is the need assessment the job to be
performed to achieve an organizational goal. It is done to get information on
the task to be performed on each job and the skill required to do it.
c. Individual analysis: Individual performance is a major factor for goal
achievement. His/her abilities and attitude towards the job is crucial for success
of organization. So individual ability is measured and evaluated to find out
deficiencies that restrict to meet the standard performance of the job.

Training Methods

a. On-the-job training.
b. Off-the-job training.

a. On-the –job training: A training which is given to the employees while they are
conducting their regular work at their own job place is known as on-the-job training. It
includes,

i. Apprenticeship training: It is a structured process by which people become

skilled workers through a combination of classroom instruction and on-the-job
training. It is widely used to train individual for many occupations like
electrician, plumber, iron-workers etc. Under this method of training the trainee
is put under the guidance of the master worker. Usually, the apprenticeship
period is for two to four years as per the work complexity and under this
period, the trainee is paid less than fully qualified workers.

 Job instruction training (JIT): JIT is a step by step training program, under
which each job basic task along with key point is listed. The steps show what is
to be done, and the key points show how it is to be done and why.

Compiled By: Sameer

 Advantages of on-the–Job training:

i. It is relatively inexpensive than off the job training.

ii. Trainees learn by doing and get quick feedback on their performance.
iii. Employees can begin to contribute to the production process while undergoing
the training.
iv. iv. It is a very simple method and employees experience the real job situation.

Disadvantages of on-the-job training:

i. Chances of damage to equipment during the training period.

ii. Scrap rate and reject rate of the products may high.
iii. Service quality to customer may be affected when a new employee in the
training period provides services.(e.g. In restaurant and in banking work)

b. Off-the-job training: The training organize outside the worksite is known as off
the job training. Usually it is classroom based and assumes to remove the work-stress
and achieve effective learning. The most commonly used off the job training are :

i. Class room Lecture or conference: It is the method of delivering the information

through oral means. It is quick and simple way to provide knowledge and information
to large group of trainees.Under this method, a trainer discusses theoretical aspects of
information related to the job.

ii. Films: Motion picture can also be used for providing training to the workers.
Usually it is used with conference discussion to clarify and enlarge those points that
are basic requirement and key point (activities) for job performance.

iii. Simulation exercise: Any training activity that explicitly places the trainees in an
artificial environment that closely mirrors actual working condition can be considered
a simulation. It includes, computer modeling, experiential exercises and vestibule
training.

iv. Programmed Instruction: Under this technique, the program to be learned is

highly organized with logical sequences that require the trainee to response and giving
the learner immediate feedback on the accuracy of his/her answers.

Advantages of off-the-job training:

 Large number of employees can be trained through this method.

 The trainee will learn without the work-pressure of the job.
 Costly errors and injuries can be avoided during training.
 Relatively less time is required as in on the job training.

Disadvantages of off-the-job training:

Compiled By: Sameer

  Due to large number of trainee, specific job need of the trainee may not be
fulfilled.
 Due to lack of real working places, there may be low degree of involvement by
employees, both mentally and physically.
 It is not useful for developing interpersonal skills.
 It is relatively costly than on the job training.

Compiled By: Sameer