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HRM Module 6

This document discusses training and development in organizations. It defines training as focusing on providing specific skills or correcting performance issues, while development aims to provide future abilities. Effective training benefits organizations through improved productivity, job knowledge, safety, and adapting to change. Training needs are assessed through analyzing organizations, departments, jobs, and employees. Various on-the-job and off-the-job training methods exist. Training programs should be evaluated for effectiveness.

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264 views20 pages

HRM Module 6

This document discusses training and development in organizations. It defines training as focusing on providing specific skills or correcting performance issues, while development aims to provide future abilities. Effective training benefits organizations through improved productivity, job knowledge, safety, and adapting to change. Training needs are assessed through analyzing organizations, departments, jobs, and employees. Various on-the-job and off-the-job training methods exist. Training programs should be evaluated for effectiveness.

Uploaded by

naveen_4u
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Training and Development

Module 6
Meaning
TRAINING - It typically focuses on
providing employees with specific skills or
helping them correct deficiencies in their
performance.

DEVELOPMENT - It is an effort to provide


employees with the abilities that the
organization will need in the future.
• For organizational Productivity training
assumes greater significance.

• Training assumes greater significance for


the success of modern organizations.
• Change of technology

• Jobs are becoming interdependent

• Training is a sequence of experiences or


opportunities designed to modify behavior
in order to attain a stated objective.
Definition

According to Flippo “Training is an act of


increasing the knowledge and skill of an
employee for doing a particular job”

According to Taylor “ Training is a means


to bring about a continuous improvement in
the quality of work performed, it would
equip them with necessary knowledge,
skill, abilities and attitude to perform their
jobs.
Importance
• Changing Environment
• Quantity & Quality of output
• Job Satisfaction
• Less Supervision
• Moulds Employees attitude
• Reduces Wastage
• Reduces Labor Turnover
Benefits
• Improves profitability
• Improves job knowledge
• Aids organizational development
• Better Organizational Climate
• Prevent Industrial Accidents
• Helps individuals handle stress
• Help Adjust with Changing Technology
Need for Training
• To match employee specifications and Job
requirements

• To Cope with Technological advances

• Organizational Complexity

• To enhance Human Relations

• To fit employee for promotion


• To prepare employee for change in job
assignment

• To impress the employee that


management is interested in them.
OBJECTIVES

1. To train the employees in the companies culture

2. To prepare the employees both newly recruited


and already employed

3. To train the employees to increase the quality &


quantity of output.
4. To facilitate succession planning.

5. To reduce supervision wastage & Accidents.

6. To ensure economical output with high quality.

7. To foster individual & group morale

8. To increase the efficiency & effectiveness

9. To prepare employees for higher level


responsibilities.
Assessments of Training Needs

• Organizational Analysis

• Departmental Analysis

• Job/Role Analysis

• Manpower Analysis
Assessment Methods

• Identifying Specific Problems


• Anticipating Future Needs
• Managements Requirements
• Observation
• Interviews
• performance Appraisal
• Questionnaire Survey
Areas of Training
• Company Policies and Procedure
• Specific Skills
• Human Relation
• Problem Solving
• Managerial and Supervisory Skills
• Apprentice Training
Training Methods
• On - the - job Methods

• Off - the - job Methods


On-the-Job Methods
• Job Rotation
• Coaching
• Job Instruction
• Training through step by step
• Committee assignments
• Induction
• Apprentice training
• Deputation
Off-the-Job Methods
• Vestibule School
• Role Playing
• Lectures
• Conference
• Case Study
• Business Games
• Workshops/ Seminars
• Programmed Instructions
Advantages of Training
• Increases the quality & quantity of production
• Accomplishes basic safety needs
• Little supervision needed
• Minimize rate of accidents
• Reduce dis-satisfaction
• Minimize wastages
• Organizational stability and flexibility
• Smooth transfer of jobs
• Tool for problem solving
• Increases Productivity
Steps In Training Program
• Discovering or Identifying Training Needs
• Preparing the Instructor or Getting Ready
for the job
• Preparing the Trainee
• Presenting the Operation
• Try out the Trainees Performance
• Follow up or Rewards & Feedback.
Final Evaluation
• Feed back Method
• Survey Method
• Before and after training
• Before & after with control group
• Immediate assessment of trainees reactions of the
program
• Trainees observation
• Evaluation of trainee skills before and after training
• Measurement of improvement in trainees job
behavior
• Cost-Benefit analysis
• Measurement of specific behavior (absenteeism,
wastage, turnover etc)

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