INTRODUCTION

After selecting the employees, the next important function of the Human
Resource Manager is to impart training to them. In the modern world of
technological changes, the need for training employees is being increasingly
recognized to keep them in touch with the new developments happening
now and then. Every business concern must have a systematic training
program, otherwise employees will try to learn the job by trial and error
which may prove very costly.

All right, let’s get started…!!

WHAT IS TRAINING ?
‘Training’ means the process of increasing the knowledge and skills of an
employee for doing a particular job. As technology advances and workplace
strategies evolve, there comes a need for professionals to align with these
changes in terms of knowledge and skills. One of the best ways to enhance
knowledge and skills is through training.

According to Dale S. Beach, ’Training is an organized procedure by which

people learn knowledge and skills for definite purpose.'
 KEY TAKEAWAYS –
 It’s a short-term process
 Refers to instruction in technical and mechanical problems
 Targeted in most cases for non-managerial personnel
 Specific job- related purpose

- NEED FOR TRAINING -

Training helps to bridge

the gap between
 Skills Existing condition and  Skills
 Knowledge Required condition  Knowledge
 Attitude  Attitude
 To improve job
related skills

To develop proper job

related attitudes

Objectives To prepare for higher

of responsibilities
Training
To fascilitate
organisational changes

To enhance knowledge
of employees

Properly implemented and effective employee training will always

bear fruit for the organization and the sweetness is nurtured by
both “the employer” and “the employees”. Thus, following are the
benefits of training –

To the Employer To the Employees

 Better Performance  Boosts Morale

 Systematic Learning  Less Accidents
 Uniform Procedures  Higher Productivity
 Optimum Utilization  Opportunity
of Resources for Promotion
 Reduction in  Increased Skills
Employee Turnover and Knowledge
 METHODS OF TRAINING -
A wide range of training methods and programs have been designed over the
years by organization and training experts. Different training methods and
programs are suitable for different categories of personnel in the
organization: managerial and non- managerial, technical, administrative,
skilled, unskilled, senior, junior, and so on. Each organization must make a
choice of techniques and programs relevant for its training needs and
organizational conditions.
 ON-THE-JOB TRAINING -
On-the-Job training is an important topic of human resource management. It
helps develop the career of the individual and the prosperous growth of the
organization. ‘On the job training is a form of training provided at the
workplace.’ During the training, employees are familiarized with the working
environment they will become part of. Employees also get a hands-on
experience using machinery, equipment, tools, materials, etc.

ON-THE-JOB TRAINING

Merits Demerits
• Requires Less time and • Lack of proper
cost Trainers
• Tailored to the • Possibility of errors
needs of business • Rushed Process
• Focuses on actual • Risk of Accidents
job content
• Instant Feedback

TYPES OF ON -THE -JOB TRAINING –

Workplace orientation provides new employees with basic information about

their new roles. Most companies have some form of orientation in place, even if
they don’t consider it on-the-job training. Through this popular type of On-the-Job
training, a supervisor helps a recruit become familiar with the organization. They
share information like workplace culture, employee benefits, and the company
mission.
Whether paid or unpaid, an internship is a temporary position. They’re
mostly sought out by students and graduates. Rather than focusing on
employment, the position focuses on career growth. The period of work
experience gives exposure to the real-world working environment.

An apprenticeship program is typically for adult learners to earn money

while they learn in a real job. While an internship focuses on experience,
apprenticeships focus on training. An apprentice should already know they
want to work in that field. This type of on-the-job training is often used
for highly skilled jobs that require a lot of practical training.

This technique involves moving employees between their assigned roles.

It promotes experience and variety by switching a new employee to a range
of positions. This is a great way to give employees an overview of the
entire process. It also gives team members a better sense of what their
colleagues do for the organization.

In case of on-the job coaching, superior teaches job knowledge and skills to
the subordinate. The emphasis is on learning by doing. The trainee is
placed under a particular supervisor who functions as a coach in training and
provides feedback to the trainee.
 OFF-THE-JOB TRAINING -
‘The method of training which are adopted for the development of
employees away from the field of the job are known as Off-the-Job
method.’ Off-the- job training takes you out of the workplace to learn about
your job or industry.
One will swap his/her office for an off-site training center to learn about
the latest advancements or trends taking in their respective fields, how to
use new equipment’s or programs, and many more. This method of training
aims to limit distractions and cultivate new forms of workforce
development exposure to different training techniques and resources. Off-
the-job training is generally theoretical in nature and is imparted in a
classroom type atmosphere. It is associated more with knowledge than
with skills. Thus, classroom training is used when concepts, theories,
problem solving skills and new attitudes are to be taught.

OFF-THE JOB TRAINING

Merits

1. Economical method
1. Less effective than
2. More effective On-the-Job Training
3. Minimize Production 2. Requires extra
errors space, accomodation,
4. No disturbances at trainee fees etc.
Demeris

the workplace 3. Chance of

5. Stress-free dissatosfaction among
environment to learn Trainees
 TYPES OF OFF-THE-JOB TRAINING -

Lectures are the cost-effective method of off-the-job training that

provides employees with new concepts, theories, and ideas. This method is
suitable when the number of trainee’s are quite large. In this method, a
trainer typically presents the information to a large group of trainees in a
classroom or conference setting with the help of slides, handouts, or
whiteboards. The trainer seeks to communicate his thoughts in such a
manner as to interest the class and cause them to retain what he has said.
The trainee’s generally take notes as an aid to learning.

A conference is a group meeting conducted according to an organized

plan in which the members seek to develop knowledge and understanding
of a topic by oral participation. In addition, conferences allow employees
to learn new skills and knowledge in their field. As a member a person can
learn from others by comparing his opinions with those of the others. It
also provides opportunities to create network with other professionals.
These events can range from workshops, conventions, and other gatherings
that allow employees to learn about new developments and trends in their
field.

Generally, a seminar is organized like a conference, but it is

comparatively on a smaller scale. It is centered around a single theme
which is examined in great details by different experts in the concerned
fields. The experts make their presentations and answer the questions
raised by the participants.
4. ROLE-PLAYING
In this method a problem situation is simulated asking the employee to
assume the role of a particular person in the situation. The participants
interact with other participants assuming different roles. The whole play
will be recorded, and the trainee gets an opportunity to examine their own
performance which help the trainee in learning how to behave in a conflict
situation. It also helps them in learning to appreciate the viewpoints of each
other.

Audio-visual content is a popular off-the-job training example that

provides employees with visual and auditory learning experiences. This
method effectively delivers training content and is particularly useful for
employees who prefer learning through visual and auditory stimuli. It can
be used to deliver training content to a large group of employees.

VESTIBULE TRAINING -
Vestibule training is suitable where it is not desired to put the burden of
training on line supervisors and where a special coaching is required. The
employees are taken through a short course under working conditions
that are similar to actual shops,or office conditions. Vestibule schools
are adapted to the same general type of training problem that is faced at
the actual place of work. An attempt is made to create working conditions
which are like the actual work environment. Since vestibule testing is
performed in a virtual workplace rather than on the real work floor, there is
no disruption to regular processes of production. Moreover, trainees get
an opportunity to become accustomed to work routine and recover from
their initial nervousness before going on to actual jobs.
 Real Life Examples :
 Training in the kitchen is the most typical example of vestibule training.
 Pilots and Flight attendants are trained by airlines using simulators.

VESTIBULE TRAINING

Merits Demerits
1.Employees got an 1.Actual duplication of
opportunity to face heavy machines is not
real job experience possible
2.A smart way of 2.Time consuming
learning new skills process
3.Help in developing a 3. Costly process
comfort level in
employees towards their
jobs

CONCLUSION –
 Training is a necessity for both the ‘Trainer’ and the ‘Trainee.’

 The Trainer (the company) would want to make its staff more
efficient in this highly competitive world. It would want its
employees to know the latest trends and technologies and use
them according to the company’s principles and objectives.

 The Trainee (the Staff) view training as a stepping stone for

enriching their career and fulfilling their personal needs.
Training is another round of education for them, the knowledge
from which need to be applied later.
THANK
YOU