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Training

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12 views26 pages

Training

Uploaded by

rajpad005
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Training

•Training is the process of teaching the new


and/or present employees the basic skills they
need to effectively perform their jobs.
•Alternatively speaking, training is the act
of increasing the knowledge and skill of an
employee for doing his/her job.
Cont....
• training refers to the teaching and learning activities
carried on for the primary purpose of helping
members of an organisation to acquire and also to
apply the required knowledge, skill and attitudes to
perform their jobs effectively.
• According to Edwin B. Flippo, “ training is the act of
increasing the knowledge and skills of an employee
for doing a particular job.”
Cont....
• Michael Armstrong points “ training is the systematic
modification of behaviour through learning which
occurs as a result of education, instruction,
development and planned experience”.

• In the opinion of Michael J. Jucious , “Training is any


process by which the attitudes, skills and abilities of
employees to perform specific jobs are improved.”
Cont....
• Thus, it can be concluded that training is a process
that tries to improve skills, or add to the existing level
of knowledge so that the employee is better equipped
to do his present job
• training is a learning experience that seeks a relatively
permanent change in an individual that will improve
his/her ability to perform his job.
NEED FOR TRAINING
It bridges the gap between what the employee has
and what the job demands.
debate. As a matter of fact, of late, the need for
training has been recognized as an essential activity
not only in the business organisations, but also in
academic institutions, professional bodies and the
government departments.
Cont....
• For example, attending one orientation and two
refresher courses has been made compulsory for the
University/College teachers with an objective to
improve their knowledge and skill for improving their
job (teaching) performance.
Cont....
Economy in operation: trained workers make better
and economic use of materials and machines.
Wastages are minimized. This helps in reducing per
unit cost of production
Minimization of supervision: the trained worker knows
his job well. His work, therefore, requires less
supervision. The supervisor can devote his time for
more urgent work.
Better performance: training improves quality of work.
It also helps in increasing the productivity.
Cont….

• Increase in morale
• Uniformity in performance
• Effective control
Cont....
• Increasing uncertainties and complexities in the total
environment necessitating flexible and adaptive
responses from organisations.
• Need for both individuals and organisations to grow at
rapid pace.
• To meet challenges posed by the global competition.
Cont....
• To enable employees to move from one job to
another.
• To bridge the gap between what employee has in
terms of knowledge and skill and what his/ her job
actually demands
Areas of Training
• Knowledge: Training aimed at imparting knowledge to
employees provides for facts, information and
principles related to his/her job. In general, training
imparted in the knowledge area considers three
aspects, namely, job context, job content and quality
of work.
Cont....
• Technical Skills: The training in this area aims at
teaching the employees the physical acts or actions
like operating a machine, working with a computer,
using mathematical tools to take decisions etc. It is
somewhat like induction training.
Cont....
• Social Skills: The training in this area is broader in
scope embracing many aspects. This category of
training aims at the development of individuals and
team work.
Accordingly, employees are imparted training to
acquire and sharpen such behavioural and human
relations skills that help improve inter-personal
relationship, better team work and effective
leadership.
Cont....
• Techniques: Training in this area involves teaching
employees the manners how to apply knowledge and
skills to dynamic situations.
• Attitudes: This involves orientation or induction
programmes that help change the employees
attitudes favourable toward the achievement of
organisational goals.
IMPORTANCE OF TRAINING
• Better Performance: Training improves employee’s
ability and skills and, in turn, improves employee’s
performance both in quantity and quality.
• Better or increased employee performance directly
leads to increased operational productivity and
increased organisational profits.
Cont....
• Improved Quality: In formal training programmes, the
best methods of performing jobs are standardised and
then taught to employees. This offers two-fold
benefits. Firstly, uniformity in work performance
helps improve the quality of work or service. Secondly,
better informed, or say, trained workers are less likely
to make operational mistakes.
Cont....
• Less Supervision: A trained worker is self-reliant. He
knows his work and way to perform it well.
Therefore, his work requires less supervision. The
supervisor can devote his time on more urgent
works.
• Less Learning Period: A well planned and
systematically organised training programme reduces
the time and cost involved in learning. Training
enables to avoid waste of time and efforts in learning
through trial and error method
Cont....
• High Morale: Training not only improves the ability
and skill of employees, but also changes employee
attitude toward positive. Higher performance, job
satisfaction, job security and avenues for internal
promotion lead to high morale among the
employees. high morale, in turn, makes employees
more loyal to the organisation.
Cont....
• Personal Growth: Training improves employee’s
ability, knowledge and skills and, thus, prevents
employee’s obsolescence. This makes employees
growth-oriented.
• Favourable Organisational Climate: The aforesaid
advantages combined lead to an improved and
favourable organisational climate characterised by
better industrial relations and disciplines, reduced
resistance to change, reduced absenteeism and
turnover of employees, and improved stability of
organisation.
Training Methods

• On the job training methods


Coaching: This method involves teaching by a
superior about the knowledge and skills of a job to the
junior or subordinate. The superior points out the
mistakes committed by the trainee and makes
suggestion whenever and wherever necessary
Cont….
• Understudy method: This method involves a superior
providing training to his subordinate as his understudy.
The chosen trainee subordinate is most likely to be
promoted to the higher post after the retirement or
promotion of his superior under whom he is receiving
training
Cont….

• Position rotation or job rotation: This method involves


movement of employees to different jobs to gain
knowledge and functioning of various jobs within the
organization.
• Job instruction training: In this method a supervisor
explains the knowledge, skills, and method of doing the
job to the trainee employee.
Cont….
• Committee Assignment: In this method a committee
consisting of a group of employees are given a problem
and are invited to give solution. The employees solve the
problem and submit the solution. The objective of this
method is to develop a teamwork among the employees
• Special meetings of the staff: Special meetings of the
staff of the dept are held periodically to discuss the
problems faced by the employees at work and
suggestions are invited to improve performance of the
job.
Off the job training

• Roleplaying :Under this method, the trainer asks


participants to play different roles to deal with a given
situation. It aims to expand their horizons by
accommodating various points of view.
• Lecture Method: Under this method trainees are
educated about concepts, theories, principles and
application of knowledge in any particular area. Trainer
may be generally drawn from Colleges, Universities,
Consultancies, Institutions, Manufacturing concern,
Union etc.
Cont….

• Group Discussion Method: Group of people participate


and discuss particular subject or one topic. Under this
method participants are divided into various groups.
They were provided a particular issue for deliberation.
Each groups has to prepare solution after deep
discussion with their group members.
• Case Study Method: Trainees are described a situations
which stimulate their interest to find solution. They have
to use their theoretical knowledge and practical
knowledge to find solution to the problem presented.
There is no single solution to the problem.
Cont….
• Seminar/Conference Method
• Field Trip Method
• E-learning Method

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