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Training

&
Development
Training
The systematic development of the knowledge ,skills,
and attitudes required by an individual to perform
adequately a given task or job. (Armstrong)

The act of increasing knowledge and skill of an


employee for doing a particular job
( Edwin B Flippo)
Development
is any learning activity, which is directed towards future
needs rather than present needs, and which is
concerned more with career growth than immediate
performance.
Objectives of training
 Improving employee Performance
 Updating Employee skills
 Avoiding Managerial Obsolescence
 Preparing for promotion and managerial
Succession
 Retaining and motivating Employees
 Creating an Efficient and Effective Organization
Advantages of training
1. Leads to improved profitability and/or more positive
attitudes toward profits orientation.

2. Improves the job knowledge and skills at all levels of the


organization.

3. Improves the morale of the workforce.

4. Helps people identify with organizational goals.

5. Helps create a better corporate image.

6. Fasters authentically, openness and trust.

7. Improves the relationship between boss and subordinate.


Areas of Training
 Company policies and procedures
Understanding company policies and procedures

 Skill based Training


To match the skill requirements of job

Improve employee’s job effectiveness

Enable to adapt to technological changes


 Human relations Training
 Ares of self learning ,interpersonal skills,
group dynamics, perception, leadership styles,
motivation, disciplinary procedures, grievance
redressal
 Problem solving training
 Equips an employee to deal successfully with
problems like operational to decision making.
 Managerial and supervisory training
 Functions such as Planning, organizing,
directing, controlling and decision making
 Helps handling increased responsibilities in
the career path.
Employee Training Methods
 On-the-job training

 Off-the-job Training
On-the-job training (OJT)
 Training a person learn a job by actually
doing it
 Experienced worker supervisor trains the
employee
 Trainee may acquire skills by observing the
supervisor
 Success of the training depends on the
supervisor
OJT - Training Procedure
I.

II. Instructor preparation


1. Divide task in to logical parts to create lesson plan
2. Select teaching techniques (eg: demonstration)
II. Trainee preparation
1. Place trainee at ease
2. Relate training needs ( Eg: promotion
III. Present the task
1. Present the overview of task
2. Proceed from known to unknown, easy to difficult
3. Adjust pace to individual differences
4. Go through task and explain each step
5. Have trainee tell instructor what to do
IV. Try out performance
1. Have trainee explain each step prior to
execution

2. Be aware of learning plateaus to sustain


motivation

3. Provide feedback on progress

V. Follow-up
1. Positively reinforce continuously at start

2. Move to variable reinforcement schedule as


trainee matures
ON-THE-JOB TRAINING

Job Job
Instruction rotation

Apprenticeship
& Committee
Coaching Assignments
Job Instruction
 Many jobs consist of logical sequence of steps and are
best taught step-by-step
 Listing each job’s basic tasks, along with key points, in
order to provide step-by-step training for employees
 Doubts can be cleared immediately
 A trainer/ supervisor/ co-worker acts as the instructor
1. explain /demonstrate step-by step procedure of doing the job

2. Ask the trainee to demonstrate by giving instructions

3. If satisfied trainee is left on his own ( if help in needed can call


the instructor)
Apprenticeship & Coaching
A

structured process by which people become skilled workers


through a combination of classroom instruction and on the job
training

 usually done in crafts, trades and in technical areas.

 It is the oldest and most commonly used method, if the training


is relatively for a longer period.

 Here a major part of training is spent on the job productive work.

 Each apprentice is given a programme of assignments


according to a pre-determined schedule, which provide for
efficient training in trade skills.
Job rotation

 Trainee is placed on various jobs across


different functions in the organization
(Movement of employees from job to job)

 Gains cross-functional knowledge

 equipped to take up different jobs


Committee Assignments
 A group of employees are given an actual
organizational problem and are asked to find a
solution.

 Trainee develop
 team-management skills

 Interpersonal skills

 Communication skills

 Problem – sovling skills

 Leadership skills
OFF-THE-JOB TRAINING

Class Room Simulation Programmed


Lectures Exercises Instructions

Case Experiential Computer


method exercises modeling

Vestibule Role
training Playing
Class Room Lectures
 Lecture is a verbal presentation of information by an
instructor to a large audience.
 Help in conveying the rules, procedures and policies of
the organization
 Effective if
 Use audio-visual tools and suitable demonstrations

 Interactive

 Two-way communication

 Taking feedback and improving


Simulation Exercises
Vestibule training
 This training method attempt to duplicate on-the-
job situation in a company classroom.
 Trainee gain experience in using the equipment
because the same equipment is used during
training
 Expensive
 Transferring learning to job is easy
Simulation Exercises
Experiential exercises
 Trainer simulates situations like in actual
work
 After exercise complete, Trainer discuss
the behaviour of the employees during
the exercise, with the group
 Trainer appraises the performance with
theoretical background
 In this way the trainee learn quickly &
understands his mistakes
Simulation Exercises
Role Playing
A method of human interaction involving realistic behavior in
imaginary situations
 Assumes the role of different character in the organizational
context
 involves employee-employer relationship – Hiring, firing,
discussing a grievance procedure, conducting a post
appraisal interview etc.
 Helps in improving
 Communication skills

 People management

 Relationship management skills


Programmed instruction
 Trainee is given job relevant materials to
study
 A series of questions are given
 After the trainee answers the question
immediate fed back is given whether right or
wrong
 Answer is right – next question
 Wrong- refer material
Organizational Development
A complex educational strategy intended to change
the beliefs, attitudes, values, and structure of the
organization so that they can better adapt to new
technologies, markets, and challenges, and the
dizzying rate of change itself

It is a planned and calculated attempt to move the


organization as a unit to the climate of behavioral,
open, organic model.
Specific goals of OD
1. Decision making on the basis of
competence rather than authority

2. Creatively resolving conflict through


confrontation designed to replace win-
lose situations with win-win types

3. Reducing dysfunctional competition


and maximizing collaboration
4. Increasing commitment and a sense of ownership of
organization objectives throughout the work force

5. Increasing the degree of interpersonal trust and


support

6. Creating a climate in which human growth,


development, and renewal are a natural part of the
enterprise’s daily operation

7. Developing a communication system characterized by


mutual openness and honesty in solving organizational
problems
OD interventions
 Team Development
 Sensitivity session conducted off-site for the member of
the unit
 Survey Feedback
 Data collected through questionnaire
 Task force analyse and feedback is given
 Inter group Sessions
 Two groups
 Leaders of groups are asked to prepare lists how other
group make life difficult and what they write about this
group
 Meet face to face and compare list
 Third party favours only union facilitate and encourage
group to work out action plans to remove difficulties

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