Professional Documents
Culture Documents
Manpower Training
Manpower Training
Significance of HR
Human Resource is the most potential and versatile resource. Its effective
utilization is a sine qua non of the rate of growth of any economy regardless of the
structure and system of economy and the governance. No society and no nation can be
proud of its human resource unless there is a systematic and sustainable development of
capacities of its people and convert the human resource into human capital.
Human resource is the most strategic resource and no other resource can be fully
utilized to generate income and wealth of a nation without the active involvement of this
resource.
Money, material, men, markets and machines are regarded as the most important
resources of organizations but men or human resources are treated as the only crucial and
dynamic factor of production. Though other factors of productions are also important
they are considered to be worthless without the involvement of human factor.
Importance of HRD
Training provides solutions to work related problems and issues and also improves
work culture in organizations. It is a technique to improve skills and abilities of
employees to effectively perform their duties. It is a tool available with the organization
to influence the behaviour of its employees and make them more dynamic. Any activity
to increase the Knowledge, Skill and Attitude of employees in order to meet the
challenges and demands of their work requirements is included under training.
Alun Jones classifies the training process into eight categories of activities, viz.,
diagnosing (identifying the need), translating (indicating what learning is required),
designing (designing learning strategies and methods), resourcing (developing and
organizing resources required), implementing (bringing about the acquisition of the
learning required), enabling (ensuring application and development of learning),
catalyzing (helping to bring about support action required) and evaluation (helping to
evaluate in organizational terms). He holds the view that the process of training is
flexible and it can be commenced at any point.
Hudson points out four sub-systems of a training process viz., diagnosis,
prescription, construction and evaluation. He further, brings out that the training system
has got eight stages in the preparation, such as training perception, analysis of the subject
matter, planning, learning tactics, writing draft courses, production and installation of the
course and validation of the course.
Importance of training :
Training objectives :
Generally line managers ask the personnel manager to formulate the training
policies . The personnel manager formulates the following training objectives in
keeping with the companys goals and objectives.
(a) To prepare the employee both new and old to meet the present as well as
the changing requirements of the job and the organization.
(b) To prevent obsolescence.
(c) To impart the new entrants the basic knowledge and skill they need for
an intelligent performance of definite job.
(d) To prepare employees for higher level tasks.
(e) To assist employees to function more effectively in their present positions
by exposing them to the latest concepts , information and techniques and
developing the skills they will need in their particular fields.
(f) To build up a second line of competent officers and prepare them to
occupy more responsible positions.
(g) To broaden the minds of senior managers by providing them with
opportunities for an in charge of experiences within and outside with a
view to correcting the narrowness of out look that may arise from over
specialization.
(h) To develop the potentialities of people for the next level job.
(i) To ensure smooth and efficient working of a department.
(j) To ensure economical output of required quality.
(k) To promote individual and collective morale , a sense of responsibility , co-
operative attitudes and good relationships.
Benefits of training:
Training is necessary for improving the quality of work of employees.
There are some other reasons also for which this training becomes necessary.
Explained below are various factors, giving rise to the need for training :
Training Needs :
c) Technological Advances:
Every organization in order to survive and to be effective should adopt the
latest technology , i.e. Mechanization, computerization and automation . adoption of
latest technological means and methods, will not be complete until they are
manned by employees posing skill to operate them . so organization should train
the employees to enrich them in the areas of changing technical skills and
knowledge from time to time.
d) Organizational complexity :
This leads to growth in number and kind of employees and layers in
organization hierarchy . This creates the complex problems of co-ordination and
integration of activities adaptable for and adaptable to the expanding and
diversifying situations . This situation calls for training in the skills of co-
ordination , integration and adaptability to the requirements of growth ,
diversification and expansion .
e) Human relations :
Trends in approach towards personnel management has changed from the
commodity approach to partnership approach, crossing the human relations
approach . So today , managements of most of the organizations has to maintain
human relations besides maintaining sound industrial relations . So training in
human relations is necessary to deal with human problems and to maintain human
relations .
Training methods:
a) On job-methods
Under these methods the principle of learning by doing is used.
These methods are briefly described below:
1. On-the-job training:
An employee is placed in a new job and is told how it is to be
performed. It aims at developing skills and habits consistent with the existing
practices of an organization and by orienting him to his immediate problems.
Coaching and instructing is done by skilled workers, by supervisors, or by
special training instructors. A variety of training aids and techniques are used
such as procedure charts, lecture manuals, sample problems, demonstrations, oral
and written explanations, tape recorders, etc.
3. Simulation:
It is an extension of vestibule training. The trainee works in closely
duplicated real job conditions. This is essential in cases in which actual on-the-
job practice is expensive, might result in serious injury, a costly error or the
destruction of valuable material or resources.
5. Apprenticeship:
A major part of training time is spent on the on-the-job productive
work. Each apprentice is given a program of assignments according to a
predetermined schedule which provides for efficient training in trade skills. This
method is appropriate for training in crafts, trades and technical areas, specially
when proficiency in a job is the result of a relatively long training or
apprenticeship period, e.g., job of a craftsman, a machinist, a printer, a tool
maker, a pattern designer, a mechanic, etc.
1. Lectures:
These are formally organized talks by an instructor on specific topics. This
method is useful when philosophy, concepts, attitudes, theories and problem
solving have to be discussed. The lectures can be used for a very large group
to be trained in a short time. These are essential when technical or special
information of a complex nature is to be imparted. The lectures are
supplemented with discussions, film shows, case studies, role - playing, etc.
How ever, it is suitable only for a small group of, say 20-30
persons, because a larger group often discourages active participation of
all the conferees. Under this method of
3. Seminar or Team Discussion:
The group learns through discussion of a paper on a selected subject.
The paper is written by one or more trainees. Discussion may be on a statement
made by the person in charge of the seminar or on a document prepared by an
expert. The material to be analyzed is distributed in advance in the form of
required reading.
4. Case Discussion:
Under this method, a real (or hypothetical) business problem or
situation demanding solution, is presented to the group and members are trained
to identify the problems present, they must suggest various alternatives for
tackling them, analyze each one of these, find out their comparative suitability,
and decide for themselves the best solution. The trainer only guides the
discussion and in the process ensures that no relevant aspect is left out of
discussion, and adequate time is spent on each aspect. This method promotes
analytical thinking and problem solving ability.
5. Role - Playing:
This method is also called role-reversal socio-drama or psycho-drama.
Here trainees act out a given role and they would in a stage play. Two or
more trainees are assigned roles in a given situation, which is explained to the
group. There are no written lines to be said and, naturally, no rehearsals. The
role players have to quickly respond to the situation that is ever changing and
to react to it as they would in the real one. It is a method of human
interaction which involves realistic behavior in a imaginary or hypothetical
situation. Role playing primarily involves employee - employer relationships,
hiring, firing, discussing a grievance problem, conducting a post appraisal
interview, disciplining a subordinate, or a salesman making presentation to a
customer.
6. Programmed Instruction:
This involves two essential elements: (a) a step-by-step series of bits
of knowledge, each building upon what has gone before, and (b) a mechanism
for presenting the series and checking on the trainees knowledge. Questions are
asked in proper sequence and indication given promptly whether the answers
are correct. This program may be carried out with a book, a manual or a
teaching machine. It is primarily used for teaching factual knowledge such a
Mathematics, Physics, etc.
The study is based on both primary and secondary sources of information and data.
The primary data to be collected are by opinions or perceptions of some sample
respondents in VPT through a structured questionnaire. The secondary data consists of
the annual reports and other records of VPT, which contains the potential source of
information relating to various training programs organized, number of participants,
resource persons and expenditure etc.
One of the limiting factors for a thorough and complete study of the subject
has been the insufficient period of time.
The survey was conducted on the sample based upon stratified random
selection, and stratified random selection has its own defects.
Some of the trainees could not reveal much information for the fear of
management.
The size of the sample representing the universe is very small.