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INTRODUCTION:In today¶s world, organizations have become more adaptable, resilient, agile and customer-focussed to succeed. The role of an HR manager has transformed to parallel the needs of his or her changing organizations. Gone are the days when the HR managers were just expected to perform administrative functions like employee related paperwork, managing payrolls, etc. It has become imperative for the HR professional to evolve and become a strategic partner in the operations and the functioning of the organization. A major responsibility that has been entrusted over the HR professionals over the last few years has been that of workplace diversity management. The HR manager has to perform a skillful balancing act to keep both the local professionals and the foreign talents motivated and aligned towards achieving a common goal of the organization. A lot of it depends on the kind of training and developments taking place in an organization. While education provides the basic cognitive skills to prepare one for work, it is knowledge about one¶s competency that one has to develop. This can only happen when the HRM Department lures people to becoming more competitive, which is where training initiatives become imperative. However, trainings : are no longer a way of just imparting them the knowledge on their competencies; it¶s more about delving their values and attitudes. It is a change management process with an aim of enhancing employees¶ potentials in a holistic manner, turning their work into a value addition for the organization. WHAT IS TRAINING?  Training can be described as ³the acquisition of skills, concepts or attitudes that result in improved performance within the job environment´. Training analysis looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified.  Training is a process of increasing the knowledge and skills for doing a particular job. It is an organised procedure by which people learn knowledge and skill for a definite purpose  The purpose of training is to bridge the gap between the job requirements and the present competencies of a person.

For career advancement. Due to non-practical collage education. To keep in pace with times 15. loyalty. 4. there is a lot more to it. Change in the style of management.I have sorted down them in a list. Not just to equip them with latest tools your company has implemented. . which usually demand far more from their area of specialisation. People have to work in multidimensional areas . To make the job challenging and interesting 9. For higher motivation and productivity. at the right time.The importance of training is that the advanteages of a wel planned and well executed training programme in an organisation. For self and development 10. IMPORTANCE OF TRAINING:The right employee training. Lack of proper and scientific selection procedure. To help an organisation to fulfil its future manpower needs. provides big payoffs for the employer in increased productivity. development and education. Training is a short-term process utilising a systematic and organised procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. and contribution . 8. To improve organisational climate 12. Prevention of obsolescence 13. 18. 6. 3. 5. Rapid technological innovations impacting the workplace have made it necessary for people to consistently update their knowledge and skills 2. knowledge. To bridge gap between skills requirement and skills availability 16. 14. To minimize the accident rates. For employee motivation and retention 11. 7. Better quality of work & higher productivity. Training your emplyess is important because: 1. Training your employees do have a significant role in modern business era. For survival and growth of organisation and nation 17.

the methods to be used. it is determined whether the employee is capable of being trained. Organisational analysis consists of the following elements: a. The effectiveness of a training programme can be judged only with the help of training needs identified well in advance.trining needs cqan be achieved through the following analysis:  Organisational analysis.  Manpower analysis . the knowledge. thirdly. growth potential and its environment. . Secondly. skills and aptitudes required and the work behaviour.NEED FOR TRAINING:All training activities must be related to the specific needs of the organisation and the individual employees. skills and aptitudes of an employee are determined. particular attention should be paid to the tasks to be performed. Analysis of objectives b. the specific areas in which the individual requires training are determined. Firstly.It invovles a study of entire organisation in terms of its objectives. Organisational climate analysis d. On the part of the job holder. Its purpose is to determine where training emphasis should be placed within the organisation. Environmental Scanning  Task or Role analysis ± It is a systematic and detailed analysis of jobs to identify job contents. A training programmes should be launched only after the training needs are assessed clearly and specifically. the way employees have learnt these methods and the performance standards required of employees. Resource utilisation analysis c.In this analysis. it is necessary to decide whether performance of an individual is substandard and training is needed. the persons to be trained and the changes required in the knowledge. resource allocation and utilisation.

IV. To assist the employees to function more effectively in thier present positions by exposing them to the latest concepts. TYPES OF TRAINING:      Orientation Training Job Training Safety Training Promotion Training Refresher Training Remedial Training . To build up second line of competent officers and prepare them to occupy more responsilbe positions. II. information and techniques and developing the skills they would require in their particular fields. To broaden the minds of senior managers through interchange of experience within and outside so as to correct the narrow outlook caused due to over specialisation. III.OBJECTIVES OF TRAINING:The main objectives of training are : I. To impart to new entrants the basic knowledge and skills required for efficient performance of definite tasks.

Available training from the company. Determine how much time you and the employee can devote to developmental coaching. Determine which competencies are the most critical for the employees contributions to the team and the business. Performance Counseling refers to the help provided by a manager to his subordinates in objectively analyzing their performance. . encourage the employee to improve and get a commitment from the employee. Ask them for feedback like areas they feel they need improvement on.HOW TO FIND THE AREAS THAT EMPLOYEES SHOULD IMPROVE:- Coach Your Employees ± Their Success is Your Success Coaching is not just a tool for correcting behavioral or work related issues. Start with those who will benefit the most as an employee and those who will strengthen your team. Everything should be positive and constructive. It attempts to help the employee in: 1.  Analyze which competencies are the most critical for the employee to develop in performing their current job and build them first.his strengths and weaknesses. It is a tool that can be used to develop and improve your employees. and from yourself. The first step in developmental coaching is to identify the employees and the areas they need to improve in. Select no more than one or two areas for development at a time to keep both you and the employee focused. Determine what your resources are.      Performance Counseling:Performance Counseling is a very important activity that helps employees to know themselves better. Understanding himself . Meet With the Employees Meet with the employee to explain what you are doing. look to develop their strengths even further. The goal of the meeting is to gather information about areas that need improvement . Don¶t just look for an employees weaknesses. from other employees.If you want to improve an employee and your team there is no better investment of your time as a manager than developmental coaching. Developmental coaching can be used to ³fine-tune´ an employee to improve them at their current job and improve your team overall. After the meeting take all of your notes and use your own knowledge about the employee and the team to identify your goals for improvement. By adding knowledge and skills you will empower your employees to take on greater challenges and reap greater rewards.

such as mangers. OJT can be delivered in classrooms as well. experienced and skilled employees. This type of training often takes place at the work place in informal manner.says Louise Heath Leber The above are the tools on how to find the areas of empoyee improvement. Setting goals and formulating action plans for further improvement. generic classes as the only. you know-it·s the biggest room in the houseµ. and experienced employees. Alternatives to training offered by progressive human resource departments include coaching. facilitated planning sessions and large group processes. The following deals with the areas in which the employees need to be trained:         Knowledge upgradation New Technology adaptation Technical and technology upgradation(familiarising employees with new techincal skills) Team building and acquisition of new required skills Training on balance of work and life Dealing with conflicts Training towards specialisation Trainign towards focusing on income generation activities Communication and mangaement skills THE PRESENT TRENDS IN TRAINING:Performance Consulting Human Performance Technology or performance consulting is changing the face of the traditional training department forever. ³There·s always room for improvement. Few training organizations offer trainerled. .2. surveys and focus groups. organizational development or planned change consultation and interventions. or even major. Improving his professional and interpersonal competence by giving him feedback about his behavior. Emphasis is now placed on providing a range of potential solutions and assists that include in-depth needs assessment via interviews. This method oftraining uses more knowledgeable. ON-THE JOB TRAINING:The most frequently used method in smaller organizations that is on the job training. The training that is provided is often custom-designed with stated outcomes congruent with the direction of the business. skilled. supervisors to give training to less knowledgeable. solution to organizational challenges and opportunities any more. 3.

a leadership training and consulting firm based in Woodstock. he says. Web-based modules that enable employees in different countries to get involved in training together) and  having employees complete ³cultural sensitivity´ training and training in foreign languages. ³This next decade is really crucial to the way we develop our people. Illinois. including how they approach training.´ Two other trends are related to companies expanding their workforces overseas:  developing ³truly global´ training (i. and carve out time in their busy schedules for training. II. an increasing number of employers will encourage ³attitudinal shifts´ in how employees view training and development. six months) before returning to work Sponsored courses in higher education Self-study.leadershipconservatory.OFF-THE JOB TRAINING:This occurs when employees are taken away from their place of work to be trained.. In addition. according to Cottone. III. including ways to manage stress. He also expects to see increased government investment in partnerships to train workers on the skills needed to compete with other countries.g. Cottone expects that employers will identify opportunities for employees to learn more²and be more proactive²about health and wellness.where the employee spends a longer period of time at college (e.´ acquire new skills as business and client needs change.´ says Cottone. Although he does not expect e-learning to replace classroom so they can ³embrace lifelong learning. he anticipates that employers will increase their focus on e-learning and ways to train employees ³in short bites. computer-based training CHANGING TRAINING TRENDS BY DOMINIC COTTONE:As businesses strive to stay competitive in a global marketplace. they must adjust their talent management strategies accordingly.which may involve several weeks at a local college Sandwich courses . a founding faculty member of The Leadership ConservatoryŒ (www.e. Common methods of off-the-job training include: y y y y y y Day release (employee takes time off work to attend a local college or training centre) Distance learning / evening classes Block release courses . I. . says consultant Dominic Cottone.

. The advantage of implementing JIT is the shortened time between learning and its application. what the trainees are expected to be able to do at the end of their training. Principal concept of training suggests to µidentifying the training needs before implementing any training solutions¶.  offering training on reputation management. before implementing the training procedure it is always best to analyze the requirement of training as by whom. Just.  understanding the needs of a new generation of learners. This can also be described as analyzing the right potential of the candidate and training him in required attributes to gain versatility so that he can be a useful asset to the company.  teaching in a virtual environment. With the changing technology it has become a requirement for the employers to keep their employees up-to-date with the recent technological innovations and the changes.Other training upcoming trends identified by Cottone include:  incentivizing learners by tying their participation in training to performance management and promotions. either this training going to solve the business problems or the employees are going to benefit from this training. to whom and for what? The analysis can be done in different ways and under different perpetual norms like Context Analysis: this analysis is done to understand the need of training. There are some strategic steps in training needs analysis. The cost benefits of JITT are tremendous. Along with the new technology comes the necessity of training. Training needs analysis (TNA) is a term used in the corporate world ³to evaluate the training gap and providing the required training for carrying out the job. THE CHANGING TRAINING NEEDS :The design of the TRAINING NEED PROGRAMME can be undertaken only when a clear training objective has been produced. Among the benefits of this kind of employee development is that one doesn¶t need to engage a trainer to teach the class or even a classroom for that matter.  and focusing more on training that covers ethics.´ Training has a broader concept but here we can determine it as necessary improvements in the job environment achieved with the help of employees and training them to cope up with the new skills. Training objectives assist trainers to design the training program. and refresher skills for longtime managers. in addition to the ability to train employees in a near automated fashion.e. interpersonal communication.In Time Trainings: JITT (Just in time training) is a way to streamline educating the workforce.  skills for new managers. attributes and concepts. The training objective clears what goal has to be achieved by the end of training program i.

e. The focus must not only delve on competencies but on values and attitudes as well. executed utilizing the best possible resources. training is actually a change management initiative whose aims is to develop employees potentials. These must be carefully planned.. will continue to remain the most effective means of producing and maintaining a highly competitive workforce. CONCLUSION:Training programs must be initiated by the HRM department.This a sensitive role for the HRM professional. Content Analysis: the most important analysis of documents. For in the end. however the methods and trends are. Training programs should focused more on behavioral modifications rather than skill building. and should be geared towards adding value to the organization¶s competitiveness. Cost Benefit Analysis: assessment of profits after initial investment on training is necessary as sometimes the graph goes flat. HRM is still about not only managing. The training should be helpful for the employees and should not be irrelevant or cause conflicts within the working environment. After all. Suitable Training Analysis: to analyze requirement of training in employment issues and looking at it as necessity and effectively. instructors ortraining facilitators. but developing human resource.User Analysis: this has to be analyzed as for whom the training is going to be conducted and by whom? Analysis of the trainer and the trainee is must in terms of their knowledge level. The HRM must endeavor to put more efforts towards effective implementations. learning and teaching styles do matter in training. venues. so that they add more vale to the organization and the community where they belong. i. procedures and laws used for the job. holistically. etc. Training and development programs. and is a tough one. .