Training

Training leads to

• High level of productivity

• Reduced learning time
• Heightened morale
• Reduced supervision
• Reduced grievances
• Reduced accidents
Training leads to

• Reduced wastage and less damages to plant and

machinery
• Standardisation
• Helpful in performance appraisal
• Meeting special manpower requirement
• Beneficial to employees
• Obsolescence prevention
 Principles of Training

• Motivation
• Feedback
• Reinforcement
• Active participation
• Whole vs part
• Individual differences
• Specificity
• More use of supervisors
Systematic approach towards training

Training need assessment / Identification of training

need
Planning for training and development of the program
Implementation
Evaluation of training effectiveness
 Methods of Training
1. On-the-job Methods
a. On specific job
i. Experience
ii. Coaching
iii. Understudy
2. Position rotation
3. Special projects
4. Selective reading
5. Apprenticeship
6. Vestibule training
7. Multiple management

2. Off-the-job Methods
1. Special courses and lectures
2. Conferences
3. Case studies
4. Brainstorming
 Contd…

5. Laboratory methods
a. Simulation
i. Role-playing
ii. Gaming
b. Sensitivity training
6. Electronic performance support systems (EPSS)
7. Tele-training
8. Videoconferencing
9. MP3/instant messaging
10. Slides and videotapes
11. Programmed learning
12. Audiovisual-based training
13. HRIS learning portals
14. E-learning
15. Mentoring
16. Informal learning
17. Distance and Internet-based training
 Relationship Between Training,
Development and Performance

HR Outcomes Performance of the

· Skills Organisation
· Abilities Financial Performance
Training • Return on
and · Knowledge investment
Development · Work behaviour • Sales
· Motivation • Productivity
· Confidence • Return on equity
· Morale • Others
· Others
 Process of Training in a Large
Organisation
• Determining the training needs and setting objectives for
these needs
• Contents of training
• Selection of training method
• Preparation of training
 Choosing trainer
 Choosing the trainees
• Conducting the training
• Examination of the trainee’s job
• Follow-up
 Learning Organisation
Meaning
A learning organisation is one which has an ideal learning environment
perfectly in tune with organisational goals, and which is a place where people
continually expand capacity to create the results they truly desire, where new
and expensive patterns of thinking are nurtured, where collective aspiration is
set free and where people are continually learning to see the whole (reality)
together (Senge 1992).

A learning organisation depends upon the mastery of five dimensions as

follows:
• System thinking
• Personal mastery
• Mental models
• Building shared vision
• Team learning
 Competency Mapping
Meaning
Competency mapping is a process to identify key competencies for an organisation
and/or a job and to incorporate those competencies throughout various processes
such as recruitment, job evaluation and training of the organisation. It may be worth
mentioning here that a competency is defined as a behaviour rather than a skill or an
ability.

Methods of Competency Mapping

• Assessment centre
• Critical incident technique
 Unstructured approach
 Moderate structured approach
• Interview techniques
• Questionnaires
• Psychometric tests which may be aptitude tests and achievement tests
Models of Evaluation Training Effectiveness
• Skill assessment
• Social ownership
• Visual confirmation

Training Practices In India

Training practices in Indian industries differ from industry to industry and
from organisation to organisation and from time to time even in the same
organisation depending on the objectives of a training programme.