Introduction training

Intellectual capacity

 To view training to gain a competitive advantage, the company should view

training broadly as a way to create intellectual capital.
 Intellectual capital includes basic skills(skills needed to perform one`s
job), advanced skills(such as how to use technology to share information
with other employees), an understanding of the customer or manufacturing
system and self-motivated creativity.
 High Leverage training

 The purpose of which is to add value to the product/ to the process/ to serve
customers in a better way.
 High-leverage training is linked to strategic business goals and objectives and
uses an instructional design process to ensure training is effective.
 It benchmarks company training programs with other competitors.
 High-leverage training practices also help to create working conditions that
encourage continuous learning and performance improvement
 Continuous learning

 Continuous learning requires employees to understand the entire work system,

including the relationships among their jobs, their work units, and the company.
 Employees are expected to acquire new skills and knowledge, apply them on the job
and share this information with other employees.
 Objectives of Training

 An immediate objective of the training is to give employees the skills they need to
become better workers
 creating a supportive workplace
 Increase Efficiencies in Processes
 To increase Motivation and Engagement
 Reduce Employee Turnover
 Upskilling
 Risk Management
Organizational Characteristics that influence training

 Role of employees and Managers

 Top management support
 Integration of Business Units
 Global Presence
 Business Conditions
 Staffing strategy
 Human resource planning
 Resistance to training

 KSAs (KSAs Knowledge, Skills and attitude)

 Organisational-Environmental Factors that influence Training/ that has an impact on
resistance to training
-Peer support
-Supervisor support
-climate for learning and transfer
 Individual factors –Personality, Self-efficacy, cognitive ability – Ability to learn,
recognize problems, solve problems -Anxiety
Importance of T&D
 To improve the efficiency of employees
 To reduce wastage of time and money
 To have quality output
 To prevent obsolescence
 To bring down supervision
 To have preventive maintenance
 Help in addressing employee weaknesses
 To achieve optimum performance
 To boost morale of employees
 To prepare workforce for future challenging work
 To reduce absenteeism
 To bring down the grievances
 To build career by personal growth
Benefits of Training

 Benefits to the organisation

 Benefits o individual
 Benefits to policy implementation and HR relations
 Benefits to the organisation

 Improved profitability and / or more positive attitudes towards profit orientation

 Improves the job knowledge and skills at all levels of the organization
 Improves the morale of the workforce
 Helps people identify with organizational goals
 Better corporate image
 Fosters authenticity, openness and trust
 Builds labour management relations
 Benefits to the organisation

 Aids in organizational development

 Provides information for future needs in all areas of the organization
 Aids in development for promotion from within
 Quality of work
 Lower costs incurred
 Prevents preventive management
 Appropriate climate for growth and communication
 Benefits to the individual

 Fosters better decisions and effective problem solving

 Motivation is internalized
 Encourages and achieves self-development and self–confidence
 Handle stress tension, frustration and conflict.
 Provides information for improving leadership, knowledge, skills and attitudes
 Increases job satisfaction and recognition
 Moves a person toward personal goals while improving interactive skills
 Benefits to the individual

 Satisfies, the personal needs of the trainer and trainee

 Provides the trainee with the avenue for growth
 Develops a sense of growth in learning
 Reduces fear of attempting new tasks
 Career planning & development
Benefits human relations & policy

 Communication between groups and individuals

 Aids in orientation for new employees & during transfers.
 Provides information to all giving an equal opportunity
 Provides information on other governmental laws and administrative policies
 Improves interpersonal skills
 Makes organization policies, rules and regulations viable
 Improves morale
 Builds cohesiveness in groups
 Provides a good climate for learning, growth, and co-ordination
 Makes the organization a better place to work and live
 Training
It is act of increasing the knowledge and skills
of an employee for doing a specific job.-
Technical &Mechanical
It is a short term process consisting of an event.
Scope of training is limited to specific job.
To improve the productivity, quality of service,
organizational climate, health and safety.
Focuses on the “today” needs.
It is result of initiatives taken by management; it It is the result of internal motivation.
is result of some outside motivation.
Development
It is a future oriented focusing on conceptual
skills
Long-term process relevant to the growth of
personality and maturity regarding their
potential capabilities.
Scope is to serve the purpose of general
knowledge and covers large area.
The extension in capabilities, job performance
and personal growth.
Leads to the “tomorrow” results.
Methods

 Lecture
 demonstrations
 In basket
 Role play
 Business games
 Simulations
 Case studies
On the job

 Job instruction training

 Apprenticeship
 Coaching
 Mentoring
Electronic Training

 CBT – Computer-based training

 PI – Programmed instruction
 IM – Interactive multimedia
 Intelligent Tutoring Systems
 Virtual Reality