TRAINING OF HUMAN

RESOURCES MANAGEMENT

Work Done By,

C.MANIKANDAN,
21MBA20.
 TRAINING

Training is basically a systematic procedure for transferring

technical know-how to the employees so as to increase their
knowledge and skills for doing particular jobs.Training
usually involves teaching operational ortechnical employees
how to do their jobs more effectively and/or efficiently.
Training is a process of teaching a new employees the basic
skills to perform their jobs..
 Nature of Training

 Trainingusually involves teaching operational or technical employees

how to do their jobs more effectively and/or efficiently.
 Responsibilities for training are generally assigned to the HR function.
 In general, training is intended to help the organization function more
effectively.
 Managers must be sure that productivity can be increased through training
and that productivity gains are possible with existing resources.
 Importance of Training

 Trainedworkers can work more efficiently.› There will be fewer

accidents. As training improves the knowledge of employees
regarding the use of machines and equipment.
 Wastage is eliminated to a large extent as they use tools, machines
in a proper way.Training helps an employee to move from one
organization to another easily. He can be more mobile and pursue
career goals easily.
Types of Training


•Orientation Training or Induction Trainingto put the new recruits at
ease and to make himintroduced with key personnel and informed
aboutcompany policies, procedures and benefits.
 There are three main types of training carried out in the
workplace.
 induction.
 on-the-job.
 off-the-job.
Methods of Training
 • Usually by the location of instruction
 • On the Job Training is provided when the workers are taught relevant knowledge
skills and abilities at the actual work place.
 • Off the Job Training requires the trainees learn at a location other than the real work
spot.
 • Widely used training method includes:
 1) Job Instruction Training (JIT)
 2) Coaching
 3) Mentoring
 4) Job Rotation
 1.Job Instruction Training

• Developed during World War Il

• Four step instructional process
 1.Training directly received on the job
 2.Trainee receives an overview of the job
 3.Trainer actually demonstrates the job and the trainee is sked to
copy the trainer's way.
 4.The trainee, finally, tries to perform the job independently..
 Merits and Demerits of JIT

 • Merits includes:
 • Trainee learns fast through practice and observation.Economical as it does not require
any special settings. Also mistakes can be corrected immediately.
 • The trainee gains confidence quickly as does the work himself in actual setting with
help from supervisor.
 • Demerits includes:
 • The trainee should be as good as the trainer. If the trainer is not good, transference of
knowledge and skills will be poor
 .• While learning, trainee may damage equipment, waste materials, cause accidents
frequently.
2.Coaching

Continuous process of learning by doing.

 • Here the supervisor explains things and answers
questions; throws light on why things are done the way
they are; offers a model for trainees to copy, conducts lot of
decision making meetings, and allow trainees freedom to
commit mistakes and learn..
 Coaching , thus ,requires lot of teaching skills..
3.Mentoring

•Mentoring is a relationship in which a senior manager in an

organization assumes the responsibility for grooming a junior person
• Technical, interpersonal and political skills are generally conveyed in
a relationship from the more experienced person.
•Main objective of mentoring is to help an employee attain
psychological maturity and effectiveness and integrated with the
organization
Merits and Demerits of Mentoring

 Merits includes:
 • There is an excellent opportunity to learn.
 • Constant guidance helps the mentee to be on track, using facilities to good
advantage.
 Demerits include:
 • It may be create feelings of jealousy among quickly through continuous
interaction. Other workers, who are not able to show equally good performance.
 • If members from overly strong bonds with trainees, unwarranted favouritism may
result. This can have a demoralizing effect on other workers, affecting their work
performance in a negative way.
4.Job Rotation

• Training involves the movement of trainee from one job

to another
•Helps to understand a general idea about functions in an
organization
• As a measure of relieving boredom
•Helps to develop rappot among individuals in an
organization
Merits and Demerits of job Rotation

Merits of Job Rotation:

 Improves participant's job skills, job satisfaction
 Provides valuable opportunities to network within the organization
 Offers faster promotions and higher salaries to quick learners
Demerits of Job Rotation:
 Increase workload for participants.
 Constant job change may produce stress and anxiety
 Mere mutliplication of duties do not enrich the life of a trainee..
THANK
YOU.