TRAINING & DEVELOPMENT

TRAINING & DEVELOPMENT

Training is process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. Training is essentially practical, vocational and for a short duration & for a specific job-related purpose. Development is a long term process utilizing a systematic and organized procedure by which managerial personnel learn conceptual & theoretical knowledge for general purpose.

Training vs. Development

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Shachi Yadav

Inputs in T & D

Skills Education Development Ethics Attitudinal changes Decision making skills

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Shachi Yadav

Training Process

Needs assessment Deciding on objectives of T&D Designing T&D programme Implementation of the programme Evaluation

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Shachi Yadav

METHODS OF TRAINING
On the Job Training Orientation training Job-instruction training Apprentice training Internships and assistantships Job rotation Coaching

Off-the job training: are used away from workplaces. Vestibule Lecture/Class-room Special study Films Television /Audio-visual Conference or discussion Case study Role playing Simulation Programmed instruction Laboratory training

Training Methods for Nonmanagerial Employees (contd)

On-the-job training (OJT)
Method by which employees are given hands-on

experience with instructions from their supervisor or other trainer. Apprenticeship training System of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work.
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 Apprenticeship: This method of training is

usually done in crafts, trades and in technical areas. It is the oldest and most commonly used method, if the training is relatively for a longer period. Here a major part of training is spent on the job productive work. Each apprentice is given a programme of assignments according to a pre-determined schedule, which provide for efficient training in trade skills.

Training Methods for Nonmanagerial Employees (contd)

Cooperative Training
Training program that combines practical on-the-job

experience with formal educational classes. Internship Programs Programs jointly sponsored by colleges, universities, and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations.
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 Vestibule Training: This training method attempt

to duplicate on-the-job-situation in a company classroom. It is a classroom training that is often imported with the help of the equipment and machines, which are identical with those in use in the place of work. This technique enables the trainees to concentrate on learning new skill rather than on performing on actual job. This type of training is efficient to train semi-skilled personnel, particularly when many employees have to be trained for the same kind of work at the same time. Often used to train bank tellers, inspectors, machine operators, typists etc. In this, training is generally given in the form of lectures, conferences, case studies, role-play etc. 2

 Lectures: Lecture is a verbal presentation of

information by an instructor to a large audience. The lecture is presumed to possess a considerable depth of knowledge of the subject at hand. A virtue of this method is that is can be used for very large groups, and hence the cost per trainee is low. This method is mainly used in colleges and universities, though its application is restricted in training factory employees. Limitations of the lecture method account for its low popularity. The method violates the principle of learning by practice. It constitutes a one-way communication.

 . Demonstrations And Example: In this type of

training method trainer describes and displays something, as & when he teaches an employee, how to do something by actually performing the activity himself & going on explaining why & what he is doing. This method is very effective in teaching because it is much easier to show a person how to do a job than tell him or give him instruction about a particular job. This training is done by combination with lectures, pictures, text materials etc.

 Audio-visuals: Audio-visuals include

television slides, overheads, video-types and films. These can be used to provide a wide range of realistic examples of job conditions and situations in the condensed period of time. Further, the quality of the presentation can be controlled and will remain equal for all training groups. But, audio-visuals constitute a one-way system of communication with no scope for the audience to raise doubts for clarification. Further, there is no flexibility of presentation from audience to audience.

 Programmed Instruction (PI): This is method

where training is offer without the intervention of a trainer. Information is provided to the trainee in blocks, either in a book form of through a teaching machine. PI involves: 1. Presenting questions, facts, or problems to the learner 2. Allowing the person to respond 3. Providing feedback on the accuracy of his or her answers 4. If the answers are correct, the learner proceeds to

 Computer-Assisted Instruction (CAI): this is

an extension of the PI method. CAI provides for accountability as tests are taken on the computer so that the management can monitor each trainees progress and needs. CAI training program can also be modified easily to reflect technological innovations in the equipment for which the employee is being trained. This training also tends to be more flexible in that trainees can usually use the computer almost any time they want, thus get training when they prefer.

 Simulation: A simulator is any kind of equipment

or technique that duplicates as nearly as possible the actual conditions encountered on the job. Simulation then, is an attempt to create a realistic decision-making environment for the trainee. Simulations present likely problem situations

and decision alternatives to the trainee. The more

widely held simulation exercises are case study, roleplaying and vestibule training

 Conference: In this method, the participating

individuals confer to discuss points of common interest to each other. It is a basic to most participative group centered methods of developments. This emphasis on small group discussion, on organized subject matter and on the active participation of the members involved.

 There are three types of conferences,

* Direct discussion: - Here trainer guides the

discussion in such a way that the facts, principles or concepts are explained. * Training Conference: - The instructor gets the group to pool its knowledge and past experience and brings different points of view to bear on the problem. * Seminar Conference: - In this method instructor defines the problem, encourages and ensures the full participation in the discussion.

 Case Studies: This method is developed in 1800S At

the Harvard Law School. The case study is based upon the belief that managerial competence can best be attained through the study, contemplation and discussion of concrete cases. When the trainees are given cases to analyse, they are asked to identify the problem and recommend tentative solution for it. The case study is primarily useful as a training technique for supervisors and is specially valuable as a technique of developing discussion-making skills, and for broadening the prospective of the trainee. In case study method the trainee is expected to master the facts, should acquainted with the content of the case, define the objective sought in dealing with the issues in the case, identify the problem, develop alternative courses of action, define the controls needed to make the action effective and role play the action to test its effectiveness and find conditions that may limit it.

 Role Playing :In role-playing trainees act out the

given role as they would be in stage play. Two or more trainees are assigned parts to play before the nest of the class. Here role players are informed of a situation and of the respective roles they have to pay. Sometimes after the preliminary planning, the situation is acted out by the role players. This method primarily involves employeeemployer relationship Hiring, firing,

discussing a grievance procedure, conducting a post

appraisal interview etc.

 Programmed Instructions: This method involves a

sequence of steps that are often set up through the central panel of an electronic computer as guides in the performance of desired operation or series of operations. This method involves breaking information down into meaningful units and then arranging these in a proper way to form a logical and sequential learning. The programme involves presenting questions, facts or problems to trainees to utilize the information given and the trainee instantly receive feedback on the basis of the accuracy of his answers. To be really effective, the training methods must fit in training programme needs to find out how effective the methods are in accomplishing their goals of modifying skills, attitudes and ultimate behaviour.

Levels of Training Evaluation

Levels Questions being asked Is the organisation or unit better because of the training?

Measures

Result

Accidents Quality Productivity Turnover Morale Costs Profits

Behaviour

Are trainees behaving differently on the job after training? Are they using the skills and knowledge they learnt in training?

Performance Appraisal by superior, peer, client, subordinate Written tests Performance tests Graded simulations

Learning

To what extent do trainees have greater knowledge or skill after the training programme than they did before?

Reaction

Did the trainees like the programme, the trainers, the facilities? Do they think the course was useful? What improvement can they suggest?

Questionnaires

HRM

Shachi Yadav

Evaluating Training

Trainee satisfaction Did I like it? New skills, knowledge gained Did I learn anything? Transfer of training Can I use what I learned on the job? Performance improvements What measurable performance improvements have been made? Return on investment Was the cost worth the gain?
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Characteristics of Successful Instructors

Knowledge of the subject

Adaptability
Sincerity Sense of humor Interest Clear instructions Individual assistance Enthusiasm

HRM

Shachi Yadav