Need importance of training

1 Diploma in Human Resource management

Need & importance of Training | Abdulla Afeef | HRM-MI College

DIPLOMA IN HUMAN RESOURCE MANAGENET

Abdulla afeef

Hrm | mic



Appendix

Introduction 1

Importance of Training 2 Need for Training 4 Types of training 6 Findings 10

Role of Training in organization Development 15

Conclusion 16

References 16



INTRODUCTION

Nowadays Organization should be earning as well as learning. Employee should share

knowledge of the work, HR department should emphasis on Learning and Department

program in view of creativity and innovation. By means of good training we can enhance the

performance of the employees and organization also. Type of training, Training design are

important factor of training. The skill can be enhancing by skill development program. New

joiners in organization are having certain skill but some special skill required by organization

these skill can be acquired by learning and development program.

Training is very necessary for the growth of the organization. Man, Machine and material are

the main capital of the organization. Men are most valuable resources of the organization.

The effectiveness of the organization depends on competence of the employees. Initially

survey is to be carried out of training needs, then making of training design and training is to

be conducted. The effectiveness of training to be checked out to know the impact of training

programs. Feedback of training is to be collected and analyzed for enhancement before next

training programs.

Training presents a prime opportunity to expand the knowledge base of all employees, but

many employers find the development opportunities expensive. Employees also miss out on

work time while attending training sessions, which may delay the completion

of projects. Despite the potential drawbacks, training and development provides both the

organization as a whole and the individual employees with benefits that make the cost and

time a worthwhile investment.

Training of employees takes place after orientation takes place. Training is the process of

enhancing the skills, capabilities and knowledge of employees for doing a particular job.

Training process molds the thinking of employees and leads to quality performance of

employees. It is continuous and never ending in nature.

This assignment is based on need and importance of training. A survey has been conducted

by using a questionnaire which is based on needs and importance of training. Questionnaires

were filled by 13 people who are working in different organizations. While writing down this

assignment I have an assumption of having a relationship between training and the

productivity of the organization, motivation of the workforce, staffs being more creative,

solution finder for the organization and tool for getting ideas from the workforce.



Importance of Training

Training is crucial for organizational development and success. It is fruitful to both

employers and employees of an organization. An employee will become more efficient and

productive if he is trained well.

Training is given on four basic grounds:

1. New candidates who join an organization are given training. This training familiarizes

them with the organizational mission, vision, rules and regulations and the working

conditions.

2. The existing employees are trained to refresh and enhance their knowledge.

3. If any updating and amendments take place in technology, training is given to cope up

with those changes. For instance, purchasing new equipment, changes in technique of

production, computer impartment. The employees are trained about use of new

equipment and work methods.

4. When promotion and career growth becomes important. Training is given so that

employees are prepared to share the responsibilities of the higher level job.

The benefits of training can be summed up as:

1. Help in addressing employee weaknesses Most workers have certain weaknesses in their workplace, which hinder them from giving the

best services. Training assists in eliminating these weaknesses, by strengthening workers

skills. A well-organized development program helps employees gain similar skills and

knowledge, thus bringing them all to a higher uniform level. This simply means that the

whole workforce is reliable, so the company or organization doesn’t have to rely only on

specific employees.

2. Improvement in workers performance A properly trained employee becomes more informed about procedures for various tasks.

The worker confidence is also boosted by training and development. This confidence comes

from the fact that the employee is fully aware of his/her roles and responsibilities. It helps the

worker carry out the duties in better way and even find new ideas to incorporate in the daily

execution of duty.



3. Consistency in duty performance A well-organized training and development program gives the workers constant knowledge

and experience. Consistency is very vital when it comes to organizations or company’s

procedures and policies. This mostly includes administrative procedures and ethics during

execution of duty.

4. Ensuring worker satisfaction Training and development makes the employee also feel satisfied with the role they play in

the company or organization. This is driven by the great ability they gain to execute their

duties. They feel they belong to the company or the organization that they work for and the

only way to reward it is giving the best services they can.

5. Increased productivity Through training and development the employee acquires all the knowledge and skills

needed in their day to day tasks. Workers can perform at a faster rate and with efficiency thus

increasing overall productivity of the company. They also gain new tactics of overcoming

challenges when they face them.

6. Improved quality of services and products Employees gain standard methods to use in their tasks. They are also able to maintain

uniformity in the output they give. This results with a company that gives satisfying services

or goods.

7. Reduced cost Training and development results with optimal utilization of resources in a company or

organization. There is no wastage of resources, which may cause extra expenses. Accidents

are also reduced during working. All the machines and resources are used economically,

reducing expenditure.

8. Reduction in supervision The moment they gain the necessary skills and knowledge, employees will become more

confident. They will become self-reliant and require only little guidance as they perform their

tasks. The supervisor can depend on the employee’s decision to give quality output. This

relieves supervisors the burden of constantly having to give directives on what should be

done.



Need for Training

Most employees have some weaknesses in their workplace skills. A training program allows

you to strengthen those skills that each employee needs to improve. A development program

brings all employees to a higher level so they all have similar skills and knowledge.

The need for training of employees arises due to the following factors

1. Higher Productivity:

It is essential to increase productivity and reduce cost of production for meeting competition

in the market. Effective training can help increase productivity of workers by imparting the

required skills.

2. Quality Improvement:

The customers have become quality conscious and their requirement keep on changing. To

satisfy the customers, quality of products must be continuously improved through training of

workers.

3. Reduction of Learning Time:

Systematic training through trained instructors is essential to reduce the training period. If the

workers learn through trial and error, they will take a longer time and even may not be able to

learn right methods of doing work.

4. Industrial Safety:

Trained workers can handle the machines safely. They also know the use of various safety

devices in the factory. Thus, they are less prone to industrial accidents.



5. Reduction of Turnover and Absenteeism:

Training creates a feeling of confidence in the minds of the workers. It gives them a security

at the workplace. As a result, labour turnover and absenteeism rates are reduced.

6. Technology Update:

Technology is changing at a fast pace. The workers must learn new techniques to make use of

advance technology. Thus, training should be treated as a continuous process to update the

employees in the new methods and procedures.

7. Effective Management:

Training can be used as an effective tool of planning and control. It develops skills among

workers and prepares them for handling present and future jobs. It helps in reducing the costs

of supervision, wastages and industrial accidents. It also helps increase productivity and

quality which are the cherished goals of any modern organization



Types of training:

1. Induction Training

2. On the job Training

3. Off the job Training

Induction training

Induction training is the training that an employee receives when he/she first joins a business

or organization. Induction training is important as it enables a new recruit to become

productive as quickly as possible. It can avoid costly mistakes by recruits not knowing the

procedures or techniques of their new jobs. The length of induction training will vary from

job to job and will depend on the complexity of the job, the size of the business and the level

or position of the job within the business.

The following areas may be included in induction training:

• Learning about the duties of the job

• Meeting new colleagues

• Seeing the layout of the premises

• Learning about the values and aims of the business

• Learning about the internal workings and policies of the business



The advantages and disadvantages of this form of training can be summarised as follows

Advantages Disadvantages

The young employee is more confident and enthusiastic, because they feel included and welcome and first job nerves are settled quickly

May take place several weeks, or even months, after the inductee joins the company, which disrupts integration in to the work team

Entry into the workplace from school is easier and the employee adapts faster

Contains too much information to be assimilated in a short period of time

Loss of staff in early months may be reduced as the employee learns and begins to succeed and like the job.

May not be a true reflection of the company or the job

Productivity is achieved more quickly as the young employee becomes skilled in the job.

Individuals may not be able to attend all sessions in a series of induction presentations, resulting in incomplete induction

On-the-job training

On-the-job training is training that takes place while employees are actually working. It

means that skills can be gained while trainees are carrying out their jobs. This benefits both

employees and the business. Employees learn in the real work environment and gain

experience dealing with the tasks and challenges that they will meet during a normal working

day. The business benefits by ensuring that the training is specific to the job. It also does not

have to meet the additional costs of providing off-the-job training or losing working time

The main methods of one-the-job training include:

Demonstration / instruction - showing the trainee how to do the job

Coaching - a more intensive method of training that involves a close working

relationship between an experienced employee and the trainee

Job rotation - where the trainee is given several jobs in succession, to gain

experience of a wide range of activities (e.g. a graduate management trainee might

spend periods in several different departments)

Projects - employees join a project team - which gives them exposure to other parts

of the business and allow them to take part in new activities. Most successful project

teams are "multi-disciplinary"



The advantages and disadvantages of this form of training can be summarised as follows:


Can help them to gain direct experience to a

standard approved by the employer. Simple

to organize

Requires potential knowledge from a

potential trainer, Potential trainer may not be

familiar with employee to whom training.

Develops more confidence to use equipment

if supervised and guided

Insufficient time to train is a concern as it

may be felt the trainee is competent enough

to cope; equally, the training may be

frequently interrupted by day-to-day matters.

Easy to assess improvement and progress and

allowing intervention to resolve problems

Bad habits will be passed on to the trainees,

means trainer bad intention may reflect on

trainee.

Employees become increasingly productive.

Employees can see relevance of training

Trainee may be overconfident and may need

additional training at a later date.

It is a cost effective means of training. External trainers may not be known the

policies and procedures of the company

Closely related to the needs and

circumstances of the business

Space needs to be allocated for the training

as it will usually involve both practical and

theoretical elements.

Learning can be put into practice

immediately

Those delivering training often do not have

teaching or training skills.

The person teaching may know the job better

than a full time trainer, who cannot be

expected to have full up to date knowledge of

all the jobs involved.

Training can be narrowly focused, not

looking at the broader needs of the

organization.

The trainee’s interests may be ignored,

especially when workers are under pressure.

Trainees may be taken away from training to

fill in for other workers or to cope with

sudden changes.

Off-the-job training

This is any form of training which takes place away from the immediate workplace. Off-the-

job training includes more general skills and knowledge useful for work, as well as job-

specific training. Training may be provided by specialist trainers working for National Grid

or by an outside company hired to help with training. Off-the-job training is particularly

effective for non-technical skills, as employees can use these across different areas of the

company



Common methods of off-the-job training include:

Day release (employee takes time off work to attend a local college or training

Centre)

Distance learning / evening classes

Block release courses - which may involve several weeks at a local college

Sandwich courses - where the employee spends a longer period of time at college (e.g.

six months) before returning to work

Sponsored courses in higher education

Self-study, computer-based training

The main advantages and disadvantages of this form of training can be summarised as

follows:


A wider range of skills or

qualifications can be obtained

More expensive – e.g. transport and accommodation

Employees can be more confident New employees may still need some induction

training

when starting job Employees now have new skills/qualifications and

may leave for better jobs



Findings;

For this assignment I have conducted a small survey to evaluate how training plays important

role in organization and to study the various impact of training in organization. For the survey

I have prepared a questionnaire related to the needs and importance of training in an

organization.

The total number of participant who took part in this survey was 13.

Fig 1.1 Gender Fig 1.2 Age

Gender

Male 9

Female 4

From the Fig 1.1 it shows that 69% Male and 31% female took part in the survey.

From the Fig 1.2 it shows that 61% were in the age group 18-35, 31 % were in the age group

of 36-45 and 8% were in the age group of above 45 who took part in the survey.

31%

69%

Gender

Female

Male61%

31%

8%

Age

18 - 35

36 - 45

46 >

Age

18 - 35 8

36 - 45 4

46 > 1



69%

31%

0% 0%

1- Your organization considers Training as a part of

organizational strategy. Do you agree with this statement?

a) Strongly Agree

b) Agree

c) Somewhat Agree

d) Disagree

46%

23%

31%

2- What kind of Training methods do you prefer?

a) On the job methods

b) Off the job methods

c) Both

85%

15%

0%

3- Does the Induction Training is a well planned exercise in

the organization?

a) Strongly Agree

b) Agree

c) Disagree



77%

15%

0%

8%

0%

4- What kind of Training methods does the organization

provide to train the employees?

a) On the job Training method

b) Off the job training method

c) Audio Visuals

d) Lectures

e) All the Above

85%

15%

7- Does Training helps to increase the motivation level of

employees?

a) Yes

b) No

85%

15%

5- Does Training helps to improve employee – employer

relationship?

a) Yes

b) No

15%

31% 54%

0%

6- How often the Training programs are conducted in your

organization?

a) Every Month

b) Every Quarter

c) Half yearly

d) Once in a year



100%

0%

8- Does Training enable employees more productive?

a) Yes

b) No

69%

31%

9- Are you satisfied with present method of selection of

candidates for Training?

a) Yes

b) No

77%

23%

0% 0%

10- Training program helped to increase the productivity of

both quality and quantity?

a) Strongly Agree

b) Agree

c) Disagree

d) Strongly Disagree

77%

23%

11- Does the Training course include the special challenges faced by managers and or officers?

a) Yes

b) No



69%

31%

12- Does the Training program enable the employees to be accountable and authoritative in making decision?

a) Yes

b) No

92%

8%

13- Does the Training method focus on developing team work and leadership skills?

a) Yes

b) No

100%

0%

14- Does the developmental activity helps the management in identifying, analyzing, forecasting and planning changes

needed in company’s HR area?

a) Yes

b) No

85%

15%

15- Does Training and developmental activities helps the organization to maintain employee relation rate?

a) Yes

b) No



From the survey it shows that among 13 participants 100% agreed that training enable

employees more productive and helps the management in identifying, analyzing, forecasting

and planning changes needed in company’s HR area. In addition to this 85% agreed that

training helps to increase the motivation level of employees and 77 % agreed that Training

helped to increase the productivity of both quality and quantity. Also, 92% participants

agreed that training helps to develop team work and leadership skills.

From the survey it also show that 85% have Induction training in their organization and 46% of the

participants prefer on the job training while 31% prefer both on the job and off the job training. At

same time 69% of the participant agreed that their organization considers training as a part of

organizational strategy.

Over roll all the participants agreed that training is very important for them as well as for their

organization.

Role of Training in organization Development:

Training is one of the most significant parts of an organization’s overall Strategy. Before

Starting a particular venture or considering a potential acquisition, the first question arises

that, whether there are required skills present in the organization or not. Typically all key

skills required for competent management of a company must be available in a company;

however other non-core activities can be outsourced. Need of training arises due to

improvement in technology, need for getting better performance or as part of professional

development. Benefits of training are intangible and investing in training benefits both,

organization and employees for a long period. Training enhances a worker level of skills. It

provides sense of satisfaction which is an intrinsic motivator. Training also provides

organization multi skill employees. Training increases an employer commitment to their job

and their organization. Better understanding of jobs reduces accidents. One of the most

important benefits of training for an organization is that, it provides skills inside the

organization which reduces overall cost of an organization’s operations.

Quality is one of the key features required for survival of an organization in long term. Total

Quality Management (TQM) and other quality management techniques require staff training

as an important requisite for its successful implementation.



The main advantages and disadvantages of training can be summarized as follows:


A wider range of skills or

qualifications can be obtained

More expensive – e.g. transport and accommodation

Can learn from outside specialists or

experts

Lost working time and potential output from

employee

Employees can be more confident

when starting job

New employees may still need some induction

training

Employees now have new skills/qualifications and

may leave for better jobs

Conclusion Training plays very important role in organization Development. By training we can enhance

the skill of the employees and it helps to reduce the cost and time of the organization. For

implement Six Sigma or any other types of Quality Management it is mandatory to give

training to the employees. The safety and precautions strategy in the organization can be

possible with the help of training. Need of training arises due to advancement in technology,

need for improving performance or as part of professional development. By training we can

overcome the weakness of the employees. Training plays vital role in organization

development by achieving objectives of the employees as well as objectives of the

organization. Now days return on investment is to be considering for effective training.

References

1. http://www.managementstudyguide.com/training-of-employees.htm

2. http://www.artofthestart.com/importance-of-training/

3. http://www.yourarticlelibrary.com/employee-management/training-of-employees-

meaning-objectives-need-and-importance-employee-management/27909/

4. http://www.slideshare.net/

5. http://www.tutor2u.net/

http://www.managementstudyguide.com/training-of-employees.htm

http://www.artofthestart.com/importance-of-training/

http://www.yourarticlelibrary.com/employee-management/training-of-employees-meaning-objectives-need-and-importance-employee-management/27909/

http://www.yourarticlelibrary.com/employee-management/training-of-employees-meaning-objectives-need-and-importance-employee-management/27909/

http://www.slideshare.net/

http://www.tutor2u.net/

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Need importance of training