Introduction To Training & Development

Introduction To Training & Development

Training is process of learning a sequence of programmed behavior. It is the application of knowledge. It gives people an awareness of the rules and procedures to guide their behaviors. It attempts to improve their performance on the current job and prepares them for an intended job.Need for training :

Specifically, the need for training arises due to the following reasons: To match the employee specifications with the Job requirements and organizational Needs: Management finds deviations between employees present specifications and the job requirements and organizational needs. Training is needed to fill these gaps by developing and molding the employee skills, knowledge, attitude, behavior, etc to the tune of the job requirements and organizational needs as felt Glaxo India, ICICI

Organizational Viability and the Transformation Process: The primary goal of most of the organizations is that their viability is continuously influenced by environmental pressure. If the organization desires to adapt to these changes, first it has to train the employees to impart specific skills and knowledge in order to enable them to contribute to organizational efficiency and to cope with training in order to ensure a smooth transformation process.

Technological Advance: Every organization to survive and to be effective should adopt the latest technology i.e. mechanization, computerization and automation. So, the organization should train the employees train the employees to enrich them in the areas of changing technical skills and knowledge from time to time.

Organizational Complexity: With the emergence of increased mechanization and automation, manufacturing of multiple products and by-products or dealing in services of diversified lines, extension of operations to various regions of the country or in overseas countries, organization of most of the companies has become complex: This creates the complex problems of co-ordination and integration of activities adaptable for and adaptable to the expanding and diversifying situations. This situation calls for training in the skills of co-ordination, integration and adaptability to the requirements of growth, diversification and expansion.

Human relations: Trends in approach towards personnel management has changed from the commodity approach to partnership approach, crossing the human relations besides maintaining sound industrial relations although hitherto the managers are not accustomed to deal with the workers accordingly. Training in human relations is necessary to deal with human problems.

Change in the job assignment: Training is also necessary when the existing employee is promoted to the higher level in the organization and when there is some new job or occupation due to transfer. Training is also necessary to equip employees with advanced displaces, techniques or technology. Training also becomes essential when an organization has plans for modernization.

The need for training also arises to:

Increased Productivity.

Improved quality of the product/service.

Help a company to fulfill its future personnel needs.

Improved organizational climate.

Improved health and safety.

Prevent obsolescence.

Effect personal growth.

Minimize the resistance to change and

To act as mentor.Training objectives The personnel manager formulates the following training objectives in keeping with the companys goals and objectives:

To prepare the employees, both new and old to meet the present as well as the changing requirement6s of the job and the organization.

To prevent obsolescence.

To impart the new entrants the basic knowledge and skills they need for an intelligent performance of a definite job.

To prepare employees for higher-level tasks.

To assist employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they will need in their particular fields.

To build up a second line of competent officers and prepare them top occupy more responsible positions.

To broaden the minds of senior managers by providing them with opportunities for an interchange of experiences within and outside with a view to correcting the narrown3ess of outlook that may arise from over-specialization.

To develop the potentialities of people for the next level job.

To ensure smooth and efficient working of a department.

To ensure economical output of required quality.

To promote individual and collective morale, a sense of responsibility, co-operative attitudes and good relationshipsIntroduction to HRMNeed for the Study : Shortage of skills.

Skills and knowledge people are always on short supply. Alternatively they are too costly to hire from outside. The best alternative is to improve skill and knowledge of existing employees.

Technological Obsolescence.

Growth of technology takes places very fast. This will render current technology obsolete in the future. There is a great need to upgrade technology. This needs suitable training.

Personal Obsolescence.

At the time recruitment employees possess certain of knowledge and skill. As time passes knowledge becomes obsolete, unless it is updated by proper training. This happens because of changes taking place in product technology, production methods, procurement of better machines, setting up of modern production lines, introduction of modern method of supervision and information processing through MIS and EDO..

Organization Obsolescence.

Modern management has introduced a number of innovative steps in functions of management like planning, organizing, controlling, coordinating and directing. Organization which is impervious to such changes is bound to fail and become obsolete.

Upgrading Ability of Threshold workers.

Public policy provides reservation to disadvantaged sections of the society like handicapped, minorities and dependents of deceased workers etc. All these are threshold workers having less than minimum prescribed level of knowledge and skill. They require extensive training to bring them up to the minimum level of performance standard.

Coercive training by government.

In order to provide better employability chances of unemployed youth, certain governments taken initiative to mobilize resources available at pubic/government and private sectors to outside candidates. One such example is the Apprentice Training conducted by govt. of India. A part of expenditure incurred for this by private sectors are reimbursed by government.

Human capital

The latest thinking is to treat employees as human capital. The expenditure involved is training and developments are now being considered as an investment.Environmental Influences on HRM: Since 1930s, certain developments took place, which greatly contributed, to the evolution and growth of Human Resources Management (HRM). These developments are given below:

Scientific Management

Labour Movements

Government Regulations.Evolution of HRM Personnel functions: Till 1930s, it was not felt necessary to have a separate discipline of management called Personnel management. In fact, this job was assigned as part of the factory manager. Adam Smiths concept of factory was that it consists of three resources, land, labour and capital. This factory manager is expected to procure,

Process and peddle labour as one of the resources. The first time when such a specialist person was used; it was to maintain a buffer between employer and employee to meet the legitimate need of employees. However, it is the employer who decided what is legitimate need of employees. In fact, the specialist person was more needed to prevent unionization of employees. This was the case before 1930-s all over the world.Earlier references: In western countries HRM had its primitive beginning in 1930s. Not much thought was given on this subject in particular and no written records or documents interesting to note HRM concepts was available, in ancient philosophies of Greek, Indian and Chinese. This is not to suggest that industrial establishment and factories system, as it is known today, existed in ancient Greece, India or china. The philosophy of managing. BACKGROUND SCENARIO TRAINING:William James of Harvard University estimated that employees could retain their jobs by working at a mere 20-30 percent of their potential. His research led him to believe that if these same employees were properly motivated, they could work at 80-90% of their capabilities. Behavioral science concepts like motivation and enhanced productivity could well be used for such improvements in employee output. Training could be one of the means used to achieve such improvements through the effective and efficient use of learning resources. Training and development has been considered an integral part of any organization since the industrial revolution era. From training imparted to improve mass production to now training employees on soft skills and attitudinal change, training industry has come a long way today. In fact most training companies are expecting the market to double by the year 2007, which just means that the Indian training industry seems to have come of age. Organization and individual should develop and progress simultaneously for the their survival and attainment of mutual goals. So, every modern management has to develop the organization through human resource development. Employee training is the most important sub-system of human resources development. Training is a specialized function and one of the fundamental operative functions for human resources management.

The market is unofficially estimated to be anywhere between Rs 3000 crores and Rs 6000 crores. What is surprising is that the Indian companies. Perception regarding corporate training seems to have undergone a sea-change in the past two years, with most companies realizing it to be an integral part of enhancing productivity of its personnel. While MNC.s with their global standards of training are the harbingers of corporate training culture in India, the bug seems to have bitten most companies aiming at increasing their efficiency. According to Ms Pallavi Jha, Managing Director, Walchand Capital and Dale Carnegi Training India, "The Indian training industry is estimated at approximately Rs 3,000 crores per annum. The NFO study states that over a third of this is in the area of behavior and soft skills development. With the exponential boom in the services sector and the emergence of a full-fledged consumer-driven market, human resources have become the key assets, which organizations cannot ignore. With soft skills training gaining so much momentum, it.s imperative to understand if it serving the right purpose or not. With this background, I plan to research if training indeed is proving to be effective in the behavioral area.The following steps must form the basis of any training activity:

Determine the training needs and objectives.

Translate them into programs that meet the needs of the selected trainees.

Evaluate the results.

There are few generalizations about training that can help the practitioner. Training should be seen as a long term investment in human resources using the equation given below:

Performance = ability (x) motivation

Training can have an impact on both these factors. It can heighten the skills and abilities of the employees and their motivation by increasing their sense of commitment and encouraging them to develop and use new skills. It is a powerful tool that can have a major impact on both employee productivity and morale, if properly used.Scope of Human Resource Management

The Scope of HRM is in deed fast. All major activities in the working life of worker from time of his entry in an organization until he / she leaves, come under the preview of HRM. Specifically, the activities included are Human Resource planning, Job analysis and design, Recruitment, Selection, Orientation and placement, Training and development, Performance appraisal and Job evaluation, employee and executive remuneration and communication, employee welfare, safety and health, industrial relations and the like.

HRM is becoming a specialized branch giving rise to a number of specialized areas like :

Staffing

Welfare and Safety

Wages and Salary Administration

Training and Development

Labour Relations

Objectives of the HRM are to secure the following: -

1. Industrial peace: This is secured by excellent union management relations, healthy inter-personal relationships, and promoting participative management style and good industrial and labour relations.

2. Achieve High Productivity: The underlying objective brings to increase the quantity or volume of the product or service for a given input, productivity improvement programme is very significant in a competitive environment.

3. Better quality of working life of employees: This involves both intrinsic and extrinsic factors connected with work.

4. Obtain and sustain competitive advantage through empowerment : continuous improvement and innovative steps being the two essential ingredients to achieve and sustain competitive advantage, todays industries

are knowledge based and skill intensive.

5. Cordial relationship between the employer and employees.

6. Personnel research functions.

7. Proper orientation and introduction to the new employees.What is Training?Training is the act of increasing the knowledge of an employee for doing a particular job. -Edwin B Flippo

Training is process of learning a sequence of programmed behavior. It is the application of knowledge. It gives people an awareness of the rules and procedures to guide their behaviors. It attempts to improve their performance on the current job and prepares them for an intended job.

What is Development?

Development is a related process. It covers not only those activities which improve job performance but also those which bring about growth of the personality. Training a person for a bigger and higher job is development, this process includes not only imparting skills but also certain mental and personality attributes.

Need for training :

Specifically, the need for training arises due to the following reasons: To match the employee specifications with the Job requirements and organizational Needs: Management finds deviations between employees present specifications and the job requirements and organizational needs. Training is needed to fill these gaps by developing and molding the employee skills, knowledge, attitude, behavior, etc to the tune of the job requirements and organizational needs as felt Glaxo India, ICICI

Organizational Viability and the Transformation Process: The primary goal of most of the organizations is that their viability is continuously influenced by environmental pressure. If the organization desires to adapt to these changes, first it has to train the employees to impart specific skills and knowledge in order to enable them to contribute to organizational efficiency and to cope with training in order to ensure a smooth transformation process.

Technological Advance: Every organization to survive and to be effective should adopt the latest technology i.e. mechanization, computerization and automation. So, the organization should train the employees train the employees to enrich them in the areas of changing technical skills and knowledge from time to time.

Organizational Complexity: With the emergence of increased mechanization and automation, manufacturing of multiple products and by-products or dealing in services of diversified lines, extension of operations to various regions of the country or in overseas countries, organization of most of the companies has become complex: This creates the complex problems of co-ordination and integration of activities adaptable for and adaptable to the expanding and diversifying situations. This situation calls for training in the skills of co-ordination, integration and adaptability to the requirements of growth, diversification and expansion.

Human relations: Trends in approach towards personnel management has changed from the commodity approach to partnership approach, crossing the human relations besides maintaining sound industrial relations although hitherto the managers are not accustomed to deal with the workers accordingly. Training in human relations is necessary to deal with human problems.

Change in the job assignment: Training is also necessary when the existing employee is promoted to the higher level in the organization and when there is some new job or occupation due to transfer. Training is also necessary to equip employees with advanced displaces, techniques or technology. Training also becomes essential when an organization has plans for modernization.

The need for training also arises to:

Increased Productivity.

Improved quality of the product/service.

Help a company to fulfill its future personnel needs.

Improved organizational climate.

Improved health and safety.

Prevent obsolescence.

Effect personal growth.

Minimize the resistance to change and

To act as mentor.

Classification of Training :There are a number of training methods available. Use of particular methods depends on the trainees viz., worker, supervisor, and manager. Basically these methods can be classified into following broad categories: On the job training

Off the job training

In regard to employees, other than managers (executives following are the methods of training:

On the job training

1. Apprenticeship training.

2. Job instruction training (JIT).

Off the job training

1. Class room lectures.2. Conferences/seminars.

3. Group discussions/case study analysis.

4. Audio visual/film shows.

5. Simulation/Computer modeling.

6. Vestibule training.

7. Programmed instructions (PI).

8. Games and Role-playing.

On The Job Training:

Apprenticeship Training:

Skilled worker and apprenticeship training. The duration of the course/training depends on the nature of trade and desired skill level. Apprenticeship training is normally given to artisans, electricians, plumbers, bricklayers and the like. The duration normally varies from 2 to 5 years. This should not mix up with government sponsored Apprenticeship Training for unemployed youth certain underdeveloped nations like India. Apprenticeship training is carried out under the guidance and intimate supervision of a master craftsmans/expert worker/supervisor. During apprenticeship training period, the trainee is paid less than that of a qualified worker.

Job Instruction Training(JIT):

During Second World War, Allied Forces experienced acute shortage of skilled craftsmen and able supervisors. Special training programme was initiated on warfootings. Special training. Training within industry(TWI) was one such programme. JIT was part of TWI. JIT was intended for developing efficient supervisiors. JIT proved very effective and extremely popular.

Off The Job Training:

Class Room Lectures:This is the simplest form of training. This is a best form of instruction when the intention is to convey information on rules, regulations, policies, and procedures. This form so also suited on imparting knowledge on theory and concepts. Lecture form has limited success when the objective is to improve the skill level of trainees. Another advantage is that it can be used effectively even when numbers of trainees. Another advantage is that it can be used effectively even when numbers of trainees are more. It also saves time. Major disadvantage is that it involves passive participants of trainees and depends on ability of teacher to a great extent.

Conferences, Seminars and Workshops:

This is a formal method of arranging meeting in which in which individuals confer to discuss points of common interest for enriching their knowledge and skill. This is a group activity. It encourages group discussion and participation of individuals for seeking clarifications and offering explanatations and own experiences. It is a planned activity with a leader/ moderator to guide the proceedings, which is focused on agreed agenda points prefixed during planning of such conferences. There are 3 variations nearly Directed conferences, Training conference and seminar/workshops.

Audio/Visual and film shows:

In order to improve understanding, audio-visual aids considered very useful and sometimes inescapable to demonstrate operation of a machine or explain a process. Audio visual and film shows can supplement the efforts of lecturing and improve its effectiveness.

Group Discussions and Case study analysis:

Christopher Langdell initially introduced case study method at Harvard Law School in 1880s. The principle used is experience is the best teacher. Here several empirical studies are examined in details to find out commonalities to derive general principles. This method has, however, limited use for workers but better use for supervisiors. In case of workers , one area of importance in this method is that of quality control .

The case study is based upon the belief that managerial competence can best attained through the study, contemplation and discussion of concrete cases.

Simulation/Computer Modelling:

Any training activity in which actual working environment is artificially created as near and realistic as possible, is called simulation training. Case study analysis experimenting exercises, game playing, computer modeling and vestibule training etc. come under this category. When using computer-programming method artificially creates work environment, we call it computer modeling.

Vestibule Training :

In vestibule training, employees are trained on the equipment they are employed, but the training is conducted away from the place of work. For training a machineshop operator, a vestibule or separate room is arranged for training in which all necessary equipment and machines required in an actual machineshop are duplicated.

Programmed instruction:

Programmed instruction is a structured method of instruction aided through texts, handouts, books, and computer aided instructions(CAI) . In this case the instruction material and information is broken down in meaningful units and arranged in a proper sequence to form a logical method of learning package, the learning ability is tested and evaluated in real time basis.

Retraining:

Technology is advancing at a very rapid pace. Hence obsolescence is a major problem fixed by individual workers. Second problem faced by the workers are the introduction of automation. Loyal workers of long service, suddenly find themselves useless to the company. There are many instances of protests and fear by many workers in various fields like railways, posts and telegraphs, LIC, Banking etc..

Phases of training:The various steps involved in the design and development of training programme particularly for the employees are:

1) Identification of training needs of employees

2) Planning of training programme

3) Preparation of trainees

4) Implementation

5) EvaluationThe last stage in the training programme process is the evaluation of results this is the main part to know the effectiveness/determines the results of the training programme.

Benefits of training

How Training Benefits the Organization :

Leads to improved profitability and/or more positive attitudes toward profits orientation

Improve the job knowledge and skills at all levels of the organization

Improve the morale of the workforce

Helps people identify with organizational goals

Helps create a better corporate image

Fosters authenticity, openness and trust

Improves the relationship between boss and subordinate

Aids in organizational development

Learns from the trainee

Helps prepares in guidelines for work

Aids in understanding and carrying out organizational policies

Provides information for future needs and all areas of the organization

Improves labor management relations

Helps prepare guidelines for work

Organization gets more effective decision making and problem solving skills

Aids in development for promotion from within

Aids in developing leadership skills, motivation, loyalty, better attitudes and others aspects that successful workers and managers usually display.

Helps keep costs in many areas, e.g. production, personnel distribution etc

Develops a sense of responsibility t the organization for being competent and knowledgeable.Benefits to the individual which in turn ultimately should benefit the organization:

Helps the individual in making better decisions and effective problem solving.

Through training and development, motivational variables of recognition, achievement, growth, responsibility and advancement are internalized and operationalised.

Aids in encouraging and achieving self-development and self-confidence.

Provides information for improving leadership, knowledge, communication skills and attitudes.

Increases job satisfaction and recognition.

Moves a person towards personal goals while improving interactive skills.

Provides the trainee an avenue for growth and a say in his/her own future

Develops sense of growth in learning.

Helps a person develop speaking and listening skills: also writing skills when exercises are required.

Helps eliminate fear in attempting new tasks.

Benefits in personnel and Human Relations, Intragroup and intergroup relations and policy implementations:

Improves communication between groups and individuals.

Aids in orientation for new employees and those taking new jobs through transfer or promotion.

IMPEDIMENTS TO EFFECTIVE TRAINING :There are impediments which can make a training programme ineffective:

Management commitment is lacking and uneven: Most companies do not spend money on training. Those that do tend to concentrate on managers, technicians and professionals. The rank and file workers are ignored. This must change for as a result of rapid technological change, combined with new approaches to organizational design and production management, workers are required to learn three types of new skills:

(I)the ability to use technology.

(ii) the ability to maintain it.

(iii) the ability to diagnose system problems.

In an increasingly competitive environment, the ability to implement

rapid changes in product and technologies is often essential for economic

viability.

Aggregate spending on training is inadequate: companies spend misuscule of their revenues on training. Worse still, budget allocation to training is the first item to be cut when a company faces financial crunch.

Educational institutions award degrees but graduates lack skills: This is the reason why business must spend vast sums of money to train workers in basic skills. Organizations also need to train employees in multiple skills. Managers, particularly at the middle level, need to be retrained in team-playing skills, entrepreneurship skills, leadership skills and customer oriented skills.

Large scale poaching of trained workers: Trained workforce is in great demand. Unlike Germany, where local business groups pressure companies not to poach companys employees there is no such system in our country. Companies in our country, however insist on employees to sign bongs of tenure before sending them for training, particularly before deputing them to undergo training in foreign countries. Such bonds are not effective as the employees or the poachers are to pay the stipulated amounts as compensation when the bounds are breached.

No help to workers displaced because of downsizing: Organizations are downsizing and de-layering in order to trim their workforces. The govt should set apart certain fund from the national renewal fund for the purpose of retraining and rehabilitating displaced workers.

Employers and B schools must develop closer ties: B schools are often seen as not responding to labour-market demands. Business is seen as not communicating its demand in B schools. This must change.

Organised labour can help: organized labour can play a positive role in imparting trainng to workers. Major trade unions in our country seem to be busy in attending to mundane issues such as bonus, wages, settlement of disputes and the like. They have little time in imparting training to their members