Final HRM Training N Development

8/14/2019 Final HRM Training N Development

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INTRODUCTION


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Meaning


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Definition


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Distinguish between

Training and DevelopmentNatureImportance

SkillsMethodologyFrequency

Who ImpartsRelevance

Cost InvolvedDuration


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Why is Training often Neglected? Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds of jobs (simple-complex) Not knowing exactly what you

want your people to do and

how


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Vishnu SteelsIs training provided to

everyone???


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Vishnu Steels Training Sessions conducted & theoutcome of such sessions


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Need & Importance ofTraining

Growth of organization Creates high Skill Manpower

Flexibility Emergence of Technology Efficient utilization of

resources Recruitment


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Vishnu Steels


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Objectives of Training

To enhance technical skill and thusproductivity

To enhance employee growth To improve the quality of workforce To prevent obsolescence of technical

skills and competencies To improve Health and Safety


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Vishnu Steels Discuss how training can help companies gain a

competitive advantage Explain the role of the manager in identifying

training and supporting use of training on-the- job.

Conduct a needs assessment Evaluate employees readiness for training Discuss the strengths and weaknesses of

presentation, hands-on and group training

methods Choose an appropriate evaluation design Design a cross cultural preparation programme


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The Benefits of Training Gives the supervisor more time to

manage, standardized performance, lessabsenteeism, less turnover, reducedtension, consistency, lower costs, morecustomers, better service

Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries andaccidents, gives them a chance to

advance. Gives the business a good image and moreprofit.


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Vishnu Steels Improves the skill and efficiency. Helps to Compete with changing

technology. Helps to deliver the right productwith right quality.

Helps to produce the product atminimum possible cost.


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Types of Training

Induction training

Job Training

Training for Promotion

Refresher Training

Corrective Training


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Vishnu Steels Techno Intensive

Seminars

Workshops


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Principles of Training Training should be exactly as per the Trainingneeds

Elaborate & systematic

Motivation of trainees

Theoretical & practical character

Provision of periodical tests for Evaluation

Superior in quality


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Principles of Training Longer Period Training

Training by Experts

Involvement of Trainees

Periodical updating

Provision for rewards and penalties

Convenient place


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Training Techniques Need to consider the

following beforeselecting a technique: cost effectiveness desired content appropriateness of

facilities trainee preferences &

capabilities trainer pref. & capabilities learning principles


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Training Methods

On the Job Off the Job


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On the Job Training

Training received directlyon the job

Used in teaching how to do Can use cross training to

help with absents,resignations etc.

2 employees train eachother on their jobs


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On the Job Methods Job Rotation

Coaching

Committee Assignment

Job Instruction


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Job Instruction Training

(JIT) Also called on the job training. Consists of 4 steps:

1. Prepare the learner2. Demonstrate the task3. Have the worker do the task

4. Follow through : put theworker on the job, correctingand supporting as necessary.


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Off the Job Methods

1. Class Room Methods

Lectures

Discussion

Case Study


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Off the Job Methods

2. Vestibule Training

3. Committees & Conference

4. Reading, Television & Video instructions

5. Role Playing


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Vishnu SteelsClassroom Training Skills

Be aware of appropriate body language andspeech.

Watch how you talk to employees. Coveyrespect and appreciation.

Handle problem behaviors in an effectivemanner.

Avoid time wasters. Facilitate employee participation and

discussion. Use visual aids to avoid constantlyreferring to notes .


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Vishnu Steels Off the Job

Presents less disruption to an organization Some approaches include:

Lectures Videos Vestibule training Computer based

Role playing Self study Internet based


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Training ProcessAssessment of training needs

Establishment of Training goals

Designing Training Programme

Implementation of Training Programme

Following Up & evaluation of Programme


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Assessment of Training

NeedsTraining pressure pointslegislation; lack of basic skills;poor performance; new technology;business support strategy

Person Analysis Orgnisational AnalysisIs it a training problem? Support for training?Who needs training? Sufficient resources?Are employees ready for Fit with strategic objectivestraining

Task AnalysisIdentify tasks, skills, knowledgeand behaviour


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Establishment of Training Goals


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Designing Training Programme

Conduct needs analysis Ensure employee readiness for

training Create a learning environment Ensure transfer of training

Select a training method Evaluate training programme


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Implementation of TrainingProgramme

Deciding the Location and Organizing trainingand other facilities

Scheduling the training programme

Conducting the programme

Monitoring the progress of trainees


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Following up & Evaluation

of Training Process Need of Evaluation Principles of Evaluation

Criteria for Evaluation

Techniques ofEvaluation


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Hindrances of effectivetraining

Management commitment is lacking anduneven.

Educational institutes award degree butnot experience. No help to workers displaced coz of down-sizing.

Employers & B school must develop closer

ties. Organized labour.


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Some Issues

Injury during training Injury outside training

Confidentiality or defamation Use of copyrighted material Addition in training Equal treatment during training.


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How to make training effective

Allocate major resources & time. Contribute to Competitive strategies of a

firm. Comprehensive and systematic approach. Proper Linkage.

Evaluation of training.


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Development


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Meaning


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Definition


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Objectives

Attitude Tuning

Motivation

Leadership

Communication

Paradigm Shift


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Importance Moral & Motivation of Employees

Better Human Relation

Development & Promotion

Accuracy


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Techniques On the Job

Coaching

Job rotation Understudy Delegation

Promotion & Transfers


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Off the Job

Class Room methods Lectures Discussion Case Study

Role Playing Simulation training

Audio/Visual Instructions

Sensitivity training

Business games


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Management

Development in India

Final HRM Training N Development

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