Leson 3

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Session 3

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Training and development of a personnel

Industrial and executive development

program

Merits

Performance Appraisal

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TRAINING AND DEVELOPMENT is a

subsystem of an organization.It ensuresthat randomness is reduced and learning

or behavioral change takes place in

structured format.

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Most of the organizations before never

used to believe in training.

They were holding the traditional view thatmanagers are born and not made.

There were also some views that training

is a very costly affair and not worth.

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Training is now considered as more of

retention tool than a cost.

Organizations and jobs never be the same,

they keep changing.We need to learn new skills and develop new

abilities, to respond to these changes in our

lives, our careers, and our organizations.

They can achieve this by imparting knowledgeand skills to employees through various

training programs designed specially to

develop them.

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Training is an event, development is a process. Training usually involves educational or

inspirational activities designed to improveknowledge, skill, and performance at the individuallevel.

Development involves process in other words, thebehaviors, attitudes, actions, and systems directlyrelated to organizational performance anddirection.

A successful development process deliversappropriate change in individual behavior,attitudes, and activity directly related toorganizational goals and measurable results.

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Individual Objectives To help employees inachieving their personal goals, which in turn,enhances the individual contribution to anorganization.

Organizational Objectives To assist the

organization with its primary objective by bringingindividual effectiveness.

Functional Objectives To maintain thedepartments contribution at a level suitable to theorganizations needs.

Societal Objectives To ensure that anorganization is ethically and socially responsible tothe needs and challenges of the society.

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Various training programs that can be imparted

are:

Communications: The increasing diversity of

today's workforce brings a wide variety oflanguages and customs, thus staff should be able

to be very good in both written and verbal

communication.

Computer skills: Computer skills are becoming anecessity for conducting administrative and office

tasks. In this era of technological advancement,

computer skills are very necessary for almost all

departments in an organization.

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Customer service: Increased competition in

today's global marketplace makes it critical that

employees understand and meet the needs of

customers. staff need to be trained on customer

service.

Ethics: There are divergent ethics in different firms.

Some firms attach more importance to certain

issues like moral, work period, lateness etc thanother issues. This calls for the need for staff to be

reminded of these through training and

development.

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Human relations: The increased stresses of today'sworkplace can include conflict and misunderstandings.

Training can help people to get along in the workplace

with good understanding of each other.

Quality Management: Initiatives such as Total Quality

Management, Quality Circles, benchmarking, etc.,

require basic training about quality concepts,

guidelines and standards for quality, etc.

Safety: Safety training is critical where working with

heavy equipment, hazardous chemicals, repetitive

activities etc.

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Training enhances a worker level of skills.

Training provides organization multi skill

employees.

Training increases an employer

commitment to their job and their

organization.

Training helps in better understanding ofjobs and reduces accidents.

Better training will reduce waste and

machine down time.

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Training increases productivity of employees and

processes.

Major benefit of training is that it reduces staff

turnover and help an organization to retain itsstaff.

Training is also a key requirement for new

recruits; proper training helps them to

understand the job, its requirements and

responsibilities.

Training also increases understanding of the

organizational culture.

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Training programs increases

communication between different levels of

an organization. Any deficiency in

processes and jobs are eliminated andthose close to production processes

become involve in the management.

Staff empowerment is a recent trend in

management; such empowerment will only

be successful when proper training is

provided to those empowered.

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The steps necessary in the training processare:

Organizational Objectives

Needs Assessment

Is There a Gap Training Objectives

Select the Trainees

Select the Training Methods and Mode

Choose a Means ofEvaluating AdministerTraining

Evaluate the Training

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Identifying Training Needs: Training

needs can be assessed by analyzing three

major human resource areas:

The organization as a whole,

The job characteristics and

The needs of the individuals.

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There are two broad types of training

available to organizations:

On-the-job and

Off-the-job techniques.

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Off-the-job techniques include lectures,

special study, films, television conferences or

discussions, case studies, role playing,

simulation, programmed instruction and

laboratory training.

Most of these techniques can be used by small

businesses although, some may be too costly.

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Orientations are for new employees. The first severaldays on the job are crucial in the success of new

employees. This point is illustrated by the fact that 60

percent of all employees who quit do so in the first ten

days. Orientation training should emphasize the following

topics:

The company's history and mission.

The key members in the organization.

The key members in the department, and how the

department helps fulfill the mission of the company.

Personnel rules and regulations.

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Lectures present training material verbally and

are used when the goal is to present a great

deal of material to many people.

It is more cost effective to lecture to a group

than to train people individually.

Lecturing is one-way communication and as

such may not be the most effective way to train.

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Role playing and simulation are training techniques

that attempt to bring realistic decision making

situations to the trainee.

Likely problems and alternative solutions are

presented for discussion.

Experienced employees can describe real world

experiences, and can help in and learn from

developing the solutions to these simulations.

This method is cost effective and is used in marketing

and management training.

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Audiovisual methods such as television, videotapes

and films are the most effective means of providing

real world conditions and situations in a short time.

One advantage is that the presentation is the same no

matter how many times it's played.

The major flaw with the audiovisual method is that it

does not allow for questions and interactions with the

speaker, nor does it allow for changes in the

presentation for different audiences.

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Job rotation involves moving an employee through a

series of jobs so he or she can get a good feel for the

tasks that are associated with different jobs.

It is usually used in training for supervisory positions.

The employee learns a little about everything.

This is a good strategy for small businesses because

of the many jobs an employee may be asked to do.

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Apprenticeships develop employees who can do

many different tasks.

They usually involve several related groups of skills

that allow the apprentice to practice a particular trade,

and they take place over a long period of time in

which the apprentice works for, and with, the senior

skilled worker.

Apprenticeships are especially appropriate for jobs

requiring production skills.

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