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Necessitates the organization toeffect changes in Policies
Strategies
Approaches
Attitudes
Knowledge and capabilities of
employees must be
Updated Improved
Strengthened
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TRAINING
Training consists of programmes undertaken
to improve employee
knowledge,skills,attitudes and socialbehaviour so that the performance of the
organization improves considerably
- Wayne Cascio
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knowledge gap
technical knowhow gap
skill gap
performance level gap
performace gap factors
commitment gap
attitude gap
approach gap
behaviour gap
behaviour gap factors
Knowledge gap factors
Gap
elem
-ents
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NEED FOR TRAINING
Increase Productivity
Improve quality
Future Personnel Needs
Improve organisational climate
Improve health and safety Obsolescence prevention
Personal growth
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7. Competent & capable employees
8. a) Better labour relations
b) Develops employee loyalty
c) Facilitates introduction of newtechniques.
d) Ensures proper use of available
resourcese) Reduces grievances of employees
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ADVANTAGES TO THE
CANDIDATES Confidence in employees
Positive attitude
Changes for Promotion
Refreshing
High rewards Co-operation with others
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Meaning
Methods
Who
To Whom
On-the-job
Training
On the job
within the co.
Coaching/JR
etc.Immediate
superior
Generallyindividual
Off-the-job
Training
Off-the-job
training centre
Business games
simulations etc.Expert trainer
To a group
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Effect on regular
jobs
Type
Cost
Suitability
No affect on the
job
Normallypractised
Less costly
More to train
lower level
managerial
personnel
Normal work
affected
Theoreticalconcepts
Payment to
trainer,hall etc.To train higher
level ,
managerial
personnel
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ON THE JOB METHODS
On the job training
Vestibule training or training centre
Simulation
Demonstration
Apprenticeship
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OFF THE JOB METHODS
Lecture
Conference
Seminar
Case discussion
Programmed Instructions
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TRAINING METHODS FOR
SUPERVISORS Job rotation Reading material
Staff meeting
Plant & Industrial visits Individual assignment
Participation in the work of other depts.
Problem solving session
Lectures & Teaching Role playing
Case studies
Conferences
Programmed Instructions
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DEVELOPMENT
Development is viewed as a long term
educational process utilizing planned and
systematic procedure by which managerialpersonnel acquire conceptual and theoretical
knowledge for enhancing general
administrative abilities.
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Techniques for management
development
Coaching
Counselling
Job Rotation Self Improvement Programmes
Understanding/Committee
Role Playing
University management programmes
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Successful Training
Programmes Provide for learners active participation
Provide the trainees with knowledge ofresults about his attempts to improve
Facilitate transfer of learning to the jobs Provide for practice and repetition when
needed
Motivate trainee to improve hisperformance
Assist trainee in his willingness to change
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Trainers
Know the job or subject he is attempting toteach
Have the aptitude and abilities to teach
Want to teach
Have a pleasing personality and capacity forleadership
Have knowledge of teaching principles andmethods
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Learning New Techniques
Concept training
Questionology
Syndicates
Discussion
Cases
Guided training
Skill Training Incidents Role Play
Games
Action learning
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Attitudinal training
Laboratory T group
Brainstorming
Workshop
Cases
Syndicates
Questionology
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Evaluation and Training
Increased output Reduced time for production
Reduced training time
Reduction in scrap, breakage Improvements in quality
Reduction in absenteeism,grievances,turnoverand accidents
Improvement in morale Changes in employees
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Test
Attitude survey Cost accounting
Checklist
Employee appraisal