Ch-4 HRM Training and Development (1)

8/12/2019 Ch-4 HRM Training and Development (1)

1/26

HRM Chapter-4

TRAINING & DEVELOPMENT


2/26

Learning Objectives

MEANING AND DEFINITION OFTRAINING

IMPORTANCE FOR TRAINING

OBJECTIVE FOR TRAINING

PROCESS OF TRAINING

NEEDS FOR TRAINING

TYPES /METHODS OF

TRAINING


3/26

MEANING OF TRAINING & DEVELOPMENT: -

The need for Training and Development is

determined by the employees performance

deficiency, computed as follows.

Training & Development Need =

Standard PerformanceActualPerformance

We can make a distinction among Training,Development and Education.


4/26

DEFINITION OF TRAINING &

DEVELOPMENT:

TRANING IS AN ACT OF INCREASING THE

KNOWLEDGE AND SKILLS OF AN EMPLOYEES

FOR DOING A PARTICULAR TASK.


5/26

Importance of Training & Development

Helps remove performance deficiencies inemployees

Greater stability, flexibility and capacity forgrowth in an organization

Accidents, scraps and damages to machinerycan be avoided

Serves as effective source of recruitment It is an investment in HR with a promise of

better returns in future Reduces dissatisfaction, absenteeism,

complaints and turnover of employees


6/26

OBJECTIVES FOR TRAINING


7/26

OBJECTIVE FOR TRAINING

(GOALS)

Learning Organization

To Make Planned Changes

To Overcome Performance GapBetween Present And Desired Future

Empower Managers For DecisionMaking Procedure

To Upgrade The Knowledge


8/26

TRAINING PROCESS

Studyingrecords Direct observation AskingQuestion

Analysis

Training Needs

Planning for Training

Preparing the Trainee

Presenting the operation

Try out the Trainees Performance

Follow up or Rewards And Feedback


9/26

Distinction between Training and Education

Training

1. Application oriented

2. Job experience

3. Specific Task in mind4. Narrow Perspective

5. Training is Job Specific

Education

1. Theoretical Orientation

2. Classroom learning

3. Covers general concepts4. Has Broad Perspective

5. Education is no bar


10/26

Difference between Training and Development

Training

1. Training is skills focused

2. Training is presumed to have aformal education

3. Training needs depend upon lack

or deficiency in skills4. Trainings are generally need

based

5. Training is a narrower conceptfocused on job related skills

6. Training is aimed at improving

job related efficiency andperformance

Development

1. Development is creatinglearning abilities

2. Development is not educationdependent

3. Development depends onpersonal drive and ambition

4. Development is voluntary

5. Development is a broaderconcept focused on personalitydevelopment

6. Development aims at overallpersonal effectiveness including

job efficiencies


11/26

What are the Training Inputs?

Skills

Education

Development Ethics

Problem Solving Skills

Decision Making Attitudinal Changes


12/26

NEEDS FOR TRAINING

Lacking Of Desired Behaviors

Lacking Of Desired Performance

Sustain In Global Competitive Era.

To Develop Strong Corporate Culture

To Provide The Required Skills

To Upgrade The New Skills

Job Enrichment

To Perform The Effective Change Climate


13/26

Need of Training

(Individual level)

Diagnosis of present problems and futurechallenges

Improve individual performance or fix up

performance deficiency Improve skills or knowledge or any other

problem

To anticipate future skill-needs and prepareemployee to handle more challenging tasks

To prepare for possible job transfers


14/26

Need of Training

(Group level)

To face any change in organization strategy at

group levels

When new products and services are launched

To avoid scraps and accident rates


15/26

Benefits of Training Needs Identification

Trainers can be informed about the broaderneeds in advance

Trainers Perception Gaps can be reduced

between employees and their supervisors Trainers can design course inputs closer to

the specific needs of the participants

Diagnosis of causes of performancedeficiencies can be done


16/26

TYPES/METHODS OF TRAINING

On the job Training

Off the Job Training


17/26

TYPES/ Methods of Training

On the Job Trainings: These methods are

generally applied on the workplace while

employees is actually working. Following are

the on-the-job methods.


18/26


19/26

On the Job Training Methods

2. Job Coaching: An experienced employee can

give a verbal presentation to explain the nitty-

grittysof the job.

3. Job Instruction: It may consist an instruction

or directions to perform a particular task or a

function. It may be in the form of orders or

steps to perform a task.


20/26

4. Apprenticeships: Generally fresh graduates

are put under the experienced employee to

learn the functions of job.

5. Internships and Assistantships:An intern or

an assistants are recruited to perform aspecific time-bound jobs or projects during

their education. It may consist a part of

their educational courses.

On the Job Training Methods


21/26

Off the Job Training Methods

1. Classroom Lectures:It is a verbal lecture presentation by an instructor to a

large audience. Advantage It can be used for large groups. Cost per

trainee is low. Disadvantages Low popularity. It is not learning by

practice. It is One-way communication. No authentic feedback

mechanism. Likely to boredom.

2. Audio-Visual: It can be done using Films, Televisions, Video, and

Presentations etc. Advantages Wide range of realistic examples, quality

control possible,. Disadvantages One-way communication, No feedback

mechanism. No flexibility for different audience.


22/26


3. Simulation:creating a real life situation for decision-making

and understanding the actual job conditions give it. Following

are some of the simulation methods of trainings:

a. Case Studies: It is a written description of an actual situation

and trainer is supposed to analyze and give his conclusions in

writing. The cases are generally based on actual organizational

situations. It is an ideal method to promote decision-making

abilities within the constraints of limited data.


23/26


b. Role Plays: Here trainees assume the part of the

specific personalities in a case study and enact it in front

of the audience. It is more emotional orientation and

improves interpersonal relationships. Attitudinal change

is another result. These are generally used in MDP.

c. Sensitivity Trainings: This is more from the point of

view of behavioral assessment, under different

circumstances how an individual will behave himself

and towards others. There is no preplanned agenda and

it is instant. Advantages increased ability to

empathize, listening skills, openness, tolerance, and

conflict resolution skills. Disadvantage Participants

may resort to their old habits after the training.


24/26


d. Programmed Instructions:Provided in the form of blocks either in

book or a teaching machine using questions and Feedbacks without

the intervention of trainer.

Advantages Self paced, trainees can progress at their own speed,

strong motivation for repeat learning, material is structured and self-contained.

Disadvantages Scope for learning is less; cost of books, manuals or

machinery is expensive.

e. Computer Aided Instructions: It is extension of PI method, by

using computers. Advantages Provides accountabilities,

modifiable to technological innovations, flexible to time.

Disadvantages High cost.


25/26

BENEFITS TO EMPLOYEES

Personal Growth

Development of new skills

Higher Earning Capacity Helps adjust with changing technology

Increased safety

Confidence

RESULTS OF TRAINING


26/26

RESULTS OF TRAINING

ROT

Documents

Ch-4 HRM Training and Development (1)