Basics of Trg

8/7/2019 Basics of Trg

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Training

The process of providing

employees with specific skills or

helping them correct deficiencies

in their performance.


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Development

An effort to provide employees

with the abilities the

organization will need in the

future.


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Training versus

Development

Focus

Scope

Time Frame

Goal

Training Development

Current job

Individual employees

Immediate

Fix current skill deficit

Current and future jobs

Work group organization

Long term

Prepare for future work

demands


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Objectives ofTraining

To prevent obsolescence.

To impart the new entrants the basicknowledge & skill they need for an

intelligent performance of definite job. To prepare employees for higher level

tasks.

To build up a second line of competent

officers & prepares them to occupymore responsible position.

To ensure economical output ofrequired quality.


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Ch

allenges in Training Is training the solution to the

problem?

Are the goals of training clear andrealistic?

Is training a good investment?

Will the training work?


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The Training Process

NeedsAssessment Phase

OrganizationNeeds

Task

NeedsPerson Needs

Development and Conduct

of Training

LocationPresentation

Type

Evaluation


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Training Methods

On the Job training: Under this method, the

individual is placed on a regular job & taught

the skills necessary to perform that job. Thetrainee learns under the supervision of &

guidance of a qualified instructor.

Off the Job training: Under this method, trainee

is separated from the job situation and hisattention is focused upon learning which is

related to his job performance.


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Training MethodsOn the Job Method Off the Job Methods

Job rotation Vestibule/ Simulationtraining

Coaching Role playing

Job Instruction Lecture methods

Committee

Assignment

Conference

Case study

Training through step

by step

Programmed Instruction

In basket Method


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Guidelines for Using On-the-Job Training

Managers Should Select OJT When: Participatory learning is essential.

One-on-one training is necessary.

Five or fewer employees need training.

Taking employees out of the work environment for training

is not cost-effective. Classroom instruction is not appropriate.

Equipment and safety restrictions make other trainingmethods ineffective.

Frequent changes in standard operation procedures allow

minimal time for retraining. Work in progress cannot be interrupted.

The task for which the training is designed is infrequentlyperformed.

Immediate changes are necessary to meet new safetyrequirements.


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Guidelines for Using On-the-Job

Training (cont.)

Managers Should Select OJT When: A defined proficiency level or an individual

performance test is required for certification orqualification.

What OJT Should Cover: Large or secured equipment.

Delicate or calibrated instruments.

Tools and equipment components of a complex

system. Delicate or dangerous procedures.

Classified information retained in a securedarea.


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Offthe Job Training :

Benefits Drawbacks

More cost-effectivethan classroomtraining

Time efficient

Targeted at crucialskills

Allows employees toprogress at their ownpace

Doesnt hamper

productivity

Many programs do not

assess employees

progress so managers

cannot measure the

employees skill level.

Many programs lack a

feedback mechanism tohelp employees determine

how much theyve learned.


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Principles ofTraining

Motivation

Progress Information

Reinforcement

Practice

Full Vs part Individual Differences.


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Areas ofTraining

Skills Training

Retraining

Cross-functional training Team training

Creativity training

Diversity training

Crisis training

Customer service training

Leadership training

Basics of Trg

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