Theoretical aspects of Training and Development

It is a learning process that involves the acquisition of knowledge, sharpening of

skills,concepts, rules, or changing of attitudes and behaviours to enhance the performance

of employees.

Tra in i ng i s an o rga n ized p rocedu re w h ich b r ings a bou t sem i -

pe rma nen t changes i n behavior, for a definite purpose. The three main areas

involved are skills, knowledge andattitudes (sometimes called social skills) but always with a

definite purpose in mind.Training also helps a person cultivate appropriate and desired behavior and

attitude towardsthe work and people.Training is a process through which a person

enhances and develops his efficiency,capa c i ty and e f f ec t i venes s a t w ork

by improv i ng and upda t ing h i s know ledge a nd understanding the relevant skills

relevant to his or her job.Unless training is provided, the jobs and lives of employees in organizations are

at stake.Training is activity leading to skilled behavior.• It’s not what you want in life, but it’s knowing

how to reach it• It’s not where you want to go, but it’s knowing how to get there.

It’s not how high you want to rise, but it’s knowing how to take off • It may not be quite the outcome you

were aiming for, but it will be an outcome• It’s not what you dream of doing, but it’s having the

knowledge to do it• It's not a set of goals, but it’s more like a vision• It’s not the goal you set, but it’s what

you need to achieve itTraining is about knowing where you stand (no matter how good or bad the

currentsituation looks) at present, and where you will be after some point of time

OBJECTIVES OF TRAINING:

Preparing both the old & new employees to meet the present as wellas the changing requirements of the

job & the organization.

Preventing obsolescence.

Preparing employees for the higher-level tasks.

Ensuring smooth & efficient working of the department.

Ensuring economical output of the required quality.

Imparting knowledge & skills for new entrants.

Induction

Updating

Preparing for future assignments

Competency development

Classification of training....

There are a number of training methods available; Use of a particular

methoddepends on the type of trainees viz. worker, supervisor and manager.

Basically thesemethods can be classified into following categories:

1.Induction training:

Here, training is given to newly joined employees. The main objective of

thistraining is to give an idea to the employee about the particular work. It is concerned

withorienting a new employee to a new environment.

2.On-the-job training:

Here, the individual is placed on a regular job and taught the skills necessary

to perform that job. The trainee learns under the supervision and guidance of a

qualifiedworker or instructor. It gives first hand knowledge and experience

under the actualworking conditions

3.Apprenticeship training:

Apprenticeship training is normally given to artisans, electricians, plumbers and alike.

The duration is mainly 6 months to 2 years; this is carried out under the guidance

andintimate supervision of master craftsman, expert worker and supervisor. During

training period the trainee is paid less than that of a qualified worker.

4.Job Rotation:

This involves the movement of the trainee from one job to another. The traineereceives job

knowledge and gains experience from his supervisor or trainer in each of thedifferent job

assignments. This method gives an opportunity to the trainee tounderstand the

problems of employees on other jobs

5.Coaching:

The trainee is placed under a particular supervisor who functions as a coach

int r a i n i n g t h e i n d i v i d u a l s . T h e s u p e r v i s o r p r o v i d e s f e e d b a c k

t o t h e t r a i n e e o n h i s performance and offers him some suggestions for

improvements. But the trainee may nothave the freedom or opportunity to express his own ideas

6.Job Instruction:

This method is also known as training through step by step. The trainer explains tothe trainee the way

of doing the jobs, job knowledge and skills and allows him to do the job. The trainer

appraises the performance of the trainee, provides feedback informationand corrects the

trainee.

7.Committee Assignments:

A group of trainees are given and asked to solve an actual organizational problem.The

trainees solve the problem jointly. It develops teamwork.

8.Off the job training:

The trainee is separated from the job situation and his attention is focused uponlearning

the material related to his future job performance. Since the trainee is

notdistracted by job requirements, he can place his entire concentration on learning the

jobrather than spending his time in performing it. There is an opportunity for

freedom of expression for the trainees.

9.Vestibule training:

Ac tua l work c ond i t i ons a r e s i mu la t ed i n t he c l a s s room . Ma te r i a l ,

f i l e s and equipments, which are used in actual job performance, are also used in

training. This typeof training is commonly used for training personal for clerical

and semi-skilled jobs.Theory can be related to practice in this method.

10.Role-playing:

It is a method of human interactions that involves realistic behavior in imaginarysituations.

This method of training involves certain characters. This method is mostly usedfor developing inter-

personal interactions and relations.

11.Lecture Method:

The instructor organizes the material and gives it to a group of trainees in the formof a talk.

To be effective, the lecture must motivate and create interest among the trainees.This method is

direct and can be used for a large group of trainees. Costs and time involved are

reduced

12.Conference or discussion:

This method involves a group of people who pose ideas, examine and share facts,i d e a s

a n d d a t a , t e s t a s s u m p t i o n s a n d d r a w c o n c l u s i o n s , w h i c h

c o n t r i b u t e t o t h e improvement of job performance.

13.Programmed instruction:

The subject matter to be learned is presented in a series of carefully

plannedse quen t i a l un i t s . T hes e un i t s a r e a r r anged f rom s i mp le t o

more compl ex l eve l s o f instruction. The trainee goes through these units by

answering questions or filling the blanks.

14.Internship Training:

Here, the organization makes arrangements with technical institutes to get

itsemployees duly trained in the latest theoretical knowledge and other developments relatingto

t r ade , t h i s t r a in ing i s p rov i ded t o t he em p loyee in s uch a w ay a s t o

b r ing ba l ance between theory and practice

5.Professional skill training:

Here, training is given to Professional staff such as Accountants,

Surveyors,Aud i to r s , and A rch i t ec t s e t c . O rgan iz a t i on p rov ides t h i s

t r a i n ing to ne wl y jo i ned professionals to gain the professional qualification and it

is also given to the existing professionals

FACTORS INFLUENCING TRAINING AND DEVELOPMENT:

Top management support

Commitment from specialists and generalists

Technological advances

Organizational complexity

Learning principles

HOW TO MAKE TRAINING EFFECTIVE:

Determine the training needs through job description, performance appraisal,

potentialappraisal and discussion with employees

Prepare a training calendar in discussion with the managers concerned.

Define the training objectives specifically.

Select the efficient faculty

G E N E R A L B E N E F I T S F R O M E M P L O Y E E

T R A I N I N G A N D DEVELOPMENT

There are numerous sources of online information about training and development. Severalof these

sites (they're listed later on in this library) suggest reasons for supervisors

toconduct training among employees. These reasons include:

•

Increased job satisfaction and morale among employees

•

Increased employee motivation

•

Increased efficiencies in processes, resulting in financial gain

•

Increased capacity to adopt new technologies and methods

•

Increased innovation in strategies and products

•

Reduced employee turnover

Enhanced company image, e.g., conducting ethics training (not a good reason for ethics

training!)

•

Risk management, e.g., training about sexual harassment, diversity.

Bharat Sanchar Nigam Limited (BSNL)Bharat Sanchar Nigam Limited

(known as

BSNL

,

India Communications Corporation Limited

) is a public sector communications company in India. It is the largesttelecommunication company in

India and the sixth largest in the world

[

citation needed

]

. Itsheadquarters are at Bharat Sanchar Bhawan, Harish Chandra Mathur Lane, Janpath, NewDelhi. It has

the status of

Mini-ratana

- a status assigned to reputed Public Sector companies in India.BSNL is India's oldest and largest

Communication Service Provider (CSP). CurrentlyBSNL has a customer base of 65.3 million (Basic &

Mobile telephony). It has footprintsthroughout India except for the metropolitan cities of Mumbai and

New Delhi which aremanaged by MTNL. As on July 31, 2007 BSNL commanded a customer base of

32.7million Wireline, 3.7 million CDMA-WLL and 28.9 million GSM Mobile subscribers.BSNL's

earnings for the Financial Year ending March 31, 2007 stood at INR 397.15b (US$9.67 b) with net profit

of INR 78.06b (US$ 1.90 billion). Today, BSNL is India's largestTelco and one of the largest Public

Sector Undertaking of the country with authorized sharecapital of US$ 4.26 billion (INR 17,500 Crores)

and assets of US$ 14.74 billion. The foundation of Telecom Network in India was laid by the British

sometime in 19thcentury. The history of BSNL is linked with the beginning of Telecom in India. In

19thcentury and for almost entire 20th century, the Telecom in India was operated as a Government of

India wing. Earlier it was part of erstwhile Post & Telegraph Department(P&T). In 1975 the Department

of Telecom (DoT) was separated from P&T. DoT wasresponsible for running of Telecom services in

entire country until 1985 when Mahanagar Telephone Nigam Limited (MTNL) was carved out of DoT

to run the telecom services of Delhi and Mumbai. It is a well known fact that BSNL was carved out of

Department of Telecom to provide level playing field to private telecoms.Subsequently in 1990s

thetelecom sector was opened up by the Government for Private investment, therefore it became

necessary to separate the Government's policy wing from Operations wing.

TheGovernment of India corporatised the operations wing of DoT on October 01, 2000 andnamed it as

Bharat Sanchar Nigam Limited (BSNL).BSNL operates as a public sector.

Employment at BSNL

BSNL's employee base comprises of more than 3,57,000 telecom engineers and professionals.

BSNL's Work Culture

Teamwork, leadership, motivation, etc. are the management principles followed at BSNL.The entire staff

is divided in four groups.

Board of Directors

BOD of BSNL consists of 6 members

FINDINGS

•

Training helps to increase productivity and achieve the goals of theorganization

•

Training programs are well planned in the organization.

•

The training given in organization is not of sufficient duration.

•

The training programs are not evaluated periodically.

•

The training programs strongly focus on technical and managerialcapabilities..

•

The training programs are not given adequate importance due to thework pressure in the organization.

•

Employees’ attitude towards the training programs is casual/informal

There is no involvement of employees in determining the training needanalysis.

•

The quality of training programs in the organization is excellent..

•

The training programs are well designed and widely shared in theorganization.

More priority is given for on the job trainings than the value addition programs like motivation,

stress management, group dynamics

SUGGESTION

Employees should decide and determine the training programs that they need sothat they

can work more effectively and efficiently, employees should decide someof the training they

would like to undergo.

The HR department should conduct briefing and debriefing sessions for employeesfor Training as to

give them an idea as to why this training is been conducted andwhat they have to learn in

the training program conducted and also after trainingcompletion they should take a feedback as

to how effective was the training so thatt h e n e c e s s a r y i m p r o v e m e n t s i n

t r a i n i n g p r o g r a m s c a n b e c o n s i d e r e d a n d implemented

Apart from on-job training programs the HR Department should conduct constantvalue

addition programs such as Time management, Stress management trainings,group

dynamics, grievance redressal, these will help to add value and is also essential

in today’s business scenario.

Performance of every employee undergone training should be evaluated so as to getImproved

quality of training activities, Improve ability of the trainers to relate inputs to

output know their understanding about the training programme conducted

Training program should evaluate the abilities, competencies and potentials of thetrainees

for a particular job or work skills.

It should aim to narrow down the gap between expected level of performance andthe actual

level of performance.

I t s hou ld p rov ide new r ec ru i t s o r t r a ine es a sc i en t i f i c pace fo r

imb i b ing the knowledge and skills required to discharge their duties and

responsibilitiesmeaningfully and purposefully.

The company should conduct training programs at regular intervals, which helpsthe

employees to enhance their knowledge for their current jobs.

The company should design the training program based on the current requirement,which includes

development of technical skills, personality development, time management,

computer knowledge etc

The training session should be made more interactive and participative so

thattrainees and trainer are in constant interaction

The training session should be made more interactive and participative so

thattrainees and trainer are in constant interaction

The employees are not involved in determining the training need analysis. The training

programs are fixed by the top management.The quality of the training programs is excellent but

the employees are not making the bestuse of it