TRAINING

Module – 2 (3)

Training – Types of Training – Uses of Training – Designing effective Training – Evaluation and Training.

Training

Training is the process of bringing Human Resource of an organization to the desired level of performance, behavior, and attitude from the existing level of performance, behavior and attitude.

It is a systematic procedure to transfer technical know-how to the employees to increase their knowledge and skill to perform a task efficiently.

Development

Introduction: - In the dynamic, complex and ever changing

scenario, the Managers need to develop their capabilities that go even beyond those required by the current job.

- In this process attempt is made to enhance the ability to understand and interpret knowledge in a useful way.

Training refers to the process of imparting specific skills.

Development refers to learning opportunities designed to help employees grow.Education refers to theoretical learning in

classroom.

Training and Development offers competitive advantage to a firm by removing performance deficiencies; making employees to stay long; minimizing accidents, waste & damage; and meeting employees future needs.

Distinction : Trg. & Dev.

Training

Meant for- Operatives

Focus- Current job

Scope - Indv. Employee

Goal- Fix skill deficit

Initve - Management

Content- Specific job

related

Time frame- Immediate

Development

Executives

Current & future jobs

Work group or orgn.

Prep. for future job

The individual

General knowledge

Long term

- Increase performance level- Develop to meet current as well as future needs- Ensure effective utilisation of manpower- Integrate individual goals to that of

organisational goals

Purpose of training

- Imparting trade specific skills- Multi-skilling

- Updating knowledge

- Avoiding obsolesce- Improving performance- Developing human skills

- Stabilizing work-force

Need /Uses Of Training

Types of Training

1. Well structured 2. Pre-service Training3. Induction Training4. Refresher Training5. Seminar – Workshop6. Field Training 7. Skill Training

8. Personal Dev. Training (Attitude)

9. Cross Functional Training

10.Team/Group Training

11.Creativity Training

12.Diversity Training

Tanning process

Five steps are involved:

1. Need analysis

2. Instructional Design

3. Validation

4. Implementation

5.Evaluation & Follow up

Training methods

On the Job method Job instructions training Coaching (informal &

unplanned) Mentoring:

• career functions• psychological function

Job rotation Apprenticeship training Committee assignment

Off the job method

Vestibule training Role playing Lecture method Conference/ discussion

approach Program instructions

Evaluation and follow up

Assess success of program according to;

1)Reaction

2)Learning

3)Behaviour

4)Results