Training is the act of increasing the knowledge and skills of an employee for doing particular job.

Its purpose is to achieve a change in the behavior of those trained and to enable them to do jobs better.

Training is a continuous process.

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On the basis of purpose several types of training programmes are offered to employees.

Induction or Orientation Training Job Training Apprenticeship Training Internship Training Refresher Training or Retraining Training for Promotion

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The term training refers to the acquisition of knowledge, skills, and competencies as a result of practical skills and knowledge that relate to specific useful competencies.

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The purpose of Organizational Training (OT) is to develop the skills and knowledge of people so they can perform their roles effectively and efficiently.

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An organizational training program involvesthe following: Identifying the training needed by the organization . Obtaining and providing training to address those needs . Establishing and maintaining training

capability Establishing and maintaining training

records. Assessing training effectiveness.

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In deciding what structure is appropriate, it is helpful to revisit what has to

be done when delivering a training service. A training service normally has

the following roles:

Training manager: Leads, manages, and integrates with organization's strategy. Trainer/facilitator: Delivers, presents and facilitates the learning. Instructional designer: Designs the documents the training program. Administrator: Organises venue, printing, logistics, training records etc. Internal consultant: Diagnoses, facilitates change and meetings, liases

with consultants. Training broker: (Both internal and external role) Finds external

providers.

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Exclusive Internal Structure.Exclusive External Structure.The Eclectic Structure.

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Economics. Ideology.Head count reduction.Quality.Preparedness.

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Merits More direct. Large no. of people can be instructed at a same time. Time factor Controlled by the instructor

Demerits: Minimum active involvement Less motivation Ability of learners Lectures cannot be remembered

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Merits: improvement over lecture great value in modifying attitude members can defend their views

Demerits: size should be small individuals may not appreciate will give rise to heated arguments

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Merits Criticism from peers Participation Loyalty

Demerits Tension and enmity May hurt a member

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Merits Amusing and Practical approach.

Demerit Lot of merriment hence seriousness may

be lost. Observer may not be convinced of his

bad communication.

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Merits Opportunity to develop insight. Imp of feelings and emotions Observation Feedback

Demerits Time consuming Boring

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Merits Active involvement Practise decision making Exchange ideas Instant feedback

Demerits Cost is more Intense emotions Artificial Not universally applicable

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Executive people are those who have authority over others in the operations of the enterprise. The caliber and performance of managers will largely determine the success of any business.

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Knowledge management.Behavior changeAttitude changePerformance change

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Improvement in technical performance

Improvement in conceptual performamce

Improvement in human skillsStimulate juniors

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To develop all those who are under him.

Providing for future and present needs of the firm.

Provide opportunity for every manager to take an active part in his own development.

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ON JOB TECHNIQUE

OFF JOB TECHNIQUE

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COACHING METHOD

SYNDICATE METHOD

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CASE STUDY INCIDENT METHODROLE PLAYING IN BASKETMANAGEMENT GAMESSIMULATIONT-GROUP

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Advantages: Superior can guide the employee

even though there is no management programs.

Evaluation and feedback.

Disadvantages: Superior may be authoratian. Coaches ability . Superior should not be dominant.

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Advantages: Discussions, recommendations,

criticism, comments.

Disadvantages: Waste of time. Frustration if participants don’t

understand this method.

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Merits: Provides stimulating discussion. Employee can defend his analytical

and judgemental views. Systematic way of thinking.

Demerits: Time consuming. Rushing towards a solution.

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Group members address questions such as what ,when,where ,how of situation in which an which an incident developed.Clues are trackled down if they seem to offer reliable insight into why of the situation.And then decision is taken accordingly.

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Merits Decisions are rapid. Feedback is objective. Promising managers get a

prospective of the company as a whole.

Inexpensive Can be easily organized.

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Demerits: Discourages originality. Logical solutions suggested tends

to be abstracted from compulsions .

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Merits: Less cost.

Demerits: Difficult to duplicate the pressures and

realities of actual decision making on the jobs

Individuals act differently in real life situations.

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Merits: Emplyee can learn more about their own

weakness and strengths develop insight into how they react to others and vice versa.

Demerits: Trainers often create stressful situations.

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What is Training? Distinction between Training and

Development Why Training is necessary? What can Training do for Employees? Types of Training Methods of Training Difficulties in various Training Programs Why Training Fails? How to make Training Effective?

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Learning Dimensions

Training Development

Who? Non-managerial personnel

Managerial Personnel

What? Technical and mechanical operations

Theoretical, Conceptual ideas

Why? Specific job-related purpose

General knowledge

When? Short-Term Long-Term

Increase ProductivityQuick LearningHigher ProductivityStandardization of ProceduresLess SupervisionEconomical OperationsHigher MoralePreparation of Future Managers

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Training helps the employees or work-force in the following ways:

Confidence New Skills Promotion Higher Earnings Adaptability Increased Safety

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On the Job Training Instruction is highly disorganized and haphazard and not properly supervised.Lack of motivation.Low productivity when he is unable to fully develop.Skilled trainerLearners are often subjected to distractions of a noisy shop floor or office.Mostly used for unskilled and semiskilled jobs.

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Vestibule TrainingThe splitting of responsibilities leads to

organizational problems. Additional investment in equipment is

necessaryThis method is of limited value for the

jobs which utilize equipment which can be duplicated.

The number of trainees are large.Mostly used for semiskilled jobs.

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Off the Job TrainingMinimum active involvement of trainees.One-way Communication.Can raise arguments.Some individuals may tend to dominate.Time consuming to arrive at an any

decision .Effectiveness depends on the skill of leader. Mostly used for development of higher level

employees and executives. 39

Benefits of training are not clear to top management.

The top management hardly rewards supervisors for carrying out effective training.

The top management rarely plans and budgets systematically for training.

Trainers provide limited counseling and consulting services to rest of the organization.

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The middle management without proper incentives from top management ,does not account for training in production scheduling.

Without proper scheduling from above, first line supervisors have difficulty production norms if employees are attending training programmes.

Training external to the employees unit sometimes teaches techniques on methods contrary to the practices of the participants organization.

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Contents of training program be chalked out after identifying the training needs or goals.

Training should be job relevant. Should be conducted by well qualified and

experienced trainers. Should recognized that all the trainees do not progress at the same rate.

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Regular constructive feedback concerning his progress in training and implementation of the newly acquired abilities.

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About executive training

Who are the executives in organizations

Their functions of executives in organization

Purpose and objective of executive training

Importance of executive training45

Methods of executive training

▪ ON-THE-JOB TECHNIQUES

▪ OFF-THE-JOB TECHNIQUES

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ON-THE-JOB TECHNIQUE

1)The Coaching or guided Method.2)Job Rotation or Channel Method of

Development.3)Participation in deliberation of the

Boards and Committees.

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The Coaching Method

thinking processes and operative skills.

guide and instructor.

follow up suggestions and corrects errors.

objective of coaching.48

Advantages least centralized staff co-ordination. feedback and evaluation

Disadvantages authoritarian. relies on coaches’ ability no training atmosphere.

Effectiveness of the method

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The Coaching Method

Job rotation or channel method of development

movement of executives for beginning level managers from 6 months to 24 months great deal of job experience overall knowledge and familiarity horizontal or lateral

on a planned basis on a situational basis

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Advantages Develops inter-departmental co-operation Boredom and monotony are reduced Chance to step into a higher position Equal chance for advancement Best utilization

Disadvantages Upsets family and home life Difficult to adjust Demotivate intelligent and aggressive

trainees A highly competitive game Established operations are disturbed

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Job rotation or channel method of development

Participation in Deliberation of the Junior Board and Committees or the Multiple Management technique

For middle and senior level managers Real life actual problems Opportunity for managers to share Make a recommendation Exposure to other members

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Advantages Opportunity to gain knowledge Identify those who have executive talent Practical experience of group decision making Inexpensive Better human relations climate

Disadvantages Only for middle and senior level managers Does not permit any specific attention Tend to be discursive lacking authority

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Participation in Deliberation of the Junior Board and Committees or the Multiple Management technique

OFF-THE-JOB TECHNIQUE

1) The Case Study2) Incident Method3) Role Playing4) In Basket Method5) Business games6) Sensitivity Training7) Simulation8) Grading Training

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OFF-THE-JOB TECHNIQUES

The Case Study Actual business situation Appraise and analyze Suggest solutions Actual decision known to the

executives only Compared with the various solutions Stimulating discussion Improving decision making abilities

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Incident Method

Stimulate self-development Intellectual ability Practical judgement Social awareness Studies a written incident Short term decisions Find out what, when, where, how of the

situation

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Grid Training

Several possible leadership styles Two basic orientation Concern for people and concern for

production Lasts for 3 to 5 years Weekend conference Discussion, analysis and solution

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