Professional Documents
Culture Documents
Hussain
Hussain
Its effective
utilization is a sine qua non of the rate of growth of any economy regardless of the
structure and system of economy and the governance. No society and no nation can be
proud of its human resource unless there is a systematic and sustainable development of
capacities of its people and convert the human resource into human capital.
Human resource is the most strategic resource and no other resource can be fully
utilized to generate income and wealth of a nation without the active involvement of this
resource.
Money, material, men, markets and machines are regarded as the most important
resources of organizations but men or human resources are treated as the only crucial and
dynamic factor of production. Though other factors of productions are also important
they are considered to be worthless without the involvement of human factor.
Importance of HRD
HRD is basically concerned with organizational effectiveness through the
development of human beings. It is a process of increasing the knowledge, skills and the
capacities of all the people in society. HRD includes Potential Development, Task
Achievement, Skill Development, Ability to reach out, Systems Development,
understanding of Subordinate Goals, Greater Commitment, Highly exciting and Creating
climate, developing integration etc. More particularly establishing, operating and
stabilizing of HRD system like training, performance appraisal, potential appraisal, career
planning etc
Importance of training:
The importance of human resource management to a large extent depends
on human resource development. No Organization can get a candidate
who exactly
matches with the job and the organizational requirements. Hence, training is important
to develop the employee and make him suitable to the job.
Job and organizational requirements are not static , they are changed from time
to time in view of technological advancement and change in the awareness of the
Total Quality and Productivity Management (TQPM).The objectives of the TQPM
can be achieved only through training as training develops human skills and
efficiency . Trained employees would be a valuable asset to an organization.
Organizational efficiency , Productivity , Progress and Development to a greater
extent depend on training . Organizational objectives like viability , stability and
growth can also be achieved through training . Training is important as it
constitutes significant part of management control .
Training objectives :
Generally line managers ask the personnel manager to formulate the training
policies . The personnel manager
To prepare the employee both new and old to meet the present as well as
the changing requirements of the job and the organization.
To prevent obsolescence.
To impart the new entrants the basic knowledge and skill they need for
an intelligent performance of definite job.
To broaden
To promote individual and collective morale , a sense of responsibility , cooperative attitudes and good relationships.
Benefits of training:
Training is necessary for improving the quality of work of employees.
There are some other reasons also for which this training becomes necessary.
Explained below are various factors, giving rise to the need for training :
Training Needs:
Every organization big or small, productive or non-productive , economic or
social , old or newly established should provide training to all employees
irrespective of their qualification , skill , suitability for the job etc. thus, no
organization can choose whether or not to train employees.
Training is not something that is done once to new employees, it is used
continuously
in every
well run
automation, require updating the skills and knowledge as such an organization has to
retrain the old employees.
Specifically, the need for training arises due to the following reasons:
a) To Match the Employee Specifications with the Job Requirements and
Organizational Needs:
ordination , integration
and
adaptability
to
the
requirements
of
growth ,
approach
to
partnership
approach, crossing
the
human
relations
Training methods:
All training methods can be broadly classified as
a
On-job-methods and
Off-job-methods.
On job-methods
Under these methods the principle of learning by doing is used.
These methods are briefly described below:
1. On-the-job training:
duplicated real job conditions. This is essential in cases in which actual on-thejob practice is expensive, might result in serious injury, a costly error or the
destruction of valuable material or resources.
4. Demonstration and Examples:
Here the trainer describes and demonstrates how to do a certain work.
He performs the activity himself, going through a step-by-step explanation of
the why, how and what of what he is doing. Demonstrations are often used
in combination with lectures, pictures, text material, discussion, etc.
5. Apprenticeship:
A major part of training time is spent on the on-the-job productive
work. Each apprentice is given a program of assignments according to a
predetermined schedule which provides for efficient training in trade skills. This
method is appropriate for training in crafts, trades and technical areas, specially
of
complex
nature
is
to
be
imparted.
supplemented with discussions, film shows, case studies, role - playing, etc.
members
of
together. Conferences may include Buzz sessions which divide Conferences into
small groups of four or five for intensive discussions. These small groups report
back to the whole group with their conclusions or questions. This method is
ideally suited for analyzing problems and issues, and examining them from
different
viewpoints.
role players have to quickly respond to the situation that is ever changing and
to react to it as they would in the real one.
It is a method of human
primarily
involves