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Unit 8 Training: Structure
Unit 8 Training: Structure
Unit 8 Training
Structure:
8.1 Introduction
Objectives
8.2 Concept and Significance of Training
Objectives of training
Benefits of training
Difference between training and development
Process of training
8.3 Training Needs
Levels of training need assessment
8.4 Training Methods
On -the - job training
Off -the - job training
8.5 Types of Training
8.6 Summary
8.7 Glossary
8.8 Terminal Questions
8.9 Answers
8.1 Introduction
From the previous unit, we learnt that new employees must be taken care of
and must be given an orientation on the organisation, its functions and
activities and expected behaviour from the employees. Once the induction
program is completed, employees formally take over their roles and carry
out their responsibilities. While on the job, employees find changes in the
market and technology and customer expectations affecting their
performance. At the same time, every organisation wants experienced and
well trained employees delivering the best performance. For the survival and
attainment of organisational and individual goals, knowledge and skills of
employees need to be updated regularly. It is to meet this need that all
organisations provide training to the employees.
However, the concept of training is not new. If we look at the human
civilization we can see that for the fulfillment of the basic needs, people
have trained themselves in various arts. At each stage of human civilization
people have learnt something new and trained others in it so that they could
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Human Resource Management Unit 8
meet their needs and goals. For example, during Stone Age they learnt the
art of using stones to light fire for cooking and protecting themselves. At a
later age in India, kings began sending their children to the ashrams to
acquire knowledge and training in martial arts. These ashrams were
essentially training centers.
In today’s modern organisational system, training is an important sub-
system of human resource department. These days training is not only
given to work related activities, but also for personality development, conflict
management, diversity awareness, cultural sensitiveness etc. All the
multinational organisations in India have now realised the need for
continuous training programmes for their employees. Some organisations
such as Reliance, Birla group have their own training institutes.
The ‘Essar Group’ case study depicts some of the best training practices
followed in the organisation.
Objectives:
After studying this unit, you should be able to:
discuss the significance of training
state the need for training
list the methods of training
list the types of training
equip them with necessary knowledge, skill, abilities and attitude to perform
their work.
Manpower Services Commission says that training is a planned process to
modify attitude, knowledge or skill behaviour through learning experience to
achieve effective performance in an activity or range of activities. Its
purpose, in the work situation, is to develop the abilities of the individual and
to satisfy the current and future manpower needs of the organisation.
Thus, we can say that training is a process for development of necessary
knowledge, skills and attitude (called KSA). Training is important for
manager’s efficiency as it provides knowledge on new aspects of work and
also updates the skill set. Training helps in reducing accidents, saving
materials, reducing wastage, keeping cost under control. It also improves
quality of work and quality of products.
HDFC gives about six to seven days of training a year per person.
Companies like Maruti, LG, HLL, Godrej, Mahindra & Mahindra, Gillette are
upgrading their training programs. They are hiring the services of the
specialists with an increased budget. Infosys Technologies has built a
multicrore corporate training centre for IT professionals at Mysore providing
training to approximately 12,000 employees per annum.
8.2.1 Objectives of Training
Training improves the quality of work, changes and molds the employee’s
skills, knowledge and attitude. It also helps employees to increase their
performance. Some of the objectives of training are:
i. To prepare the employee for the changing requirements of the job and
the organisation.
ii. To impart basic knowledge to the new employees and ensure job
specific intelligent performance.
iii. To prepare employee for higher level tasks.
iv. To ensure effective performance in their respective field.
v. To provide an opportunity for interchange of ideas for senior managers
and broadening their minds.
vi. To identify and develop the potential of the employees.
vii. To ensure smooth and efficient functioning of the organisation.
viii. To improve the morale of the employees.
iv. Improve health and safety: Organisational safety training is one of the
most important and regular training given in any organisation.
Employees mostly forget or avoid complying with all safety measures.
Mostly they are unaware of the hazards which adequate training
rectifies.
v. Technological advances: Even though the organisation uses advanced
technology it will not be productive unless and until it is supported by
skilled people. Every organisation needs to train the employees in the
areas of changing technology from time to time.
vi. Organisational complexity: The functioning of many organisations is
becoming complex day by day. With high level of mechanisation and
automation, companies are dealing in various diversified fields. They
are extending their operations with multiple products and by-products.
In this complex situation training prepares the employees to be change
agents and contribute in organisation’s effectiveness.
vii. Change in the job assignment: In case of promotion, transfer or job
rotation, an employee is expected to be productive. Training provides
the tool and makes people multi skilled.
We have now seen that training programmes help in improving the quality of
the existing employees and also increasing their job satisfaction,
performance and loyalty.
8.3.1 Levels of Training Need Assessment
Training need assessment is a systematic way of determining goals,
identifying gaps between actual and desired conditions and establishing
priorities of action. It looks into the current state of programmes and
updating the programmes for higher quality and lower costs. The levels of
training need analysis are:
i. Organisational analysis: It looks at the effectiveness of the
organisation and the market environment in which the organisation
stands. It is done through analysis of the organisation’s goals,
resources, constraints, external environment etc.
ii. Task analysis: It provides data about a job and the knowledge, skills,
ability and aptitude required to achieve maximum performance. Based
on the complexity of the job, training programmes can be formulated.
iii. Man analysis: It analyses how well the individual employee is doing
the job as well as areas of improvement.
It is important that the organisation analyses the three levels before
designing a training programme. It not only helps the HR Manager to plan
the training budget but also helps in accurately identifying the areas for
providing the training for employees.
Activity 1:
Interview the HR manager of the organisation near your home and try to
find out the opinion regarding on -the-job and off- the- job methods of
training.
Refer: Section 8.4.1 and Section 8.4.2
Activity 2:
Specify the type of training you would recommend for the following
people and give your reason.
1. An inexperienced salesperson.
2. A mechanic.
3. A Production General Manager.
Refer: Section 8.5
8.6 Summary
Let us recapitulate the important concepts discussed in this unit:
Training is a means to bring about continuous improvement in the
quality of work performed.
It equips employees with necessary knowledge, skill, abilities and
attitude to perform their work.
Some of the objectives of training are that it prepares the employee for
the changing requirements of the job and the organization, imparts basic
knowledge to the new employees and ensuring job specific intelligent
performance, prepares employee for higher level tasks, ensures
effective performance, provides opportunity for interchange of ideas,
identifies and develops the potential of the employees, ensures smooth
and efficient functioning of the organization, improves the morale of the
employees, ensures quality in production and operations and also
reduce accidents, wastage and supervision.
Training programmes are beneficial because they help the organisation
to stay ahead of competition, improve morale of the workforce and
increase employees’ productivity and performance., Training
programmes are also cheaper than recruiting new employees., They
help people identify with organisational goals, to meet their needs of
growth through learning, increase job satisfaction and recognition and
also help in handling stress, tension, frustration and conflict.
Process of training involves determining training needs, identifying
training objectives, selecting training methods, conducting training
programmes and also carrying out training evaluation.
Employees need training to match employee specification with the job
requirements, for organisational sustainability and a smooth
transformation process. Training also increases production, improves
organisational health and safety, familiarizes with advanced technology,
complexity of organisation and change in the job assignments.
The levels of training need analysis are organisational analysis, task
analysis and man analysis.
Training methods are broadly divided into on-the job and off-the-job
training methods.
8.7 Glossary
Apprenticeship: Apprenticeship is a system of training a new
generation of practitioners of a skill. Most of their training is done on the
job while working for an employer who helps the apprentice(learner)
learn the trade in exchange for their continuing labour for an agreed
period after they become skilled.
Committee assignments: In this method, the employees are given an
actual problem existing in the organisation. They are expected to solve
it. The trainees have to work together and offer solution to the problems.
Development programme: A management development programme is
a program initiated by a company's leadership to train and retrain
managers with an objective of helping them to perform well in future
positions. It primarily focuses on decision making, analytical, problem
solving skills of the employees, whereby they will be able to function well
in their future jobs.
Organisational Transformation: Organisational transformation refers
to the process of major change that orients an organisation in a new
direction and takes it to an entirely different level of effectiveness. It
involves activities such as reengineering, redesigning and redefining
business systems.
8.9 Answers
Self Assessment Questions
1. True
2. True
3. False
4. False
5. (f) Assessment of employee’s abilities
6. (c) Employee is moved from one job to another
7. (d) Aims at developing strong decision making skills
8. (a) Trainer provides verbal presentation
9. (b) Training provided using electronic media
10. (e) Assessment of nature of job
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Human Resource Management Unit 8
Terminal Questions
1. Training is a means to bring about a continuous improvement in the
quality of work performed. It equips employees with necessary
knowledge, skill, abilities and attitude to perform their work. Refer
section 8 .2 and 8.2.1 for more details.
2. Employees need training to match employee specification with the job
requirements for organisational sustainability and smooth transformation
process, increase production, improve organisational health and safety,
advancement of technology, complexity of organisation and change in
the job assignments. For more details refer section 8.3.
3. Training methods are broadly divided into on-the job and off-the-job
training methods. On-the-job training method is most common and here
the trainee is taught necessary skills to perform a particular job done by
other employees and yet not removed from the regular job. Off-the-job
training method is conducted where the trainee is removed from his
actual work place and taught necessary skills to perform a particular job
by experts. For more details refer section 8.4.
4. Some of the types of training are skills training, refreshers training, cross
functional training, team training, creativity training and diversity training.
For more details refer section 8.5.
References:
C. B., Mamoria and S.V, Gankar., (2010). Human Resource
Management. Mumbai: Himalaya Publishing House.
D'Cenzo, David A. & Robbins, P. Stephen., (2001). Human Resource
Management. New Jersey: Prentice Hall.
Deb,T., (2009). Human Resources and Industrial Relations. New Delhi:
Excel Books.
Dessler, Gary., (2010) Human Resource Management .New Jersey:
Prentice Hall .
Dr.Janakiraman B., (2007). Training & Development. New Delhi:
Biztantra Wiley India Ltd.
Dr. Rao, S. P., (2007). Human Resource Development. Mumbai:
Himalaya Publishing House.
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