CHAPTER – 1

INTRODUCTION
INTRODUCTION:

Every organization needs to have well-adjusted, trained and experienced

people to perform the activities that must be done. As jobs in today’s dynamic
organizations have become more complex; the importance of employee education has
increased. When jobs were simple, easy to learn and influenced to only a small degree by
technological changes, there was little need for employees to upgrade or alter their skills. But that
situation rarely exists today Instead, rapid job changers are occurring, requiring employee skills to
be transformed and frequently updated. In organizations, this takes place through what we call
employee training.

M EANING:

Training is concerned with bringing about improvement in performance of work of the employees.
Training starts after the recruitment of the employees. Training is the process through which
employees are made capable of doing the job prescribed to them Training is the acquisition of
knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and
knowledge that relate to specific useful competencies. Training has specific goals of improving
one's capability, capacity, and performance. It forms the core of apprenticeships
and provides the backbone of content at institutes of technology (also known astechnical colleges
or polytechnics). In addition to the basic training required for a trade, occupation or profession,
observers of the labor - market recognize as of 2008 the need to continue training beyond initia l
qualifications: to maintain,
upgrade and update skills throughout working life. People within
many professions and occupations may refer to this sort of training as professionadevelopment.
The purpose of training is to achieve a change in behavior of those trained and to enable them to
do their jobs in a better way. Training is not a one step process but it is a continuous or never-
ending process. Training makes newly recruited workers fully productive in a minimum of time.
Even for odd Workers, training is necessary to refresh them and enable them to keep up with new
methods and techniques.

Training implies learning the basic skills and knowledge required for
a particular job. On the other hand, development involves the growth of theindividual in all
respects. In training non, managerial employees the primary focus is on imparting manual skills,
technical procedures and routine methods. But managers require generalized managerial skills

SCOPE OF TRAINING

Training scope gives you the opportunity to manage your Standard and Procedures and your staff
training and certification in real time.

• STANDARDS AND PROCEDURES:

Standards and Procedures are created for every important task. Some will even be created at
the corporate level, while others will be established at
the branch level. These are maintained in the central Standards and Proceduresrepository,
where they can be recalled at any time.

• POSITION TRAINING PROFILES:

A Position Training Profiles are developed at the branch level for
every position and this is entered into the system. Standards and Procedures are simply
recalled from the central Standards and Procedures repository and added to the Position
Training Profiles with one click. This fast track the generation of Position Training Profiles
when creating new Position Training Profiles
or perhaps preparing for the opening of new operation where the same or similar positions
will be required.
• RATING STAFF PERFORMANCE:
The Position Training Profiles contains a reference line for each and every Standards and
Procedures that the staff member needs to know. So, the staff member and their mentors can
quickly see exactly what they are required to be able to do. Their mentor can r ate the staff
member’s performance to the required Standards and Procedures and easily update their
Position Training Profiles with the status of their training effort.
• CERTIFICATION:
Training scope tracks and records the required training and certification
and monitors that member’s training progress.
• REPORTING:
The central data repository enables a range of reports that identity the status of training not
only in the business as a whole but also at each department within the business and within
defined regional areas.

• MULTILAYERED SYSTEM:
Training Scope is multilayered. The system can be configured to allow for up to 8 levels within
any organization including Head Office, Regional Office, Property, Department, etc.
• ACCESS ABILITY:
Training scope is delivered via the internet and can be ported into accompany intranet, web
portal or can simply be accessed directly via Standard and Procedures Net. All participants are
issued with a username and password which is assigned their authorized access rights. So
participants can only access the content and level that they have authority to access.
• SECURITY:
The central repository resides in a Secure Sockets Layer can only be accessed with an
appropriated username and password. The security is bank strength.
Types of training
Once you understand employee training and have acknowledged its importance to your
organization, you’ll realize your company needs to get started with an employee training program.
Now, let’s take a look at the eight most popular types [1].
1. Orientation training
Firstly, orientation training mainly consists of welcoming and introducing your new employees to
the company. You can guide them through the basics to prepare them for their first day at work.
Guide them through the basics to prepare them for their first day at work
This one-day training covers the following topics:
• • Vision and core values of the company
• • Culture and company policies
• • Organizational structure
• • Introductions and office tour
• • Mandatory new hire paperwork
• • Administrative procedures such as creating login credentials and setting up their
workspace
2. Onboarding training
To get your new hires up and running quickly, you can assign them an onboarding training
program. It’ll also familiarize them with all the software and hardware that they will use. This
program can last as long as it takes to introduce relevant job skills, and address all the topics that
employees need to do their job well. Read more about onboarding training.
3. Technical skills training
Maybe your employees are already skilled at writing quotations, accounting, writing content, or
programming. But there is always room for improvement, especially if their job requires specific
technical skills. Therefore, many organizations have a budget to maintain and improve their
employees' technical skills.
There is always room for improvement
As an organization, you can either outsource your training to an external company or organize it
internally. A senior employee can then be in charge of training the junior staff. You can also use
an LMS as a tool for managing internal technical skill training.
4. Soft skills training
Not everything is about technical skills. Soft skills are also essential for job growth. We broadly
classify soft skills as a combination of personality traits, behaviors, and social attitudes. These
skills allow people to communicate, collaborate, and manage conflict effectively.
Soft skill training will help your organization build its ideal corporate culture and improve the
relationships at work. Soft skill training can cover topics such as:
• • Listening
• • Communication
• • Teamwork
• • Adaptability
• • Public speaking

5. Product or service training

Product training can be part of your onboarding training program or ongoing skills training. You
can use it to educate your employees about the products or services they represent to ensure they
make a good impression.
Educate your employees about the products or services they represent to ensure they make a good
impression
Also, it keeps your current staff up-to-date on new products, services, or features. You can either
train your employees periodically with face-to-face courses or use an LMS to make this happen
with far more ease.
6. Compliance training
Some industries require employees to fulfill certain legal obligations to perform their jobs. For
example, authorities need mortgage advisers to regularly renew their licenses and constructio n
workers to hold specific safety certificates.
Governments will often provide compliance training. Sometimes this happens in traditional face-
to-face training, and sometimes this happens online. Read more about how an LMS can help with
compliance training.
7. Franchise training
If you run a franchise, you want to keep your processes and products consistent across all
franchised units. Maintaining consistency can be quite hard, especially if the processes and
products change frequently. To keep employees updated, a special training team from the
headquarters can provide education on-site. Alternatively, headquarters could provide all the
information and documentation and then leave it to e branch managers. Then, the managers can
decide whether they train their staff offline or online. The headquarters could also organize the
online training. Learn about how an LMS can help with franchise training.
8. Managerial and leadership training
Employees can grow to new, higher positions. To prepare them for a job with a leadership role,
you can offer them leadership training. How do you become a true leader instead of just 'the boss'?
How do you get your team on board, even if your decisions and intended plans initially generate
resistance? In multi-day training courses, you can help your employees gain deeper insights into
leadership. First, the company needs to identify which employees have strong leadership potential.
The company can achieve that by evaluating its employee's contributions to the company and
seniority. The company can hire external coaches for one-on-one or group sessions with the
trainees.
INSTITUTIONAL TRAINING

MEANING: An internship is a system of On-The-Job training for white-

collar and professional careers. Internships for professional careers are similar toapprenticesh
ipsfor trade and vocational jobs. Although interns are typically college or university students,
they can also be high school students or post-graduate adults. On occasion, they are middle
school or even elementary students. Generally, an internship works as an exchange of services
for experience between the student and his or her employer. They can also use an internship to
determine if they have an interest in a particular career, create a network of contacts, or gain
school credit. Some interns also find permanent, paid employment with the companies in which
they interned. Thus, employers
also benefit as experienced interns need little or no training when they begin full-time regular
employment.
The internship opportunity in are career specific ,college student often choose internship based
on this major at the University/ Corporate house / NGO/ Volunteer organization. At grass root
level volunteer non-profit organization such as Parnaparin Sachet Ak Samiti (PSS) has been
lobbying for a change of their environment. Students see it as way to develop their
capabilities by utilizing the academic elements of their degreein a practical sitting. Short-term
(1 Month to 3 Months) internship provides an opportunity to learn about the environment while
helping society meet a critical priority, monitor ing
& protecting the natural resources, the environment in organizational operationand the
communities where Paryawaran Sachetak Samiti serve nature. Student internship is the most
intense learning experiences that organization offer and link together Paryawaran Sachetak
Samiti's network. Its fee-based program and charity auctions restrict internship opportunity to
students in wealthier families.
 ADVANTAGES AND DISADVANTAGES OF TRAINING

ADVANTAGES:
• This type of training gets employees away from their work environment to a place where their
frustrations and bustle of work are eliminated. This more relaxed environment can help
employees to absorb more information as they feel less under pressure to perform.
• Can be a source to supply the latest information, current trends, skills and techniques for
example current employment legislation or other company law and regulation, current
computer software or computerized technologies of improved/innovative administra tive
procedures. These new skills can be brought back and utilized within the company.
• Experts in their field would cover these courses and this would mean that training for staff
members would be taught to a reasonable standard.
• As the courses are held externally, our company would not have added costs incurred as a
result of extra equipment or additional space.
• Sending an employee on a course could help to make an employee fee more valued as they
would feel as if they are receiving quality training.
• As many courses or seminars invite employees from other companies to attend, this would
allow employees to network and perhaps drum-up business.
• Low cost: does not require the development of potentially expensive training materials or
classroom/computer-based instruction.

• Task based: Since training is performed at the work area, training tends to be focused on
performing real job tasks.
• As every trainee learns the work from a senior employee of the same organization, the training
will be more relevant to the specific organizational needs.
 DISADVANTAGES:

• Depending on the course, the overall cost could prove quite expensive for example: many
courses may require an overnight stay at a hotel if the course is outside the area of the course
itself may prove to be expensive due to the level of expertise or equipment need to deliver the
course.

• As there is no real way to know the abilities both as a trainer and their subject knowledge of
the people delivering the external training courses, there is no guarantee that sufficient skills
of knowledge will be transferor valuable.

• Many courses do not have a system of assessment or standardization of learning. So, there is
no set yardstick that can be guarantee learning has been achieved to a specified standard.
• There is also no guarantee that the trainee after the training shall continue in the same firm. If
the worker fails to learn sufficiently, he shall not be appointed in the firm.

• Incomplete: Without a structured lesson guide, trainers often forget to cover important
information. What is learned is likely to be based on what happened that day rather than on
what a new employee needs to know to be safe and productive.

• Bad habits: The trainee observes and may adopt the trainer's habits and attitudes about all
aspects of the job including safety, quality, customer service, and relationship with
management. Poorly selected trainers can have many unintended consequences.

• Inconsistent: Traditional Training relies heavily on an experienced employee to provide the

instruction based on what they are feel the most important topics. What is important to one
employee may not be important to another. The result is what is learned may vary greatly,
depending on who is assigned as the trainer.
 NEEDS FOR TRAINING

• TO ENABLE THE NEW RECRUITS TO UNDERSTAND WORK:

A person who is taking up his job for the first time must become familiar with it. For example,
if a fresh graduate is appointed as a clerk in a bank, he must first of all gain knowledge of the
work assigned to him. For this, basic training is needed. Without any basic training the
individual will not be able to do his work. An existing employee of the bank will probably
teach him the basics.

• TO ENABLE EXISTING EMPLOYEES TO UPDATE SKILL ANDKNOWLEDGE:

Training is not something needed for the newly recruited staff alone. Even the existing
employees of a concern may require training. Such training enables them to update their skill
and knowledge.

• TO ENABLE AN EMPLOYEE WHO HAS BEEN PROMOTED TOUNDERSTAND HIS

RESPONSIBILITIES:
Training is essential for an employee who has just been promoted to a higher-level job. With
an elevation in his position in the organization, his responsibilities are also going to multip ly.
Training, in the case of such an employee, will help to understand the intricacies of his new
job.

• TO ENABLE AN EMPLOYEE TO BECOME VERSATILE:

Sometimes an employee may have to gain knowledge of several related jobs. It will not
be enough if he is only good in the work he does presently. For example, a clerk in a bank must
be able to serve in different sections, e.g. saving bank, fixed deposit, loan, foreign exchange,
cash and so on.
 IMPORTANCE OF TRAINING:

• IMPROVEMENT IN SKILL AND KNOWLEDGE:

Training, certainly, results in improvement in the skill and knowledge of the employee. This
helps the employee to perform his job much better. This benefits the enterprise as well.

• HIGHER PRODUCTION AND PRODUCTIVITY:

If an enterprise has a team of well-trained employees, it will be able to expand its production.
There will be a rise not only in production in terms of number of units but also in productivity.
Productivity is the input-output ratio.

• REDUCTION IN ACCIDENTS:
Trained employees are aware of the safety precautions to be taken while at work. They are
always alert and cautious. This is bound to bring down the number of accidents in the work
place.
• BETTER USE OF RESOURCES:
Trained employees will be able to make better use of the materials and machines. This reduces
the rate of wastage and spoilage of materials and machines. This reduces the rate of wastage
and spoilage of materials and
also breakage of tools and machines. The maintenance cost too is bound to comedown.
• ADAPTABILITY:
Trained workers do not resist change. They have the capacity to adapt themselves to any kind
of situation. They are good in crisis management too. This indeed is beneficial for the
organization.
• JOB SATISFACTION:
Well-trained employees are able to perform their jobs with a higher degree of skill. This
increases their level of self-confidence and commitment to work. Such employees are bound
to have a higher level of job satisfaction.
• REDUCED SUPERVISION:
Well-trained employees do not need much supervision. They can do their work without having
to approach their superiors often for guidance. This enables the superior to manage more
employees. In other words, he can have a wider span. This reduces the cost of supervision.
• REDUCTION IN COMPLAINTS:
Only bad workers blame the tools. An employee who has acquired the necessary skill and job
knowledge would certainly love his job. Such an employee does not complain about anyone
and anything.
• SCOPE FOR MANAGEMENT BY EXCEPTION:
With trained workers working under them, it becomes easy for the managers to get things done
by delegating authority. This enables the managers to concentrate more on important issues
confronting the organization. Thus, provision of training for employees gives the managers the
scope to practice the technique of Management by Exception.
• ELIMINATION OF MISFITS:
More selection and induction are not sufficient to procure
proper personnel for the organisation. It is only training that makes him available for the
given job. Besides, promising candidates can also be brought into the light.
• STABILITY:
If an organization has a team of trained employees it can face future challenges easily. The
employees of today are going to be managers tomorrow. The retirement of key managers may
not affect the stability of an organization if it has a team of trained, efficient and committed
employees who are ever ready to take over management.
• ELIMINATION OF WASTAGE:
he quantity of spoiled work or wastage is also reduced sizably. It leads to reduction in the cost
of production.
• REDUCTION IN LABOUR TURNOVER:
Scientific training reduces the labor turnover and introduces stability and flexibility of
employees. If employees are given training for various jobs, short-term adjustments can be
made in times of need by transferring one employee from one department to another
• HIGH MORALE:
Training also motivates employees to work hard. Employees who understand the job are likely
to have higher morale. They are able to maintain a closer relationship between their effort and
performance.

• LESSER LEARNING PERIOD:

Training reduces the learning time considerably. The employees need not indulge in trial and
error method or self-training. Besides, the training cost and waste of time are also reduced to
the minimum.