TRATRAIINNIINGNG in in ORGANIZATIONSORGANIZATIONS

TRATRAIINNIINGNG

Training is typically part of the Human Training is typically part of the Human Resource DevelopmentResource Development. .

The role of Human Resource department The role of Human Resource department is to improve the organization’s is to improve the organization’s effectiveness by providing employees with effectiveness by providing employees with the knowledge, skills and attitudes that will the knowledge, skills and attitudes that will improve their current or future job improve their current or future job performance.performance.

TRAININGTRAINING

•Training ing is an “opportunity” Training ing is an “opportunity” for learningfor learning

•Described as” providing the Described as” providing the conditions in which people can conditions in which people can learn effectively”. To learn is “ to learn effectively”. To learn is “ to gain knowledge, skill and ability”gain knowledge, skill and ability”

•Training cause learning, as a Training cause learning, as a result of learning development result of learning development occurs.occurs.

Objectives of TrainingObjectives of Training

Training activities and businesses objectives are related each Training activities and businesses objectives are related each other as links. With the effective training program, other as links. With the effective training program, organization easily catches their objectives. Training activities organization easily catches their objectives. Training activities has some general objectives. They are;has some general objectives. They are;

Orienting new employee to the organization Orienting new employee to the organization and their joband their job

Helping employees perform their current Helping employees perform their current jobs welljobs well

Helping employees qualify for the future jobsHelping employees qualify for the future jobs Keeping employees informed Keeping employees informed Providing opportunities for personal Providing opportunities for personal

developmentdevelopment

Effective training produces many benefits for Effective training produces many benefits for

both employees and organization overall.both employees and organization overall. For the employees training creates;For the employees training creates;

Greater job satisfaction and morale among employees: Greater job satisfaction and morale among employees: employees take more satisfaction in a job when they employees take more satisfaction in a job when they know how to do it well. If they are not sure what to do or know how to do it well. If they are not sure what to do or how to do it properly, they can become frustrated and how to do it properly, they can become frustrated and dissatisfied with their work.dissatisfied with their work.

Improved self-esteem: the combination of job satisfaction Improved self-esteem: the combination of job satisfaction and peer acceptance leads to improved self-esteem.and peer acceptance leads to improved self-esteem.

Opportunity to advance in the organization: employees Opportunity to advance in the organization: employees who demonstrate excellent performance at one level in who demonstrate excellent performance at one level in an organization often have the opportunity to advance to an organization often have the opportunity to advance to other levels of responsibility.other levels of responsibility.

Increased employee motivationIncreased employee motivation

For the organization, training causes;For the organization, training causes; Increased productivity: employees who know how to Increased productivity: employees who know how to

perform their jobs are more effective and more productive perform their jobs are more effective and more productive than those who learn through error and trial are.than those who learn through error and trial are.

Higher levels of customer satisfaction: employees are able Higher levels of customer satisfaction: employees are able to take care of customers properly and have better skills for to take care of customers properly and have better skills for solving customer-related problems.solving customer-related problems.

Improved quality: standards are met when people know Improved quality: standards are met when people know what the organization expects from themwhat the organization expects from them

Increased innovation in strategies and productsIncreased innovation in strategies and products Reduced employee turnover.Reduced employee turnover. Enhanced company image Enhanced company image

TRAINING NEED ANALYSISTRAINING NEED ANALYSIS

WHYWHY conducting training need analysis conducting training need analysis?? Increases the chances that the time and money spent on Increases the chances that the time and money spent on

training would be spent wiselytraining would be spent wisely Determines the benchmark for evaluation of trainingDetermines the benchmark for evaluation of training Increases the motivation of participantsIncreases the motivation of participants Provides an essential component in the implementation Provides an essential component in the implementation

of the strategic planof the strategic plan Allows trainer to present logical explanation, at the start Allows trainer to present logical explanation, at the start

of training about what is not happening now( but should of training about what is not happening now( but should be) on the job, and how the training will be usefulbe) on the job, and how the training will be useful

For most types of training, need analysis will increase For most types of training, need analysis will increase the relevance effectiveness of training.the relevance effectiveness of training.

Methods of Conducting Need Methods of Conducting Need AnalysisAnalysis

Advisory CommitteeAdvisory Committee Job Description and Job Specification Job Description and Job Specification Work Sampling Work Sampling Performance Appraisals:Performance Appraisals: Skill Tests:Skill Tests: QuestionnairesQuestionnaires Exit Interviews:Exit Interviews:

TRAINING METHODSTRAINING METHODS

TRAINING

COGNITIVE METHODS OFF THE JOB TRAINING

BEHAVIOURAL METHODS ON THE JOB TRAINING

Cognitive MethodsCognitive Methods

Cognitive methods provide verbal or written Cognitive methods provide verbal or written information, demonstrate relationships information, demonstrate relationships among concepts, or provide the rules for among concepts, or provide the rules for how to do something. These stimulate how to do something. These stimulate learning through their impact on cognitive learning through their impact on cognitive processes and are associated most closely processes and are associated most closely with changes in knowledge and attitudes. with changes in knowledge and attitudes. These types of methods can also be called These types of methods can also be called as off-the-job training methods.as off-the-job training methods.

Behavioral MethodsBehavioral Methods

Behavioral methods allow trainee to Behavioral methods allow trainee to practice behaviour in real or simulated practice behaviour in real or simulated fashion. They stimulate learning through fashion. They stimulate learning through behaviour an are best for skill behaviour an are best for skill development and attitude change. These development and attitude change. These methods can be called as on-the-job methods can be called as on-the-job training methods. training methods.

Thus either behavioural or cognitive learning methods can Thus either behavioural or cognitive learning methods can effectively be used to change attitudes, though they do effectively be used to change attitudes, though they do so through different means. so through different means.

Cognitive methods are best for Cognitive methods are best for knowledge developmentknowledge development and behavioural methods for and behavioural methods for skillskill development development.. The The decision about what approach to take to training depend decision about what approach to take to training depend on several factors that includeon several factors that include

the amount of funding available for training, the amount of funding available for training, specificity and complexity of the knowledge and skills specificity and complexity of the knowledge and skills

needed,needed, timeliness of training needed, and the capacity and timeliness of training needed, and the capacity and motivation of the learner. motivation of the learner.

To be effective, training To be effective, training method shouldmethod should

Motivate the trainee to improve Motivate the trainee to improve performanceperformance

Provide for active participation by the Provide for active participation by the traineetrainee

Encourage positive transfer from training Encourage positive transfer from training to jobto job

Provide timely feedback on the trainee’s Provide timely feedback on the trainee’s performanceperformance

Be structured from simple to specific Be structured from simple to specific problemsproblems

OrientationOrientation

Orientation is the formal introduction of the Orientation is the formal introduction of the new employees to the organization and to new employees to the organization and to the job. Orientation answers “what” the job. Orientation answers “what” questions new employees have on the first questions new employees have on the first day of the work. day of the work.

Orientation is a specific taype of training Orientation is a specific taype of training which is given to the new employeewhich is given to the new employee

Why Orientation Is Why Orientation Is ImportantImportant

Orientation explains basics – often Orientation explains basics – often provided in an employee handbookprovided in an employee handbook

Rules and policies are often discussedRules and policies are often discussed Makes new employee feel at easeMakes new employee feel at ease Describes the organization – the big Describes the organization – the big

picturepicture Defines expected work behaviorDefines expected work behavior Socializes new employee in company’s Socializes new employee in company’s

waysways

COGNITIVE METHODSCOGNITIVE METHODSOFF THE JOB TRAINING METHODSOFF THE JOB TRAINING METHODS

The LectureThe Lecture Computer Based TrainingComputer Based Training Vestibule Training:Vestibule Training: Simulation Simulation Business GamesBusiness Games Case StudiesCase Studies Role PlayingRole Playing

The LectureThe Lecture

The lecture is best used to create a general The lecture is best used to create a general understanding of a topic or to influence attitudes understanding of a topic or to influence attitudes through education about a topic. through education about a topic.

TThe most common form of off-the-job training is he most common form of off-the-job training is the oral presentation of information to an the oral presentation of information to an audienceaudience

Computer Based TrainingComputer Based Training

Computer based training can be defined as that any Computer based training can be defined as that any training that occurs through the use of computer.training that occurs through the use of computer.

E- E- LearningLearning new ways of delivering training programs new ways of delivering training programs are constantly being developed in the attempts to match are constantly being developed in the attempts to match the high speed at which businesses are moving. One of the high speed at which businesses are moving. One of the new methods of delivering training programs is with the new methods of delivering training programs is with onlineonline . .

Vestibule TrainingVestibule Training:: Simulation Simulation

Vestibule TrainingVestibule Training involves the virtual involves the virtual duplication of work environment in an off-duplication of work environment in an off-site setting. site setting.

Simulation exercises place the trainee in Simulation exercises place the trainee in an artificial environment that closely an artificial environment that closely imitates actual working conditions where imitates actual working conditions where the trainer demonstrates on the same kind the trainer demonstrates on the same kind of machine and using the same procedures of machine and using the same procedures that trainees will use on the job.that trainees will use on the job.

Business GamesBusiness Games

BBusiness games are another form of simulations that usiness games are another form of simulations that attempt to indicate the way in an industry, company, attempt to indicate the way in an industry, company, or subunit of company functions. Generally, they are or subunit of company functions. Generally, they are based on a set of relationships, rules, and principles based on a set of relationships, rules, and principles derived from the theory or research. derived from the theory or research.

In this type of training, participants learn how to deal In this type of training, participants learn how to deal with a variety of issues in a simulated business with a variety of issues in a simulated business environment. Trainees are provided with information environment. Trainees are provided with information describing a situation and are asked to make describing a situation and are asked to make decisions about what to do. decisions about what to do. (e.g., (e.g., develop leadership develop leadership skillsskills, , strengthen executive and upper management strengthen executive and upper management skillsskills))

Case StudiesCase Studies

DDetailetailss of series of events, either real or of series of events, either real or hypothetical, which take place in a hypothetical, which take place in a business environment. business environment.

When this method of training used, When this method of training used, participants asked to sort through data participants asked to sort through data provided in the case to identify the provided in the case to identify the principal issues and then propose principal issues and then propose solutions to these issuessolutions to these issues

Role PlayingRole Playing

The purpose of this method is to give The purpose of this method is to give participants a chance to experience such participants a chance to experience such situations in a controlled setting. situations in a controlled setting.

Trainees are provided with a description Trainees are provided with a description of the context usually a topic area, a of the context usually a topic area, a general description of a situation, a general description of a situation, a description of their roles, and the problem description of their roles, and the problem they each face. they each face.

Each of the formats has particular Each of the formats has particular types of skills for, which is most types of skills for, which is most

appropriate.appropriate. Vestibule training obviously is best at teaching people how Vestibule training obviously is best at teaching people how

to work with equipment.to work with equipment. Business games are best for developing business Business games are best for developing business

decision-making skills and for exploring and solving decision-making skills and for exploring and solving complex problemscomplex problems

Case studies are most appropriate for developing analytic Case studies are most appropriate for developing analytic skills, higher-level principles, and complex problem-solving skills, higher-level principles, and complex problem-solving strategies.its focus is more on the “what to do”(strategic strategies.its focus is more on the “what to do”(strategic knowledge) than on the “how to get it done”(skills)knowledge) than on the “how to get it done”(skills)

Role plays provide a good vehicle for developing Role plays provide a good vehicle for developing interpersonal skills and personal insight, allowing trainees interpersonal skills and personal insight, allowing trainees to practice interacting with others and receiving feedbackto practice interacting with others and receiving feedback

BEHAVIOURAL METHODS BEHAVIOURAL METHODS ON THE JOB TRAININGON THE JOB TRAINING

On-the-job training places employees in On-the-job training places employees in actual work situation and makes them actual work situation and makes them immediately productive. immediately productive.

On-the-job training involve learning by doing, On-the-job training involve learning by doing, relies on demonstration and coaching. relies on demonstration and coaching.

This form helps particularly to develop the This form helps particularly to develop the occupational skills necessary to manage an occupational skills necessary to manage an organization, to fully understand the organization, to fully understand the organization’s products and services and organization’s products and services and how they are developed and carried out.how they are developed and carried out.

BEHAVIOURAL METHODS BEHAVIOURAL METHODS ON THE JOB TRAININGON THE JOB TRAINING

Job RotationJob Rotation CoachingCoaching Apprenticeship TrainingApprenticeship Training IInternshipnternship

Job RotationJob Rotation

Job rotation is the systematic movement of employees from Job rotation is the systematic movement of employees from job to job or project to project within an organization, as a job to job or project to project within an organization, as a way to achieve many different human resources objectives.way to achieve many different human resources objectives.

Excellent job rotation program can decrease the training Excellent job rotation program can decrease the training cost while also increasing the impact of training, because cost while also increasing the impact of training, because job rotation is a hands on experience. Make individuals job rotation is a hands on experience. Make individuals more self-motivated, flexible, adaptable, innovative, eager more self-motivated, flexible, adaptable, innovative, eager to learn and able to communicate effectively and better to learn and able to communicate effectively and better understanding of strategic issues. understanding of strategic issues.

One of the possible problems with the rotation programs will One of the possible problems with the rotation programs will be the cost, because job rotation increase amount of be the cost, because job rotation increase amount of management time to spent on lower level employees. management time to spent on lower level employees.

CoachingCoaching

Coaching is the process of one-on-one Coaching is the process of one-on-one guidance and instruction to improve guidance and instruction to improve knowledge, skills and work performance.knowledge, skills and work performance.

Coaching is becoming a very popular means Coaching is becoming a very popular means of development, and often includes working of development, and often includes working one-on-one with the learner to conduct a one-on-one with the learner to conduct a needs assessment, set major goals to needs assessment, set major goals to accomplish, develop an action plan, and accomplish, develop an action plan, and support the learner to accomplish the plan. support the learner to accomplish the plan.

Apprenticeship TrainingApprenticeship Training

Apprenticeship is another form of on-the-Apprenticeship is another form of on-the-job training, is one of the oldest forms of job training, is one of the oldest forms of training. Apprenticeship are designed to training. Apprenticeship are designed to provide planned, practical instruction over provide planned, practical instruction over a significant time span. Apprenticeship a significant time span. Apprenticeship were the major approach to learning a were the major approach to learning a craft. craft.

InternshipInternship

Internship are opportunities for students to Internship are opportunities for students to get real world experience, often during get real world experience, often during summer vacations as a part of fulfilling summer vacations as a part of fulfilling requirements for degree programs. requirements for degree programs. Internship are offered usually by organization Internship are offered usually by organization to college students wanting to find work to college students wanting to find work experience. The internship offer precious, experience. The internship offer precious, real life job experience and the organization real life job experience and the organization often get skilled, highly dedicated service. often get skilled, highly dedicated service.

On-the-job training is clearly useful method for skill On-the-job training is clearly useful method for skill development, since trainees implementing their development, since trainees implementing their knowledge in the actual job conditions. Transfer of knowledge in the actual job conditions. Transfer of training naturally occurs. Because employees getting on-training naturally occurs. Because employees getting on-the-job training are actually working, not being trained in the-job training are actually working, not being trained in classroom, it has clear cost advantages, if it is done classroom, it has clear cost advantages, if it is done effectively. effectively.

Productivity will be lower during the training, because Productivity will be lower during the training, because neither the trainee nor the trainer will be producing full neither the trainee nor the trainer will be producing full capacity. But it is real that on-the-job training method is capacity. But it is real that on-the-job training method is really cost effective method over simulations, games and really cost effective method over simulations, games and computer based training modules.computer based training modules.

Training For Special Training For Special PurposesPurposes

Global business training samples Global business training samples include:include: Executive etiquette for global Executive etiquette for global

transactionstransactions Cross-cultural technology transferCross-cultural technology transfer International protocol and presentationInternational protocol and presentation Business basics for the foreign Business basics for the foreign

executiveexecutive Language trainingLanguage training

Training For Special Training For Special PurposesPurposes

Diversity trainingDiversity training Better cross-cultural sensitivityBetter cross-cultural sensitivity Results examples:Results examples:

Improving technical skillsImproving technical skills SocializationSocialization

Lifelong LearningLifelong Learning

Lifelong learningLifelong learning provides provides continuing training from basic continuing training from basic remedial skills to advanced decision-remedial skills to advanced decision-making techniques throughout an making techniques throughout an employee’s careeremployee’s career New & old skills alike are learned & New & old skills alike are learned &

updated continuouslyupdated continuously

Managerial DevelopmentManagerial Development

Management developmentManagement development is any attempt to improve is any attempt to improve managerial performance by managerial performance by imparting knowledge, imparting knowledge, changing attitudes, or changing attitudes, or increasing skills with an aim increasing skills with an aim to enhance the future to enhance the future performance of the performance of the company itselfcompany itself

Managerial On-the-job Managerial On-the-job TrainingTraining

Job rotation Job rotation Coaching/understudy Coaching/understudy

approach approach

Managerial Off-the-job Managerial Off-the-job TrainingTraining

The case study methodThe case study method GamesGames SeminarsSeminars University programsUniversity programs Role playingRole playing In house developmentIn house development