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The document discusses the importance of training and development in human resource management, emphasizing how training enhances employee skills and prepares them for current and future job roles. It outlines the differences between training and development, highlighting that training is job-specific and short-term, while development is broader and ongoing. The document also covers various training methods, objectives, and the systematic approach to implementing effective training programs.
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0% found this document useful (0 votes)
16 views39 pagesHRM - Unit-5
The document discusses the importance of training and development in human resource management, emphasizing how training enhances employee skills and prepares them for current and future job roles. It outlines the differences between training and development, highlighting that training is job-specific and short-term, while development is broader and ongoing. The document also covers various training methods, objectives, and the systematic approach to implementing effective training programs.
Uploaded by
dhananjayadash03Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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an
Human Resource Management
The purpose of raining isto tighten up the ee
toughen the body, and polish the spirit.
—Morihel Ueshiba
A Employees have been selected for vatious postions in an organisation, training them for the specie
betes t® €© Which they have been assigned assumes great importance. It is true in many organisations hat
fore an employee is fitted into a harmonious working relationship with other employees, he is given adequate
Srining. Training is the act of increasing the knowledge and skills of an employee for performing a particular
job. The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge
during the training that helps him improve performance. Training enables an employee to do his present job
‘more efficiently and prepare himself for a higher level job. (Lynton; Gupta; Rajamani; Group; Goldstin)
The essential features of training may be stated thus:
BOYS) Features of Training : an
. © Increases knowledge and skills for doing a particular job; Training bridges
the gap between job needs and employee skills, knowledge and
behaviours.
* Focuses attention on the current job, It is job specific and provides
‘employees with specific skills. Training helps employees’ correct
deficiencies in their performance.
Concentrates on individual employees; Training lays emphasis on
changing what employees know, how they work, their attitudes toward
their work or their interactions with their co-workers or supervisors,
Tends to be more narrowly focused and orientéd toward short-term
Performance concerns, It tries to fix current skill deficit. The goal of training
's a fairly quick improvement in workers’ performance.
Training is needed to serve the following purposes: (Noe; Wexley; Quinnones et al)
© Newly recruited employees require training so as co
perform their tasks effectively. Instruction, guidance,
coaching help them to handle jobs competently,
without any wastage
© Tiaining is necessary to prepare existing employees for higher-level jobs (promotion),
© Existing employees require reftesher training 50 as to ke
*€p abreast of the latest developments in job operations.
In the face of rapid technological changes, this is an Pea an toe Opes
absolute necessity.
© Training is necessary when a person moves from one job to another (taste)
i After trai sloyee
can change jobs quickly, improve his performance levels and achieve career geal ne te em
goals comfortably.
© Training is necessary to make employees mobile and versatile
They can be pl
on organisational needs. y placed on various jobs depending
© Training is needed co bridge the gap between what the
employee has and
is needed to make employees more productive and use an
ful in the long-run,
© Tatining is needed for employees to gain acceptance fom pees (
pull their own weight is one of the best ways for them to gain
hat the job demands, Training
(learning a job quickly and being able ©
acceptance), Training and Development
* Training and Development is a subsystem of an organization which
emphasize on the improvement of the performance of individuals and
groups.
* Training is about knowing where you are in the present and after
some time where will you reach with your abilities. By training,
people can learn new information, new methodology and refresh
their existing knowledge and skills.
* Training is an organisational process for increasing the knowledge and
skills of the people for doing a particular job. raining vs Development
‘aining a has a poe £0 as teaching specific skills and behaviour. Examples of training are learning,
to fe 2 0 shoot Fou shots in basketball and to type. It is usually reserved for people who have to be
prought up € Performing level in some specific skills. The skills are almost always behavioural as distinct from
vpceptual or intellectual.
Development, in contrast, is considered to be more general than training and more oriented to individual needs
in addition 10 organisational needs and it is most often aimed toward management people. There is more theory
involved with such education and hence less concern with specific behaviour than is the case with training.
Usually, the intent of development is to provide knowledge and understanding that will enable people to carry
out non-technical organisational functions more effectively.
Training is meant for operatives and development is meant for managers. Training tries to improve a specific skill
relating to a job whereas development aims at improving the total personality of an individual. Training is a
one-shot deal; whereas development is an ongoing, continuous process. The scope of training is on individual
employees, whereas the scope of development is on the entire work group or the organisation. Training is mostly
the result of initiatives taken by management. It is the result of some outside motivation. Development is
mostly the result of internal motivation. Training seeks to meet the current requirements of the job and the
individual; whereas development aims at meeting the future needs of the job and the individual. In other words,
training is @ reactive process whereas development is a proactive process. Development is future oriented training,
focusing on the personal growth of the employee. * Relation between Training and Development
TRAINING
Training is meant for operatives
itis reactive process
AIM: To develop additional skills
Itis short term process
OBJECTIVE: To meet the present need of
anemployee
Initiative is taken by the management
DEVELOPMENT
Development is meant for executives
It is pro- active process
AIM: To develop the total personality
It is continuous process
OBJECTIVE: To meet the future need of
anemployee
Initiative is taken by an individual. Importance of Training and Development
* Optimum utilization of Human resources
* Development of skills like time management, leadership, team
management etc
* To increase the productivity and enhance employee motivation
* To provide the zeal of team spirit
* For improvement of organization culture
* To improve quality, safety EE eee
A Checklist to avoid Training Pitfalls I
Attempting to teach too quickly: Trying to teach too quickly results in frustration. It is not wise to push
employees beyond their learning limits.
Trying to teach too much: There are limits to the amount that one can learn. It is recommended to teach
segments of the job in sequential fashion in order to develop a greater appreciation and understanding of
the whole job.
Viewing all trainees as the same: All employees are different. This must be recognised when it comes to
training. Since some workers learn faster or slower than others, these differences must be accounted for in
the training programme.
Not providing time to practice: Practice makes perfect. There is no such thing as natural-born skilled
workers. Adequate practice time must be provided for employees to develop their skills.
Providing a pat on the back: It is always a good idea to reinforce employees during the learning process
Encouragement, praise, and reward are highly recommended.
Not frightening the employee: As a supervisor, itis possible to know the job for which the employee is
training so thoroughly that a new employee may feel inadequate or intimidated, [Areas of Training ’
The Areas of Training in which training is offered may be classified into the following categories:
& Knowledge
Here the trainee learns about a set of rules and regulations about the job, th
offered by the company. The aim is to make the new employee fully pene chee pe duce or aon
le and outside
the company.
& Technical Skills
The employee is taught a specific skill (eg., operating a machine, handli
acquire that skill and concribute meaningfully. ‘andling computer etc.) so that he can Chapter 9 Training @ 24)
Social Skills
yc is made to learn about himself andl others, and w levelop a right mental attitude towards the job,
Th Td the company. The principal focus is on ra hing the employee how to be a team member and yet
olleagh
en
Techniques
volves the application of knowledge and
This i
addon 10 improving the skill and knowledge of ciployecs, training aims at moulding employee attitudes
hen administered properly, a training Programme will goa long way in obtaining employee loyaley,
aa
be eaniamen na cnet
and
4,2 Maio jective tenga Detelomen sion
lI
Tre Principal objective of trai
the availability of a skilled a ‘ganization. in addition
to that, there are four other objectives: Individual, Organizational, Functional, and
Societal.
Indiviciual Objectives: Help employees in achieving their personal goals, which
in turn enhance the individ
lual contribution to the organization,
Organizational Objectives: Assist the organization with its primary objective by
| bringing individual effectiveness.
Functional Objectives: Maintain the department's Contribution at a level suitable
to the organization's needs,
Societal Objectives: F;
responsible to the Needs
skill to various on-the-job situations
support
lining and development division is to make sure
ind willing workforce to an or
‘nsure that an organization is e!
thically and socially
and challenges of the society
Source: ‘Maukrihub.com
Types of Trai ining °
T= ate many approaches to training. We focus here on the types of training that are commonly employed
"8 Present-day organisations. (Zalman; Smith)
© Skills trainin
is: This type of training
is most common in organisations The
The need for training in basic skill
Process here is faith
(such as reading, wri speaking, listening,
problem
» leading others) is i
identified
ic skills in modern organisations
“