Role of Communication and Training

What is Communication?
•Communication is the creation or exchange of thoughts, ideas,
emotions, and understanding between sender(s) and receiver(s).
•Occurs between people.
•Involves change in behavior.
•Means to influence others.
•Expression of thoughts and emotions through words & actions.

Tools for controlling and motivating people.

•It is a social and emotional process.
Effective Communication
What are the most common ways
we communicate?

ag es
al I m
rd Visu
Wo
en
Spok

Bod
y L an
Written Word gu a
ge
 The Communication Process

Medium

Barrier
SENDER RECEIVER
(encodes) (decodes)
Barrier

Feedback/Response

5
 Types of Communication

• Verbal communication
• Oral communication
• Written communication
• Nonverbal communication
 Verbal communication
Oral communication
• In which you listen to a person to understand their
meaning
• Takes place in real time
• Examples;
• In person (Face to face)
• Speeches
• Presentations
• Announcements
 Written communication

• In which you read their meaning

• Messages which printed on paper, handwritten or appear on the screen
• Can be constructed over a longer period of time
• The Sender can write a Message that the Receiver can read at any time.
• Examples:
• Memos
• Proposals
• e-mails
• Letters
• Training manuals
• Operating policies
• Newspaper
Advantages
How to Improve Existing Level of Communication?
Improve language.
Improve pronunciation.
Work on voice modulation.
Work on body language.
Read more & Listen more
Avoid reading or watching or listening unwanted literature, gossip, media presentation etc.
Interact with qualitative people.
Practice meditation & good thoughts.
Think and speak.
Do not speak too fast.
Use simple vocabulary.
Do not speak only to impress someone.
Look presentable and confident.
 Success for YOU…

…in the new global and diverse

workplace requires
excellent communication skills!
 Training

• Training is the most important for the workplace effectiveness. Training is

focus on today's activities of the organization and development is focus
on the future tasks and responsibilities. Training and development is one
of most important tool of HRM to increase organization's output and
competencies.
 TRAINING AND DEVELOPMENT

• Training and development is a function of human resource management

concerned with organizational activity aimed at bettering the performance
of individuals and groups in organizational settings. It has been known by
several names, including "human resource development", and "learning
and development".
Simple Model of the Training Process:

PARTICIPANT improved participant behavior

TRAINING

ORGANIZATION
greater
organizational
effectiveness
 On-the-Job Training
• having a person learn a job by actually doing it
• sometimes called direct instruction
• a one-on-one training located
at the job site, where someone
who knows how to do a task
shows another how to
perform it
Programmed learning
• Whether the medium is a textbook, PC, or the Internet, programmed learning (or
programmed instruction) is step-by-step, self-learning methods that consist of
three parts:

1. Presenting questions, facts, or problems to the learner

2. Allowing the person to respond
3. Providing feedback on the accuracy of answers

Advantages:

1. Reduced training time

2. Self-paced learning
3. Immediate feedback
4. Reduced risk of error for learner
 Audiovisual-based training

• Techniques like DVDs, films, PowerPoint, and audiotapes

1.When there is a need to illustrate how to follow a certain sequence over time, such
as when teaching a machine repair
2.When there is a need to show trainees events not easily demonstrable in live
lectures.
 Vestibule training
• Trainees learn on the actual or simulated equipment they will use on
the job, but trained off the job.
• Necessary when it’s too costly or dangerous to train employees on the
job
ELECTRONIC PERFORMANCE SUPPORT
SYSTEMS (EPSS)

• A performance support system provides just-in-time, just enough training,

information, tools, and help for users of a product or work environment, to
enable optimum performance by those users when and where needed, thereby
also enhancing the performance of the overall business
VIDEOCONFERENCING
• A set of telecommunication technologies which allow two or more locations to
communicate by simultaneous two-way video and audio transmissions
Computer-based training
• Refer to the use of modern tools, such as computers, digital technology,
electronic media, networked digital devices and associated software and
courseware with learning scenarios, worksheets and interactive exercises that
facilitate learning
Interactive learning
• is a pedagogical approach that incorporates social networking and urban
computing into course design and delivery

Components of Interactive Learning

1.Social Media

2.Urban Computing

3.Serious Games
INTERNET-BASED TRAINING
• Trainers increasingly employ Internet-based learning to deliver
programs
Learning management systems
• Special software tools that support internet training by helping employers identify
training needs, and in scheduling , delivering, assessing and managing the online
training itself
 MOBILE LEARNING
• Means delivering learning content on demand via mobile devices like cell phones,
laptops, and iPads, wherever and whenever the learner has the time and desire to
access it.
Virtual classroom
• Web-based learning trends to be limited to the sorts of online learning with which
many students are already familiar- reading PowerPoint presentations,
participating in instant message type chat rooms, and taking online exams.
Team training
• A group process intervention aimed at improving interpersonal relations and
social interactions but over time has developed to include achieving results,
meeting goals, and accomplishing tasks
MANAGERIAL ON-THE-JOB TRAINING

• Job rotation
• Moving managers from department to department to broaden their
understanding of business and to test their abilities
• Coaching/understudy approach
• Trainee works directly with a senior manager or with the person he or she is
to replace; the latter is responsible for the trainee’s coaching
• Action learning
• Give managers and others released time to work analyzing and solving
problems in departments other than their own
OFF-THE-JOB MANAGEMENT
TRAINING AND DEVELOPMENT
TECHNIQUES
• Case Study Method – presents a trainee with a written description of an organizational
problem
• Management Games – enable trainees to learn by making realistic decisions in simulated
situations
• Outside Seminars – numerous companies and universities offer Web-based and traditional
classroom management development seminars and conferences
• University-Related Programs – executive education and continuing programs in leadership,
supervision, and the like
• Role-playing – create a realistic situation and then have the trainees assume the parts of
specific persons in that situation
Training effects to measure
Importance of training and development

• Individual – help employees in achieving their personal goals, which in turn,

enhances the individual contribution to an organization.

• Organizational – assist the organization with its primary objective by bringing

individual effectiveness.

• Functional – maintain the department’s contribution at a level suitable to the

organization’s needs.

• Societal – ensure that an organization is ethically and socially responsible to

the needs and challenges of the society.