HRM

Long ans
Q2 Training constitutes a basic concept in human resource development. It is
concerned with developing a particular skill to a desired standard by instruction and
practice. Training is a highly useful tool that can bring an employee into a position
where they can do their job correctly, effectively, and conscientiously. Training is the act
of increasing the knowledge and skill of an employee for doing a particular job.

There are different types of Training methods.

1. On-the-job training or internal training

2. Off-the-job training or external training

The classification of the different types of Training method is shown following

chart and explained below;
On-the-job training or internal training these methods are generally applied in
the workplace while employees are working.This form helps develop the
occupational skills necessary to manage an organization and fully understand
its products and services and how they are designed and carried out.

Following are the on-the-job methods.

1. Apprenticeship programs.
2. Job instruction training (JIT).
3. Planned progression.
4. Job rotation.
5. Creation of assistant to positions.
6. Temporary promotions.
7. Committees and junior boards.
8. Coaching.
9.

Apprenticeship programs
 People seeking to enter the skilled trades to become, for example, plumbers,
electricians, Ironworkers are often required to undergo apprenticeship training
before they are accepted to journeyman status.

Job instruction training (JIT)

JIT consists of four basic steps;

1. preparing the trainees by telling them about the job and overcoming their
uncertainties;
2. presenting the instruction, clearly giving essential information;
3. having the trainees try out the job to demonstrate their understanding; and
4. On their own, placing the workers into the job with a designated resource
person is ready to provide the required assistance.

Planned progression

It is a technique that gives employees a clear idea of their path of

development. They know where they stand and where they are going.They
must know the requirements for advancement and the means of achieving it.

Job rotation

It involves periodically moving people from one job to another.The purpose of

job rotation is to broaden the knowledge of managers or potential managers.
It also increases their experiences. Trainees learn about the different
enterprise functions by rotating into different positions.They may rotate
through;

(1) non-supervisory work,

(2) observation assignments,

(3) various managerial training positions, and

(4) middle-level assistant positions

Creation of assistant – to positions

Assistant-to positions are frequently created to broaden the viewpoints of

trainees by allowing them to work closely with experienced managers who
can give special attention to the development needs of trainees. Managers
can provide selected assignments to test the judgment of trainees.

Temporary promotions

Individuals are frequently appointed as acting managers when, for example,

the permanent manager is on vacation, is ill, or is making an extended
business trip, or even when a position is vacant.

Committees and junior boards

These give trainees opportunities to interact with experienced managers. The

trainees become acquainted with a variety of issues that concern the whole
organization. They learn about the relationships among different departments
and the problems created by the interaction of these organizational units.

Coaching

On-the-job training is a never-ending process.An excellent example of on-the-

job training is athletic coaching. To be effective, which is the responsibility of
every line manager, must be done in a climate of confidence and trust
between the superior and the trainees.

Off-the-job training or external training

Off-the-job training is sometimes necessary to get people away from the work
environment to a place where the frustrations and buzz of work are
eliminated.Training is generally given in the form of lectures, discussions,
case studies, and demonstrations. This enables the trainee to study
theoretical information or be exposed to new and innovative ideas.
Q2Main Differences between Training and Development
1. Training :
Training refers to an education process in which employees get a chance to develop
skills, competency and learning as per the post duty requirements. So simply we can say
it is a process of increasing knowledge and skills of an employee.

2. Development :
Development refers to an informative process which mainly helps in understanding about
the overall growth and improvement of the skills of the employee. So simply we can say
it is a process of learning and growth.

Points Training Development

Management
Training is development
the process refers to
of teaching teaching
employees managers and
1. Definition the basic professionals
skills they to increase
need to knowledge,
perform skills, attitude
their jobs. needed for
future jobs.
2. Training is Development
Present/Futu present-day is future day
re oriented. oriented.
Training
Development
programs a
programs are
3. Participant re arranged
arranged for
for
executives.
employees.
It is a
It is a higher-
lower-level
4. Level level learning
learning
program.
program.
 Training is Development
imbibed for is imbibed for
enhancing enhancing
much more specific skills
5. Area
skills and and
knowledge knowledge to
to the the
employees. executives.
The behavior
Skill level is
level is
changed
6. Change changed
through
through
Training.
Development.
Training is Development
a narrower is a
concept broader conce
7. Focused
focused on pt focused on
job-related personality
skills. development.
Training is
The
aimed at
development
improving
aims at overall
job-related
8. Aimed personal
efficiency
effectiveness,
and
including job
performanc
efficiencies.
e.
Training
Development
refers only
refers to
to
philosophical,
instruction
9. Instruction theoretical,
in technical
and
and
educational
mechanical
concepts.
operations.
 Training
Development
courses are
involves a
typically
broader
10. Period designed
education for
for a short-
long-term
term
purposes
period.
Short note
1Fringe Benefits
Fringe benefits are the additional benefits offered to an employee, above the stated salary for
the performance of a specific service. Some fringe benefits such as social security and health
insurance are required by law, while others are voluntarily provided by the employer.Examples
of optional fringe benefits include free breakfast and lunch, gym membership, employee stock
options, transportation benefits, retirement planning services, childcare, education assistance,
etc.
Types of Benefits
Fringe benefits can be categorized into two categories. Some benefits are required by law and
others are provided at the employer’s discretion.
 1. Fringe benefits required by law
The mandatory fringe benefits are intended to provide employees with medical care, mitigate
them from economic hardships in the event they lose employment, and provide them with
retirement income to sustain them during retirement. The following are some of the mandatory
fringe benefits that employers are required to provide:
 Health insurance
This fringe benefit is contained in the Patient Protection and Affordable Care Act. It requires
businesses that employ more than 50 people to provide healthcare plans, and employees are
required to have health insurance coverage.
 Unemployment insurance
The Federal Unemployment Tax Act (FUTA) requires employers to pay a federal and state
unemployment tax to the Department of Labor, which provides wages, training, and career
guidance to employees who become unemployed due to no fault of their own. 
Medical leave
Businesses that employ over 50 employees are required by law to provide family and medical
leave to an employee who has worked for over one year in the company. The medical leave is
unpaid, protected, and can last up to 12 weeks.
 Worker’s compensation
The worker’s compensation benefit is administered by the Department of Labor to federal
workers who are injured at their workstation or acquire an occupational disease.

Q2 E training or e-training means training with an electronic platform. Companies can

use it to teach employees without assembling them in one location at the same time.
This saves considerable time, effort, and organizational strife and ensures that an entire
workforce can be kept up to date with the latest procedures and policies.
What are the benefits of eTraining?

Utilizing e-Training means that you don’t need all of your employees in one place or
even at the same time. Instead, they can complete courseware from remote locations or
simply at home. In many cases, they needn’t be online together either although you
could still schedule everyone to watch a broadcast at the same time before interacting
with it. However, while live broadcasts can only be ‘aired’ once, on most occasions,
eTraining lectures and lessons can be accessed at any time.It can still take a great deal of
time to prepare an eTraining course – many weeks in many cases.

Electronic Training Methods

With the proliferation of technology, there are several eTraining methods that you can
choose based on your resources. Let’s look into some examples that you can use to best
suit your training strategy.

Mobile LearningWith everyone practically owning a smartphone, mobile learning has

become a popular format for eTraining due to its ease of access and availability. As the
name suggests, training is delivered straight to your learners’ mobile devices.
Web eLearningThis entails the use of a dedicated website where students can access
their courses, modules, tasks, and activities. Here, you can leverage the web-based tools
that your organization already uses. and there’s usually no need to install any software
or application.

Virtual ClassroomsThe goal of virtual classrooms is to boost social interaction and

ensure success in an online learning environment even without being in a brick-and-
mortar training room. With this eTraining method, you can reach and train your team
without compromising face-to-face interaction.