TRAINING
TRAINING
TRAINING
Definitions
Dale S. Beach defines training as ‘the organized procedure by which people learn
knowledge and/or skill for a definite purpose’.
According to Edwin B. Flippo, “training is the act of increasing the knowledge
and skills of an employee for doing a particular job.”
Michael Armstrong points “training is the systematic modification of behaviour
through learning which occurs as a result of education, instruction, development
and planned experience”.
In the opinion of Michael J. Jucious, “training is any process by which the
attitudes, skills and abilities of employees to perform specific jobs are improved.”
Characteristics of Training
(i) Its objectives and scope are clearly defined.
(ii) The training techniques are related directly to the needs and objectives of the
organization.
(iii)It employs accepted principles of learning.
(iv) As far as possible, it is conducted in the actual job environment.
Objectives of Training
(i) To provide job related knowledge to the workers.
(ii) To impart skills among the workers systematically so that they may learn
quickly.
(iii) To bring about change in the attitudes of the workers towards fellow workers,
supervisor and the organization.
(iv) To improve the productivity of the workers and the organization.
(v) To reduce the number of accidents by providing safety training to the workers,
(vi) To make the workers handle materials, machines and equipment efficiently
and thus to check wastage of time and resources.
(vii) To prepare workers for promotion to higher jobs by imparting them
advanced skills.
Areas of Training
Knowledge: Training aimed at imparting knowledge to employees provides for
facts, information and principles related to his/her job. In general, training
imparted in the knowledge area considers three aspects, namely, job context, job
content and quality of work.
Technical Skills: The training in this area aims at teaching the employees the
physical acts or actions like operating a machine, working with a computer, using
mathematical tools to take decisions, etc. It is somewhat like induction training.
Social Skills: The training in this area is broader in scope embracing many
aspects. This category of training aims at the development of individuals and
team work. Accordingly, employees are imparted training to acquire and sharpen
such behavioural and human relations skills that help improve interpersonal
relationship, better team work and effective leadership.
Techniques: Training in this area involves teaching employees the manners how
to apply knowledge and skills to dynamic situations.
Attitudes: This involves orientation or induction programmes that help change
the employees’ attitudes favourable toward the achievement of organisational
goals. Through training programmes, employees’ attitudes are moulded to render
support for the effective completion of company activities and inculcate the spirit
of better cooperation and greater loyalty among the employees.
Experience: It is not and cannot be taught or imparted in the classroom. It is
gained by putting knowledge, skills, techniques and attitudes into use over a
period of time in different work situations. Experience makes one perfect.
Importance of Training
1. Better Performance:
Training improves employee’s ability and skills and, in turn, improves employee’s
performance both in quantity and quality. Better or increased employee performance
directly leads to increased operational productivity and increased organisational
profits. Improvements in employee performance/productivity in developed countries’
lend support to this statement.
2. Improved Quality:
In formal training programmes, the best methods of performing jobs are standardised
and then taught to employees. This offers twofold benefits. Firstly, uniformity in
work performance helps improve the quality of work or service. Secondly, better
informed, or say, trained workers are less likely to make operational mistakes.
3. Less Supervision:
A trained worker is selfreliant. He knows his work and way to perform it well.
Therefore, his work requires less supervision. The supervisor can devote his time on
more urgent works.
4. Less Learning Period:
A well planned and systematically organised training programme reduces the time
and cost involved in learning. Training enables to avoid waste of time and efforts in
learning through trial and error method’.
5. High Morale:
Training not only improves the ability and skill of employees, but also changes
employee attitude toward positive. Higher performance, job satisfaction, job security
and avenues for internal promotion lead to high morale among the employees. High
morale, in turn, makes employees’ lore loyal to the organisation.
6. Personal Growth:
Training improves employee’s ability, knowledge and skills and, thus, prevents
employee’s obsolescence. This makes employees growthoriented.
7. Favourable organisational climate:
The aforesaid advantages combined lead to an improved and favourable
organisational climate characterised by better industrial relations and disciplines,
reduced resistance to change, reduced absenteeism and turnover of employees, and
improved stability of organisation.
In fact, a systematic and effective training is an invaluable investment in the human
resources of an organisation.
Methods of Training
There are several methods of training. These are mainly categorized into two groups:
I. On-the-Job training: These are generally the methods that are applied to the
workplace during the working of the employee. It means learning while working.
II. Off-the-Job training: It refers to the methods that are used away from the
workplace. It means learning before working.
On-the-job Methods
1. Job Rotation: Job rotation involves shifting trainees from one job to another or
from one department to another.
This allows the trainee to gain a better understanding of the working of the
organization and all its parts.
The rotation enables the trainee to indulge in all kinds of operations from different
departments, and also allows them to enhance their knowledge and skills.
This is also beneficial for the trainees, as they get to interact with other employees,
which creates cooperation among different departments.
Such training of employees makes it easier for the organization at the time of
promotions, replacements, or transfers.
2. Coaching: In this method, the trainer who is known as the coach guides and
instructs the trainee.
The coach or the trainer sets the required goals with a mutual discussion, advises on
how to achieve those goals, analyzes the trainees’ progress from time to time, and
suggests changes necessary in the attitude and performance.
The trainee works under the senior manager and the manager takes full responsibility
for the employees’ training.
The training is done to take the place of the senior manager so that he can be freed
from some of his duties.
This is also a chance for the trainee to learn about his job and the working of the
organization.
2. Incident method: Incidents are prepared on the basis of actual situations which
happened in different organizations and each employee in the training group is asked
to make decisions as if it is a reallife situation.
Later on, the entire group discusses the incident and takes decisions related to the
incident on the basis of individual and group decisions.
3. Role play: In this case also a problem situation is simulated asking the employee
to assume the role of a particular person in the situation.
The participant interacts with other participants assuming different roles. The whole
play will be recorded and trainee gets an opportunity to examine their own
performance.
6. Vestibule Training: In vestibule training, the employees are given training on the
equipment that they will be using during their jobs.
Though the training is conducted away from the actual workplace, the trainees are
provided with a work environment in which all the pieces of equipment, files, and
materials to be used are present.
This method is usually used when the employees need to handle advanced or complex
equipment and machinery.
8. Classroom lectures: Also known as the lecture method, classroom lectures often
train whitecollar or managementlevel employees.
This type of offthejob training takes place in a classroomlike environment and
involves a trainer providing instruction in a lecture format.
Trainees learn crucial skills needed for their jobs, get to know their job
responsibilities and have the opportunity to get their questions answered by experts.
In addition, classroom lectures may teach trainees the administrative or management
aspects of their job, make them aware of certain procedures or provide them with
instruction on a certain subject matter.
The trainer presents the material in class, often opening or introducing related theories.
After the presentation, they may allow participants to ask questions and discuss. Or
they give them a task to complete.
9. Simulation: With the simulation method of offthejob training, trainees get
trained through equipment or a machine that resembles what they'd use in the field or
on the job.
The simulation method helps them prepare for handling the equipment and machines
in real life. Typically, this training method is reserved for employees who handle
expensive machinery or equipment.
For example, an airplane pilot may undergo simulation training to help them get ready
for flying an airplane. Since airplanes are expensive, an employer may not allow
trainees to train using a real airplane in order to avoid costly damage or to avoid
putting the trainee's life in danger. Instead, they'll use a simulator to keep costs low
and keep the trainee safe.
Training Process
Process Explained
1. Needs Assessment
The first step in the training process is to assess the need for training the employees. It
analysis what are the long term requirements of the organization and what does the
organization expects from the employees. If there is a mismatch between the skills
and knowledge required, it means there is a learning gap. To assess this learning gap
below three elements is closely examined, i.e.,
Organization analysis: The objectives of the organization are studied. The end
result that a company wants to achieve is examined in context to how it uses its
resources to achieve the same. Organizations’ internal and environment is also
considered.
Operation Analysis: A job requires a combination of different activities for
successful completion. Operation analysis focuses on the needs, skills, knowledge,
and attitude required to efficiently complete the job.
Person analysis: Inperson analysis the focus is on the employee who has to
perform the job. It is analyzed whether the performance of the employee is
satisfactory and he is being able to achieve the organizational goal.
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