Unit - 3
Training and Develop
Training helps to increase the knowledge and skill set of employees for doing specific jobs which helps in the growth of employees.
Need for training
(i) For Effective Management
(ii) For Higher Productivity
(iii) For Reduction of Learning Time
(iv) For Reduction of Turnover and Absenteeism
(v) For Quality Improvement
(vi) For Technology Update
(vii) For Industrial Safety
Importance
- Employees who feel appreciated and challenged through training are more satisfied toward their jobs. A company shows employees that they are valued by investing in their training.
- When a company implements training courses productivity usually increases. Increased efficiency in processes will ensure project success which in turn will improve the company turnover and potential market share.
- A development program brings all employees to have similar skills and knowledge. This helps reduce any weak links present in the company.
- The employee who receives the necessary training is more able to perform in their job.
- New ideas can be formed as a direct result of training and development. Ongoing training and up skilling of the workforce encourages creativity.
- The consistency is relevant for the company’s basic policies and procedures. All employees should be aware of the expectations and procedures within the company.
1. On-the-job training methods:
Coaching:
In this, the trainee is placed under a particular supervisor who functions as a coach and provides feedback to the trainee.
Job rotation:
In this, the switching of trainee from one job to another gain knowledge and experience from different job assignments.
Committee assignments:
Here, a group of trainees are asked to solve a given organizational problem by discussing about the problem. This helps to improvise team work.
Job instructions:
In this, the trainer explains the way of doing the jobs to the trainee and in case of mistakes, corrects the trainee.
Internship training:
Here, instructions through theoretical and practical aspects are provided to the trainees. At some places they are even paid stipends.
2. Off-the-job Methods:
The methods of training which are adopted for the development of employees away from the field of the job are known as off-the-job methods.
Various off the job methods are:
Incident method:
Here, incidents are prepared on the basis of actual situations and each employee in the training group is asked to make decisions as if it is a real-life situation. Later on, the entire group discusses about the incident and takes decisions.
Role Play:
Here, a problem situation is simulated asking the employee to assume the role of a particular person in the situation.
Case study method:
In this method, the trainee is given an opportunity to analyze the case and come out with all possible solutions. It helps to enhance analytic and critical thinking of an employee.
Business games:
In this method the trainees are divided into various groups. Each group discusses about various activities and functions like production, promotion, pricing etc and provides result in co-operative manner.
Lectures:
Here, the numbers of trainees are quite large. It explains the concepts and principles very clearly.
Grid training:
It includes phases of planning development, implementation and evaluation. It is a continuous and phased program.
Simulation:
Here, an imaginary situation is created and trainees are asked to act on it
Conferences:
A meeting of several people to discuss any particular subject is called conference. Each participant contributes by analyzing and discussing various issues related to the topic. Everyone can express their own view point.
Management education:
Now-a-days many management institutes provide not only degrees but also hands on experience by collaborating with business concerns.
- The term development is complex, contested, ambiguous, and elusive.
- It can be defined as bringing about social change that allows people to achieve their human potential.
- Development is a political term.
- It depends on the context in which the term is used, and it may also be used to reflect and to justify a variety of different agendas held by different people or organisations.
References:
1. Personal management by C.B.Memoria& G.V. Gankar- Himalaya
2. Personal management & industrial relation by P.C.Tripathi-S.chand
3. Industrial relation, Trade Union &Labour Relation by G.P.Sinha& PRN Sinha, Pearson.
