TRAINING AND DEVELOPMENT IN GEORGE MAIJO

In
the
field
of human
resource
management, training
and
development is the field concerned with organizational activity aimed
at bettering the performance of individuals and groups in
organizational settings. It has been known by several names,
including employee development, human resource development,
and learning and development.
The "stakeholders" in training and development are categorized into
several classes. The sponsors of training and development are senior
managers. The clients of training and development are business
planners. Line managers are responsible for coaching, resources, and
performance. The participants are those who actually undergo the
processes. The facilitators are Human Resource Management staff. And
the providers are specialists in the field. Each of these groups has its
own agenda and motivations, which sometimes conflict with the
agendas and motivations of the others.
METHODS OF TRAINING DEVELOPMENT ADOPTED BY
MAIJO

GEORGE

There are various methods of training, which can be divided in to

cognitive and behavioral methods. Trainers need to understand the
pros and cons of each method, also its impact on trainees keeping their
background and skills in mind before giving training. The training
methods which are generally used in an organization are classified into
two i.e
1-ON THE JOB: On the job training places the employees in an actual
work situation and makes them appear to be immediately productive.
It is learning by doing. For jobs, that either are difficult to simulate or
can be learn quickly by watching and doing on-the job training makes
sense. Behavioral methods are more of giving practical training to the
trainees. The various methods under behavioral approach allow the
trainee to behave in real fashion. These methods are best used for skill
development.

ON THE JOB TRAININGThe various methods that come under behavioral approach
are:

GAMES AND STIMULATION

BEHAVIOR-MODELING
BUSINESS GAMES
CASE STUDIES
EQUIPMENT STIMULATORS
IN-BASKET TECHNIQUE
ROLE PLAY

2- OFF THE JOB: Off-the-job training covers a number of techniques

classroom lectures, films, demonstration, case studies and other
simulation exercises, and programmed instruction.
The various methods that come under cognitive approach are:
Lecture- A method training
It is one of the oldest methods of training. This method is used to
create understanding of a topic or to influence behavior, attitudes
through lecture. A lecture can be in printed or oral form. Lecture is
telling someone about something.
Demonstration training method
This method is a visual display of how something works or how to do
something. As an example, trainer shows the trainees how to perform
or how to do the tasks of the job. In order to be more effective,
demonstration method should be accompanied by the discussion or
lecture method.
Discussion training method
This method uses a lecture to provide the learners with context that is
supported, elaborated, explain, or expanded on through interactions
both among the trainees and between the trainer and the trainees.The
discussion method consists a two-way flow of communication i.e.

knowledge in the form of lecture is communicated to trainees, and

then understanding is conveyed back by trainees to trainer.
Computer based training
With the world-wide expansion of companies and changing
technologies, the demands for knowledge and skilled employees have
increased more than ever, which in turns, is putting pressure on HR
department to provide training at lower costs. Many organizations are
now implementing CBT as an alternative to classroom based training to
accomplish those goals.

INPUTS IN TRAINING AND DEVELOPMENTS IN

GEORGE MAIJO.
Any training and development program must contain inputs which
enable the participants to gain skills, learn theoretical concepts and
help acquire vision to look into distant future. In addition to these,
there is a need to impart ethical orientation, emphasize on attitudinal
changes and stress upon decision-making and problem-solving
abilities.
Skills
Training, as was stated earlier, is imparting skills to employees. A
worker needs skills to operate machines, and use other equipments
with least damage or scrap. Employees, particularly supervisors and
executives, need interpersonal skills popular known as the
people skills. Interpersonal skills are needed to understand one self
and others better, and act accordingly. Examples of interpersonal skills
include listening, persuading, and showing an understanding of others
feelings.
Education
The main purpose of George maijo industries is to provide education to
teach theoretical concepts and develop a sense of reasoning and
judgment. That any training and development program must contain
an element of education is well understood by HR specialist.
Development

Another component of a training and development is development

which is less skill oriented but stressed on knowledge. Knowledge
about business environment, management principles and techniques,
human relations, specific industry analysis and the like is useful for
better management of the company.
Ethics
There is need for imparting greater ethical orientation to a training and
development program. There is no denial of the fact that ethics are
largely ignored in businesses.
It is his/her duty to enlighten all the employees in the organization
about the need of ethical behavior.

HOW TRAINING BENEFITS GEORGE MAIJO

INDUSTRIES PVT LTD:
Leads to improved profitability and/or more positive attitudes
towards profit orientation.
Improves the job knowledge and skills at all levels of the
organization
Improves the morale of the workforce.
Helps people identify with organizational goals, Helps create a
better corporate image.
Improves relationship between boss and subordinate.
Aids in organizational development, Aids in understanding and
carrying out organizational policies.
Provides information for future needs in all areas of the
organization.
Organization gets more effective decision-making and problemsolving skill.

 Aids in increasing productivity and/or quality of work.

Helps keep costs down in many areas, e.g. production, personnel,
administration, etc.
Develops a sense of responsibility to the organization for being
competent and knowledgeable.
Improves Labor-management relations.
Reduces outside consulting costs by utilizing competent internal
consultation.
Stimulates preventive management as opposed to putting out
fires.
Creates an appropriate climate for growth, communication.
Aids in improving organizational communication.

WORK DONE:

CONCLUSION: