Training & Development

Definitions
According to Campbell, Training refers only to instruction in technical & mechanical operations. Training designed for a short term, stated set purposes. According to Robins, Training is a learning process which seeks a relatively permanent change in behavior that occurs as a result of experience.

Training
Training is a short term learning process which is applications specific intended for improving skills or knowledge which has immediate application to the benefit of the individual as well as for the organization.

Objectives of training
1. 2. 3.
4. 5. 6. 7.

To improve the productivity of employees or workers. To improve the quality of work & product. To enhance & update knowledge of employees in the organization. To promote better opportunity for growth & promotion chances of employees & their employees activities. To secure better health & safety standard. To improve quality of life of employees. To attain competitive advantage. etc

Need Of Training
1) Shortage of skills Skilled & knowledgeable people are always on short supplied & they are too costly to hire from outside. Best alternative is to improve skill & knowledge of existing employees through Training & Development.

2) Technological Obsolescence Growth of technology takes place very fast & render current technology obsolete. Therefore, there is a great need to upgrade technology & training is given according to that. 3) Personnel Obsolescence At the time of recruitment employees possesses a certain amount of knowledge & skill. As time passes their knowledge become obsolete unless it is updated by proper training.

4) Organizational obsolescence. 5) Upgrading ability of threshold workers. 6) Conversion of agregrian labor to industrial workers : Many recruits in developing countries like India are coming from an agricultural background. Though they arent exposed to industrial culture, therefore proper training is required for this purpose.

7) Training by Government : In order to provide better employability chances of unemployed youth, certain government have taken initiative to mobilize the resources available at public & private sectors, to provide training to outside candidates. E.g., apprenticeship training. 8) Human capital : The expenditure involved in training & development are now considered as an investment. This is because, in globalisation it is the knowledge & skill of the employees which determine competitive advantage of the firm.

Principles of training
Training plan. It must be according objectives. Equity & fairness. Appropriateness. Application specific. Upgrading information. Top management support. Centralization. Motivation. to organizational

Identification of Training need

Identification of training is the most common step in designing a training program. This involves a thorough analysis of all operations and functions. This is necessary to find out the problem spots so that proper training program can be designed & prescribed in those which is needed.

Reasons :
Defective design. Defective process. Low productivity. Deterioration of behaviour. Low profitability. Increase in grievances & industrial disputes. Deterioration in quality.

O.O.M analysis
Organizational analysis In this, the goals of organization is studied including organizational culture & philosophy. Operational analysis Here the focus will be on various jobs in order to determine knowledge, skill & ability of the person who is not suitable to discharge his work. This will clearly indicate training needs as applicable in the job with no reference to employee who is employed for the job.

O.O.M analysis continued..

Man analysis Here the analysis focus on the individual who is employed in each job. Here the abilities, skills, attitude & knowledge of the person is studied & compared with those of the job.

Task-description analysis
It consists of following steps : List duties & responsibilities of the job as per Job-description. List the desired performance standard for the job. List actual performance of employee in the job & compare against the standard fixed. Locate problem spot on the work that determine training need of that particular employee. Repeat this to cover all jobs & all employees.

Ad-hoc analysis
This is the method of determining specific needs for training when certain specific problems like the following arises :I. Bottle neck production. II. Repeated cases of delayed delivery. III. Excessive wastages etc.

Originated training

Training need of each department can be assessed from the answers to the following questions :-

Continued
a) What are the task assigned to the department to meet its goal ? b) What behavior is expected from each employees to complete the task ? c) What are the deficiencies ? From the answers to the last question we are in the position to assess the training need of every employee of each department which is known as Alternative training.

Appeal training
Training programme designed & initiative based on such appeal from managers are called appeal training. Following are the warning signals of Appeals Training :I. Fall in production. II. High rejection rate. III. High rate of accident. IV. High range of Internal conflict. V. Up gradation of technology.

Case study methods of determining Training Needs

In that, determination method of training needs vary from organisation to organisation, depending upon the nature of organisation, private or public, size of the organisationmedium or large , nature of businessmanufacturing, trading, consultancy & country of origin.

4. Job description training

J.I.T is for developing efficient supervisor. It consist of the following 4 steps :a) Prepare training (Motivation) b) Present the training programme (Understanding) c) Try-out knowledge & skill learn (Participation) d) Followed up by sign work to the training under closed supetvision ( Application)

Off-the-job training
Class room lectures Conference, seminars, workshop Group discussion & case study method Here several empirical studies are examined in detail to find out general principles based on such studies, group discussion are initiated to derive common lessons. Case of failures & results of investigation are presented & discussed so that preventive steps can be taken.

4. Audio visuals & film shows

5. Simulation/ computer training
Any training activity in which actual working environment is artificially created as near & realistic as possible. When work environment is artificially created by computer program.

6. Vestibule training/School
Employees are trained on their

Program instruction
Program instruction is a structured method of instruction headed through text, hand-outs, books & computers aided instruction. In this case, the instruction material, an information is broken down in meaningful units & arranged in a proper sequence to form a logical method of learning package.

1. Materials of learning are broken down into meaningful modules. 2. Instructors arent key players. 3. No fear of evaluation & criticism. 4. Active interaction between learners & machines. 5. Immediate feedback is available. 6. Training can be undertaken at any time & any place. 7. Learner is highly motivated. 8. Trainee learns at his own pace of learning.

Advantages of programmed Instruction

Disadvantages
1. Impersonality in teaching. 2. Costly method. 3. All type of training cant be given by this method.

Performance appraisal
It may be understood as the assessment of an individuals performance is a systematic way. The performance being measured against factors such as job knowledge, quality & quantity of output, initiatives, leadership ability, supervision dependability, cooperation, judgement, help etc. Assessment should not be confined to past performance alone. Potential of employee for future performance must also be assessed.

Continued
Hence, we can say that performance appraisal is an objective assessment of an Individuals performance against well-defined benchmark.

Objectives of performance appraisal

1. To affect promotion based on competence & performance. 2. To confirm the service of provisional employers. 3. To access the training & development needs of employees. 4. To decide upon a pay arise (salary increment) in an