Dr.

ANJU DWIVEDI SHUKLA

 INTRODUCTION

Training is a planned programme designed to improve performance

and bring about measurable changes in knowledge, skills, attitude
and social behaviour of employees.

Features of Training
 Increases knowledge and skills for doing a particular job
 Focuses attention on the individual job.
 Concentrates on individual employees
 Gives importance to short term performance

Training is essential for job success. It can lead to higher

production, fewer mistakes, greater job satisfaction and lower
turnover.

Training
 Training vs. Development

Training
 Training vs. Education

Training
 IMPORTANCE OF TRAINING
BENEFITS TO THE BUSINESS
 More efficient work
Wastage is eliminated to a large
extent
 Close supervision is not
necessarily needed on workers
 Good use of materials, tools and
equipments
 More loyal to an organization
BENEFITS TO THE EMPLOYEES
 Find employment more easily
 Higher production with less
effort
 Secure promotions easily
 More mobile and pursue career
goals actively
 High morale
 Fewer mistakes
 Greater job satisfaction
 Lower labour turnover
 Learning Principles: The Philosophy
of Training
Training efforts are invariably based on certain learning oriented guidelines:
 Modeling: It is simply copying someone else's behavior. (like showing the
videotapes of desired behavior while at work)
 Motivation: For learning to happen, it is important to motivate the trainee first.
 Reinforcement: If behavior is rewarded, it probably will be repeated.
Positive reinforcement consists of rewarding desired behaviors.
 Feedback: Feedback helps an employee find where he stands. People learn
best if feedback is given as soon as possible.
 Spaced practice: Learning takes place easily if the practice sessions are
spread over a period of time.
 Whole learning: Employees learn better if the job information is given as an
entire logical process.
 Active practice: Learning is enhanced when trainees are provided ample
opportunities to repeat the task.

Training
 Areas And Types of Training

The various types of training that are commonly employed in

present-day organisations may be listed thus.
Types of training
 Skills training: here certain basic skills like reading, writing,
computing, speaking, listening, problem solving etc are taught
 Refresher training: here the focus is on short term courses that
would help employees learn about latest developments in their
respective fields
 Cross functional training: this helps employees perform
operations in areas other than their assigned job.
 Team training: this is concerned with how team members should
communicate with each other, how they should cooperate to get
ahead, how they should handle conflictful situations, how to find their
way using collective wisdom etc.

Training
 Creativity training: this helps employees to think
unconventionally, break the rules, take risks, go out of the
box and develop unexpected solutions.
 Diversity training: it aims to create better cross cultural
sensitivity with the aim of fostering more harmonious
and fruitful working relationships among a firm's
employees
 Literacy training: this is generally offered to those
employees with weak reading, writing or arithmetic skills.
 Orientation training: in this, new hires get a first hand
view of what the company stands for, how the work is
carried out and how to get along with colleagues.
 A Systematic Approach To Training

A systematic approach to training would consist of three phases: training

needs assessment, implementation and evaluation

Training needs assessment

Training efforts must aim at meeting the needs of the organisation and the
individual employees. This, essentially, involves three types of analysis:
a. Organisational analysis: This is a study of the entire organisation in
terms of its objectives, utilisation of resources to achieve objectives etc.
 Analysis of objectives
 Resource utilisation analysis
 Environmental scanning
 Organisational climate analysis

Training
 Training needs assessment

b. Task or role analysis: this is a detailed examination of a job, its

components, its various operations and conditions under which it has to
be performed.

c. Person analysis: here the focus is on the individual in a given job;

whether training is needed, whether the employee is capable of being
trained, and the areas where the training is needed. 00

Training
 Data sources used in training needs
assessment
Organisational Analysis Task Analysis Person Analysis
Organisational goals and objectives Job descriptions Performance data or appraisals
Personnel inventories Job specifications Work sampling
Skills inventories Performance standards Interviews
Organisational climate analysis Performing the job Questionnaires
Efficiency indexes Work sampling Tests (KASOCs)
Changes in systems or subsystems Reviewing literature on Customer/employee
(e.g., equipment) the job attitude surveys
Management requests Asking questions about Training progress
the job
Exit interviews Training committees Rating scales
MBO or work planning systems Analysis of operating CIT
problems
Customer survey/satisfaction data Diaries
Devised situations (e.g., role
play)
Assessment centers
MBO or work planning systems

Training
 Training needs assessment

d. Identify training objectives: Training objectives can be of three

types

Objectives of training
OBJECTIVE

Innovative Problems Solving Regular

 Anticipating problems  Training clerks to  Orientation
before they occur reduce complaints
 Team building  Training supervisors  Recurring training of
sessions with the in communications interviewers
departments to reduce grievances
 Refresher courses on
safety procedures

Training
 Training needs assessment

e. Training methods: Formal training methods include on the job training

covering job instruction training, coaching, mentoring, job rotation,
apprenticeship training, committee assignments etc and off the job
training including lectures, conference, simulation exercises and
programmed instruction.
f. Evaluation: Evaluation helps in controlling and correcting the training
programme.

Training
 On The Job Training Methods

 Job instruction training (JIT): This is training

directly received on the job. It consists of four steps.
1) PRESENT OVERVIEW:- In this, the trainee receives an
overview of the job.
2) DEMONSTRATE & SHOW THE WAY:- In this, the trainer
actually demonstrates the job to the employee.
3) COPY & HANDLE THE JOB INDEPENDENTLY:- In this,
the trainee is asked to copy the trainer’s way.
4) FOLLOW-UP:- Finally, the trainee, tries to perform the job
independently.

Training
 On The Job Training Methods
 Coaching: Here the supervisor explains things and answers questions;
throws light on why things are done the way they are; offers a model for
trainees to copy, conducts lot of decision making meetings, and allows
trainees freedom to commit mistakes and learn .Coaching, thus, requires
lot of teaching skills.

 Mentoring: The use of an experienced person to teach and train

someone with less knowledge and experience in a given area is known
as mentoring. The mentor nurtures, supports and guides the efforts of
young persons by giving appropriate information, feedback and
encouragement whenever required.

Training
 Functions of Mentoring

Good mentors...... Good mentees......

 Listen and understand
 Challenge and stimulate
learning
 Coach
 Build self-confidence
 Provide wise counsel
 Teach by example
 Act as role model
 Share experiences
 Offer encouragement
 Listen
 Act on Advice
 Show commitment to learn
 Check ego at the door
Successful  Ask for feedback
Mentoring
 Are open minded
 Are willing to change
 Are proactive

Training
 On The Job Training Methods

 Job rotation: This kind of training involves the movement of trainee from
one job to another.

 Apprenticeship training: Most craft workers such as plumbers,

carpenters etc are trained through formal apprenticeship programes. In
this method, the trainees are put under the guidance of a master worker
typically for 2-5 years.

 Committee assignments: In this method, trainees are asked to solve an

actual organizational program working along with other trainees.

Training
 Off The Job Training Methods
 Vestibule training: It occurs off the job on equipment or methods that
are highly similar to those used on the job.

 Role playing: This is a development technique requiring the trainee to

assume a role in a given situation and act out behaviours associated with
that role.

 Lecture method: Here the instructor organises the study material on a

specific topic and offers it to a group of trainees in the form of a talk.

 Conference or discussion method: In this method the trainer delivers

a lecture and involves the trainees in a discussion so that the doubts
about the job to be undertaken get clarified.

 Programmed instruction: This is an approach that puts material to be

learned into highly organised logical sequences that require the trainees
to respond
Training
 Virtual organization and E-learning- a temporary
network of companies that come together quickly to
exploit fast changing opportunities ICICI, HP, FedEx,
Delta Airlines.
 Behaviorally Experienced Training- focus on
emotional and behavioral learning. Learn about
behavior by role playing. Business games, cases,
incidents, GD and shot assignments.
 Evaluation of A Training Programme

Training can be evaluated at five levels: reaction, learning, behaviour,

organisation and results.
Important decision points in training evaluation may be listed thus;

Important decision points in planning

training evaluation
 Should an evaluation be made?
 Who should evaluate?
 What is the purpose of evaluation?
 What will be measured?
 How comprehensive will the evaluation be?
 Who has the authority and responsibility?
 What are the sources of data?
 How will the data be collected and evaluated?
 How will the data be analysed and reported?

Training
Process of training evaluation
 Before Training- In this the learner’s skill and knowledge
are assessed before the training programme.
 During Training- It is the phase at which instruction is
started. This phase usually consist of short tests at regular
intervals.
 After Training- It is the phase when learner’s skill and
knowledge are assessed again to measure the effectiveness
of the training, to determine if the training has had the
desired effect at the individual department and
organizational levels.
Levels of training evaluation
 Reactions- Trainee’s reaction to overall usefulness of the training
 Learning- Training programme, trainer’s ability and trainee’s
ability are evaluated on the basis of quantity of content learned
and time in which it is learned and ability to apply it.
 Job Behavior- This evaluation includes the manner and extent to
which the trainee has applied his learning.
 Organization- It measures the use of training, learning and
change in the Job Behavior in the form of increased productivity,
quality, sales, etc.
 Ultimate Value- It is the measurement of ultimate result of the
contributions of the training programme to the company goal
like survival, growth, profitability, etc and to individual goal.
 Methods of evaluation

 Questionnaires
 Tests
 Interviews
 Studies
 Human resource factors
 Cost benefit analysis
 Feedback

Training