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Training is a Bedrock of Success

 Training is the most important sub-system of HRD.

 Training is the act of increasing the knowledge & skill


of an employee for doing a particular job.

 It is a short term educational process.

 It utilizes systematic & organized procedure by which


employees learn technical knowledge & skills for a
definite purpose.

 Definition-
◦ “The organized procedure by which people learn knowledge
&/or skill for a definite purpose.”
Training Development

1. Technical Skills 1. Managerial & behavioral Skills

2. Specific job related 2. Conceptual & general


knowledge

3. Short term 3. Long term

4. Mostly technical & non- 4. Mostly managerial personnel


managerial personnel
 To match the employee specifications with the job requirements & organizational needs.

 Organizational viability & the transformation process.

 Technological advances.

 Organizational complexity.

 Human relations.

 Change in the job assignment.

 Increase productivity.
 Improve quality.
 Improve organizational climate.
 Improve health & safety.
 Minimize resistance to change.
 Assessment is done on the basis of Organizational
analysis & Manpower analysis.

 Organizational Analysis- Methods


◦ Organizational goals & objectives.
◦ Personnel/skill Inventories.
◦ Exit interviews.
◦ Organizational climate.
◦ Quality circles.
◦ Customer survey/satisfaction.
◦ Consideration of current & projected changes.
 Manpower Analysis- Methods
◦ Performance appraisal.
◦ Work sampling.
◦ Interviews.
◦ Questionnaires.
◦ Attitude survey.
◦ Training progress.
◦ Observation of behavior.
◦ Test or Examination.

 Assessment at three diff. levels.


◦ Individual training needs.
◦ Group training needs.
◦ Organizational needs.
 On the Job:
◦ Job Rotation
◦ Job Coaching
◦ Job Instruction
◦ Internships/Apprenticeship

 Off the Job:


◦ Vestibule Training
◦ Role Play
◦ Lecture Method
◦ Conference or Discussion
◦ Programmed Instruction
 Increased Productivity

 Heightened Morale

 Reduced Supervision

 Reduced Accidents

 Increased Organizational Stability


 Any attempt to obtain information on the effects of training
performance & to assess the value of training in the light of
that information.

 Five levels of evaluation-


◦ Reactions – about the usefulness, depth, method of presentation,
teaching methods.

◦ Learning – Ability- trainer’s & trainee’s to teach & learn, quantity &
time of learning.

◦ Job behavior

◦ Organization – productivity, quality, morale, sales etc.

◦ Ultimate Value – contributions to company goals – survival, growth,


profitability, etc. & individual goals.
 Immediate assessment of reactions.

 Trainees observation.

 Expectations before & after.

 Superiors opinion about job performance.

 Skill level before & after.

 Job behavior.

 Measurement of levels in absenteeism, turnover, wastage,


accidents.
 Is a systematic process of growth & development by which
the managers develop their abilities to manage.

 It is concerned with improving the performance of the


managers by giving them opportunities for growth &
development.

 Manager – is a person who manages work, work place &


workers.
 But in today’s scenario any person can be manager, So MD.

 Skills for managers- Conceptual, human relation &


technical skills.
 Dignity
 Forgiveness
 Gratitude
 Gentleness – calmness, kindness
 Humility - humbleness
 Honesty – sincerity, truthfulness
 Loyalty – trust, devotion
 sharing
 To overhaul (renovate) management machinery.
 To improve performance of managers.
 To identify persons with required potentials & prepare them for
senior positions.
 To increase morale.
 To increase versatility.
 To improve thought process & analytical ability.
 To broaden the outlook.
 To develop skills in human relations.
 To stimulate creative thinking.
 To develop managerial skills in techno-managers.

 To develop professionalism.

 To develop the managers to face the upcoming


challenges emerging because of LPG.

 To combat with the new concepts like TQM, all HR


Practices.
 Assessment of development needs of each manager through
performance analysis.
 Decentralization of responsibilities to develop managers.
 Integration of Career planning & development with MD.
 Motivation & Empowerment.
 Should be a continuous process.
 Content of the programme should be need based.
 Should concentrate on latest management concepts &
practices.
◦ On the Job-
 Job Coaching
 Job Rotation
 Under Study
 Multiple Management

◦ Off the Job-


 Case Study
 Role Play
 Business Game
 Sensitivity training
 Conferences
 Lectures
 Behavior Modeling