training & deveolpment

8/10/2019 Training & Deveolpment

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Training Methods:

1. On the job training Off the job training

2. Job rotation Classroom method

3. Planned progression Simulation

4. Coaching and counseling Business games

5. Under study Committees6. Junior boards Conferences

7. Readings

8. In-basket training

1. On the job method :-

On the job method refers to training given to personnel inside the company.

Off the job training method :-

Off the job training refers to method of training given outside the company

2. Job rotation :-

This method enables the company to train managerial personnel in departmentalwork. They are taught everything about the department. Starting from the lowest

level job in the department to the highest level job. This helps when the person

takes over as a manager and is required to check whether his juniors are doing the

job properly or not. Every minute detail is studied.

3. Planned progression :-

In this method juniors are assigned a certain job of their senior in addition to their

own job. The method allows the employee to slowly learn the job of his senior so

that when he is promoted to his senior job it becomes very easy for him to adjust to

the new situation. It also provides a chance to learn higher level jobs.

4. Coaching and counseling :-Coaching refers to actually teaching a job to a junior. The senior person who is the

coach actually teaches his junior regarding how the work must be handled and how

decisions must be taken, the different techniques that can be used on the job, how

to handle pressure. There is active participation from the senior.

Counseling refers to advising the junior employee as and when he faces problems.

The counselor superior plays an advisory role and does not actively teach employees.

5. Under study :-

In this method of training a junior is deputed to work under a senior. He takes orders

from the senior, observes the senior, attends meetings with him, learns about

decision making and handling of day to day problems. The method is used when the

senior is on the verge of retirement and the job will be taken over by the junior.

6. Junior board :-

In this method a group of junior level managers are identified and they work

together in a group called junior board. They function just like the board of directors.

They identify certain problem, they have to study the problem and provide

suggestions. This method improves team work and decision making ability. It gives

an idea about the intensity of problem faced by the company. Only promising and

capable junior level managers are selected for this method.


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7. Readings :-

This method involves encouraging the trainee manager to increase his reading

related to his subject and then ask him to make a presentation on what he has

learned. Information can be collected by trainee manager from books, magazines

and internet etc.

8. In basket training :-

In this method the training is given to the manager to handle files coming in and to finish

his work and take decisions within a specified time limit. The trainee manager is taught how

to prioritize his work, the activities which are important for his job and how to take

decisions within limited time limit.

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Steps of training

Determining training need of employeeSelect a target group for trainingPreparing trainersDeveloping training packagesPresentationPerformanceFollow up

1. Determining training needs of employee :-

In the very 1st step of training procedure, the HR department, identifies thenumber of people required training, specific area in which they need training, theage group of employee, the level in organization etc.

2. Selecting target group :-Based on information collected in step 1 the HR department divides employee intogroups based on the following.

Age groupi. The area of trainingii. Level in the organizationiii. The intensity of training etc.

3. Preparing trainers :-Once the employees have been divided into groups, the HR department arrangesfor trainers. Trainers can be in house trainers or specialized trainers from outside.The trainers are given details by HR department.

4. Preparing training packages :-Based on the information provided by trainers, he prepares entire training schedule


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i.e. number of days, number of sessions each day, topics to be handled each dayetc

5. Presentation :-On the first day of training program the trainer introduces himself and specifies theneed and objective of the program and then actually stars the program.

6. Performance :-At the end of training program the participants reports back to their office orbranches. They prepare report on the entire training program and what they havelearned.

7. Follow up :-Based on the em0ployee performance, after training, the HR department is able toidentify what is exactly wrong with training program and suitable correction ismade.

ISSUES of Training & Development

Time onstraints

Who has time to train? Assigning a mentor is a good idea, but how can you be assured that

that mentor is giving your other employees the proper training?

High Rate of Turnover

So, you give employee training to your new employees, but how do you guarantee that they

wont take that training and move on? Then you have to begin again with another new hire.

Overwhelming employees with too much information

You have safety training, program training, procedure trainingnot only new employees,

but seasoned employees alike can be inundated with too much training. How do you

prioritize and manage a training program?

Inexperienced employees

You hired someone who you know is right for the job, but theyre fresh out of college and

while they may be somewhat knowledgeable, theyre not necessarily trained for the actual

job, or the work environment in general.


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The uniqueness of each employee

Each of your employees is different and the way they learn is different, too. How can you be

assured that each of your employees is retaining the information that theyre being trained

on?

Learning Theories in Training & Deveolpment:

Different theories explain the process by which we acquire patterns of behavior.

Classical conditioning:A type of conditioning in which an individual responds tosome stimulus that would not ordinarily produce such a response.

Operant conditioning:A type of conditioning in which desired voluntary behavior

leads to a reward or prevents punishment.

Behaviourism : A theory that argues that behavior follows stimuli in a relatively

unthinking manner.

Social Learning Theory:The view that people can learn through observation and

direct experience.

Shaping behavior:Systematically reinforcing each successive step that moves an

individual closer to the desired response.


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Need Assessment Methods:

Organizational Analysis:

Organizational analysis examines where training is needed in the organization and under what

conditions the training will be conducted. It identifies the knowledge, skills, and abilities that

employees will need for the future, as the organization and their jobs evolves or changes.

HR and line management also need to anticipate and plan for changes. Three such changes

that should be carefully considered are:

Future skill needs

Labor pool

Changes in laws and regulations

Individual Analysis:Individual Analysis targets individual employees and how they perform in their jobs. Using

information or data from an employees performance review in determining training program

needs is the most common method. If an employees review reveals deficiencies, training can

be designed to help the employee meet the performance standard.

Employees can also be surveyed, interviewed or tested to determine their training needs. They

can indicate problems they have or provide recommendations to solve problems. These

interviews can be conducted on an individual basis or in a group setting.

Task Analysis:

Task analysis begins with job requirements and compares employee knowledge and skills todetermine training needs. Examining job descriptions and specifications provide necessary

information on expected performance and the skills employees need to accomplish their work.

Any gaps between performance and job requirements indicate a need for task training.

A good task analysis identifies:

Tasks that have to be performed.

Conditions under which tasks are to be performed.

How often and when tasks are performed. Quantity and quality of performance required.


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Personal development or Self Development:

Personal developmentincludes activities that improve awareness and identity, develop

talents and potential, build human capital and facilitate employability, enhance quality of life

and contribute to the realization of dreams and aspirations. The concept is not limited

toself-helpbut includes formal and informal activities for developing others in roles such as

teacher, guide, counselor, manager, life coach or mentor. When personal development

takes place in the context of institutions, it refers to the methods, programs, tools,

techniques, and assessment systems that support human development at the individual

level in organizations.

Personal development includes the following activities:

improvingself-awareness

improvingself-knowledge improving or learning newskills

becoming a self-leader[2]

building or renewingidentity/self-esteem

developing strengths ortalents

improving wealth. identifying or improvingpotential

building employability orhuman capital

Training Needs for Entrepreneurs

The following are the most commonly cited objectives of entrepreneurship education

and training programmes:

to acquire knowledge germane to entrepreneurship;

to acquire skills in the use of techniques, in the analysis of business situations,

and in the synthesis of action plans;

to identify and stimulate entrepreneurial drive, talent and skills;

to undo the risk-adverse bias of many analytical techniques; to develop empathy and support for all unique aspects of entrepreneurship;

to devise attitudes towards change;

to encourage new start-ups and other entrepreneurial ventures.
http://en.wikipedia.org/wiki/Self-helphttp://en.wikipedia.org/wiki/Self-helphttp://en.wikipedia.org/wiki/Self-helphttp://en.wikipedia.org/wiki/Self-awarenesshttp://en.wikipedia.org/wiki/Self-awarenesshttp://en.wikipedia.org/wiki/Self-awarenesshttp://en.wikipedia.org/wiki/Self-knowledge_(psychology)http://en.wikipedia.org/wiki/Self-knowledge_(psychology)http://en.wikipedia.org/wiki/Self-knowledge_(psychology)http://en.wikipedia.org/wiki/Skillshttp://en.wikipedia.org/wiki/Skillshttp://en.wikipedia.org/wiki/Skillshttp://en.wikipedia.org/wiki/Personal_development#cite_note-Self-Leader-2http://en.wikipedia.org/wiki/Personal_development#cite_note-Self-Leader-2http://en.wikipedia.org/wiki/Personal_development#cite_note-Self-Leader-2http://en.wikipedia.org/wiki/Identity_(social_science)http://en.wikipedia.org/wiki/Identity_(social_science)http://en.wikipedia.org/wiki/Self-esteemhttp://en.wikipedia.org/wiki/Self-esteemhttp://en.wikipedia.org/wiki/Self-esteemhttp://en.wikipedia.org/wiki/Skillhttp://en.wikipedia.org/wiki/Skillhttp://en.wikipedia.org/wiki/Skillhttp://en.wikipedia.org/wiki/Human_potential_movementhttp://en.wikipedia.org/wiki/Human_potential_movementhttp://en.wikipedia.org/wiki/Human_potential_movementhttp://en.wikipedia.org/wiki/Human_capitalhttp://en.wikipedia.org/wiki/Human_capitalhttp://en.wikipedia.org/wiki/Human_capitalhttp://en.wikipedia.org/wiki/Human_capitalhttp://en.wikipedia.org/wiki/Human_potential_movementhttp://en.wikipedia.org/wiki/Skillhttp://en.wikipedia.org/wiki/Self-esteemhttp://en.wikipedia.org/wiki/Identity_(social_science)http://en.wikipedia.org/wiki/Personal_development#cite_note-Self-Leader-2http://en.wikipedia.org/wiki/Skillshttp://en.wikipedia.org/wiki/Self-knowledge_(psychology)http://en.wikipedia.org/wiki/Self-awarenesshttp://en.wikipedia.org/wiki/Self-help


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Approaches for

Because entrepreneurs are typically innovative business professionals who begin their ownventures, training requirements are diverse and vary from field to field.

Formal Education

A bachelor's degree in business administration or entrepreneurship is ideal for entrepreneurs

in all areas of business. Most programs offer general business administration programs with

studies in entrepreneurship, while others offer bachelor's degree programs exclusively

focused on entrepreneurial studies.

Job Experience

There are no standard job experience requirements for entrepreneurs. Most entrepreneurs

obtain several years of experience in an industry of interest and use that experience to gain

business knowledge and establish a platform for their own business entity.

Licenses and Certifications

Entrepreneurs are not required to be licensed or certified. Instead, career opportunities for

entrepreneurs depend on formal education, business experience and presentation of business

concepts.

Workshops and Seminars

Several large organizations offer workshops, conferences and training seminars to

entrepreneurs.

Professional Development

To improve management abilities and advancement opportunities, entrepreneurs can pursue

a Master of Business Administration (MBA).

Self-Directed Learning

Self-Directed Learning is any increase in knowledge, skill or performance pursued by any

individual for personal reasons employing any means, in any place at any time at any age.


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Self-directed learning is much more than students doing what they want, when they want. It is

a shift in learning where the learner takes on responsibility for his or her learning.

The Major Programs of SDL

The first principle is that programs should be congruent with a life of learning, the

natural ways we learn and the unique methods by which each of us learns best. The second principle is that programs should be adapted to the maturation,

transformations and transitions experienced by students.

The third principle is that programs should be concerned with all aspects of a full life.

The fourth principle is that learning in SDL programs should employ a full range of

human capacities, including our senses, emotions and actions as well as our intellects.

The fifth principle is that SDL activities should be conducted in settings suited to their

development

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