training - human resource management hrm

Training and Developing Employees: Need for Training,

Systematic Approach to Training, Types of Training,

Training Methods, Evaluation of Training

Deva Pramod V B

M.Sc. Psychology

Department of Psychology

Bharathiar University, India

[email protected]

Human Resource Management

Human Resource Management HRM 2

TRAINING :

• Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.

• Essential for job success

• It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover


FEATURES OF TRAINING

• Increases knowledge and skills

• Focuses attention on the individual job

• Concentrates on individual employees

• Gives importance to short term performance


Training is needed to serve :

• New recruits to perform assigned tasks effectively• To prepare existing employees to for higher level jobs(Promotion)• Helps the existing employees to keep in touch with latest

developments• Permits employees to cope to move from one job to another

(transfers)• To make employees more versatile, mobile, flexible• To gain acceptance from peers


Training Vs. Development

Training• Concerned with teaching specific job related skills and behaviour• One shot deal• Result of Management initiative

Development• Future oriented training, focusing on the personal growth of the employee• Aims at improving the total Personality of an individual• Ongoing, continuous process• Result of Internal Motivation


Training Vs. Education

Training is job oriented (skill) learning, practice based and company specific

Education• A process of increasing the General Knowledge• A person-oriented, theory-based knowledge whose main purpose is

to improve the understanding of a particular subject (a kind of conceptual learning).


Checklist to avoid Training PitfallsHere is a checklist to avoid training pitfalls• Attempting to teach too quickly• Trying to teach too much• Viewing all trainees as the same• Not providing time to practice• Providing a pat on back• Not frightening the employee


Learning Principles: The Philosophy of TrainingTraining efforts are invariably based on certain learning oriented

guidelines:• Modelling• Motivation• Reinforcement• Feedback• Spaced practice• Whole Learning• Active Practice


Applicability of Training

• Training should be as real as possible so that trainees can successfully transfer the new knowledge to their jobs

• Training situations should be set up so that trainees can visualize and identify with the types of situations they can come across on the job


Environment

• Plays a major role in Training

• Workers who are exposed to training in comfort environments with adequate, well spaced rest periods are more likely to learn than employees whose training conditions are less than ideal

• Employees learn faster in comfortable environments


Areas Of Training

Training is generally offered in the following areas

Knowledge Technical Skills

Social Skills Techniques


Types Of Training

There are many approaches to Training. The various types of training that are commonly employed in present-day organisations include :• Skills Training• Refresher Training• Cross-Functional Training• Team Training• Creativity Training

o Breaking awayo Generate new ideaso Delaying Judgement

• Diversity Training• Literacy Training


A Systematic Approach to Training• A systematic approach to training would consist of three phases:

training needs assessment, implementation and evaluation

Assessment Implementation Evaluation

• Determining Training Needs

• Identifying Training Objectives

• Select training methods

• Conduct training

• Compare or evaluate training Outcomes against Criteria


Training Needs Assessment

• Training needs can be identified through the following types:

Organizational Analysis• Analysis of Objectives• Resource Utilization Analysis• Environmental Scanning• Organizational Climate Analysis

Task or Role Analysis

Person Analysis


Training Methods• Usually by the location of instruction• On the Job Training is provided when the workers are taught relevant knowledge, skills

and abilities at the actual work place.• Off the Job Training requires the trainees learn at a location other than the real work spot.• Widely used training method includes:

1) Job Instruction Training (JIT)

2) Coaching

3) Mentoring

4) Job Rotation

5) Apprenticeship Training

6) Committee Assignments


Job Instruction training (JIT)

• Developed during World War II• Four step instructional process

o Training directly received on the jobo Trainee receives an overview of the jobo Trainer actually demonstrates the job and the trainee is asked to copy the

trainer’s way. o The trainee, finally, tries to perform the job independently


Merits and demerits of JIT• Merits includes:

• Trainee learns fast through practice and observation.• Economical as it does not require any special settings. Also mistakes can be corrected

immediately.• The trainee gains confidence quickly as does the work himself in actual setting with help

from supervisor.• It is most suitable for unskilled and semi-skilled jobs where the job operation are simple;

easy to explain and demonstrate with in a short span of time.

• Demerits includes: • The trainee should be as good as the trainer. If the trainer is not good, transference of

knowledge and skills will be poor.• While learning, trainee may damage equipment, waste materials, cause accidents

frequently.• Experienced workers cannot use the machinery while it is being used for training.


Coaching

• Continuous process of learning by doing

• 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

• Mentoring is a relationship in which a senior manager in an organization assumes the responsibility for grooming a junior person

• Technical, interpersonal and political skills are generally conveyed in a relationship from the more experienced person.

• Main objective of mentoring is to help an employee attain psychological maturity and effectiveness and get integrated with the organization


Merits and Demerits of Mentoring

Merits include: • There is an excellent opportunity to learn.• Constant guidance helps the mentee to be on track, using facilities to good

advantage.

Demerits include:• It may be create feelings of jealousy among quickly through continuous

interaction. Other workers, who are not able to show equally good performance. • If members from overly strong bonds with trainees, unwarranted favouritism

may result. This can have a demoralizing effect on other workers, affecting their work performance in a negative way.


Job Rotation

• Training involves the movement of trainee from one job to another

• Helps to understand a general idea about functions in an organization

• As a measure of relieving boredom

• Helps to develop rappot among individuals in an organization


Merits of Job Rotation: • Improves participant’s job skills, job satisfaction• Provides valuable opportunities to network within the organization • Offers faster promotions and higher salaries to quick learners• Lateral transfers may be beneficial in rekindling enthusiasm and

developing new talents Demerits of Job Rotation: • Increased workload for participants.• Constant job change may produce stress and anxiety.• Mere multiplication of duties do not enrich the life of a trainee.• Development costs may shoot up when trainees commit mistakes,

handle tasks less optimally


Apprenticeship Training

• An internship is a kind of on-the-job training that usually combines job training with classroom instructions in trade school, colleges and universities

Committee Assignments

• In this method, trainees are asked to solve an actual organizational programme working along with other trainees.


Off-the-Job Methods

Off-the-Job Methods include:

• Vestibule Training

• Role Playing

• Lecture Method

• Conference or Discussion Method

• Programmed Instruction


Evaluation of a Training Programme• The process of Training Evaluation can be defined as “ any attempt to

obtain information on the effects of training performance and to assess the value of training in the light of that information”• Five levels of Evaluation :

1) Reactions2) Learning3) Job Behavior4) Organization5) Ultimate Value


Methods of Evaluation

Various methods can be used to collect data on the outcomes of training. Some of the commonly used methods are:

Questionnaires Tests Interviews Studies Human Resource Factors Cost Benefit Analysis Feedback


Keywords

• Training

• Need For Training

• Areas of Training

• Types of Training

• Methods of Training

• A Systematic Approach To Training

• On The Job Training Methods

• Off The Job Training Methods

• Evaluation of A Training Programme


REFERENCES

Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005


Thank You

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