TRAINING

Training is concerned with imparting developing specific skills for a particular

purpose. Training is the act of increasing the skills of an employee for doing a
particular job. Training is the process of learning a sequence of programmed
behavior.
In earlier practice, training programmed focused more on preparation for improved
performance in particular job. Most of the trainees used to be from operative levels
like mechanics, machines operators and other kinds of skilled workers. When the
problems of supervision increased, the steps were taken to train supervisors for
better supervision.
Definition
According to Flippo, Training is the act of increasing the knowledge and skills of
an employee for doing a particular job.
Training involves the development of skills that are usually necessary to perform a
specific job. Training makes newly appointed employees fully productive in lesser
time. Training is equally necessary for the old employees whenever new machines
and equipment are introduced and/or there is a change in the techniques of doing
the things.
TRAINING-DEFINED
It is a learning process that involves the acquisition of knowledge, sharpening of
skills, concepts, rules, or changing of attitudes and behaviors to enhance the
performance of employees.
Training is activity leading to skilled behavior.
Its not what you want in life, but its knowing how to reach it
Its not where you want to go, but its knowing how to get there
Its not how high you want to rise, but its knowing how to take off
It may not be quite the outcome you were aiming for, but it will be an outcome
Its not what you dream of doing, but its having the knowledge to do it
It's not a set of goals, but its more like a vision
Training is about knowing where you stand (no matter how good or bad the
current situation looks) at present, and where you will be after some point of time.
Training is about the acquisition of knowledge, skills, and abilities (KSA) through
professional development.

 DEVELOPMENT

Management development is all those activities and programmed when recognized

and controlled have substantial influence in changing the capacity of the individual
to perform his assignment better and in going so all likely to increase his potential
for future assignments. Development an activity designed to improve the
performance of existing managers and to provide for a planned growth of
managers to meet future organizational requirements is management development.
Thus, management development is a combination of various training programmed,
though some kind of training is necessary, it is the overall development of the
competency of managerial personal in the light of the present requirement as well
as the future requirement.
DEVELOPMENT DEFINED
It helps the individual handle future responsibilities, with less emphasis on present
job duties. Developing the employees capabilities so that they may be able to
discover their potential and exploit them to full their own and organizational
development purpose developing an organizational culture where superior
subordinate relationship, team work, and collaboration among different sub units
are strong and contribute to organizational wealth, dynamism and pride to the
employees.
Management development is based on following on assumptions.
Management development is a continuous process. It is not one shot
programme but continues though out the career of a manager.
Management development is any kind of learning, is based on the
assumption that there, always existing a gap between an individuals
performance and his potential for the performance.
Management development seldom takes place in completely peaceful and
relaxed atmosphere.
Management development requires clear setting of goals.

Difference between training &

development
Training

Development

1.
Training means learning skills and Development refers to the growth of an
knowledge for doing a particular employee in all respects. It is more
job and increases skills required for concerned with shaping the attitudes.
a job.
2.
Training generally imparts specific Development is more general in nature
skills to the employees.
and aims at overall growth of the
executives.
3.
Training
is
concerned
with Development builds up competences for
maintaining and improving current future performance and has a long-term
job performance. Thus, it has a perspective
short-term perspective.
4.
Training is job centered in nature.

Development is career centered in

nature.

5.
The role of trainer or supervisor is All development is self development
very important in training.
and the executive has to be internally
motivated for the same.

IMPORTANCE OF TRAINING AND

DEVELOPMENT
Optimum Utilization of Human Resources
Training and Development helps in optimizing the utilization of human
resource that further helps the employee to achieve the organizational goals

as well as their individual goals.

Development of Human Resources
Training and Development helps to provide an opportunity and broad
structure for the development of human resources technical and behavioral
skills in an organization. It also helps the employees in attaining personal
growth.
Development of skills of employees
Training and Development helps in increasing the job knowledge and skills
of employees at each level. It helps to expand the horizons of.
Productivity
Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
Team spirit
Training and Development helps in inculcating the sense of team work, team
spirit, and inter-team collaborations. It helps in inculcating the zeal to learn
within the employees.
Organization Culture
Training and Development helps to develop and improve the organizational
health culture and effectiveness. It helps in creating the learning culture
within the organization.
Organization Climate
Training and Development helps building the positive perception and feeling
about the organization. The employees get these feelings from leaders,
subordinates, and peers.
Quality
Training and Development helps in improving upon the quality of work and
work-life.
Healthy work environment
Training and Development helps in creating the healthy working
environment. It helps to build good employee, relationship so that individual
goals aligns with organizational goal.
Health and Safety
Training and Development helps in improving the health and safety of the

organization thus preventing obsolescence.

Morale
Training and Development helps in improving the morale of the work force.
Image
Training and Development helps in creating a better corporate image.
Profitability
Training and Development leads to improved profitability and more
positive attitudes towards profit orientation.
Training and Development aids in organizational development i.e. Organization
gets more effective decision making and problem solving. It helps in understanding
and carrying out organizational policies
Training and Development helps in developing leadership skills, motivation,
loyalty, better attitudes, and other aspects that successful workers and managers
usually display.

Need for Training

The Employee specifications with the job requirements and organizational
needs:
Management finds deviations between employee present specifications and the job
requirements and organizational needs. Training is needed to fill these gaps by
developing and making the employees skills knowledge, attitude, behavior etc., to
the turn of the job requirement and organization.
Organizational variability and the transformation process:
The primary goal of the organization is that their viability is continuously
influenced by environments pressure. If the organization does not adapt itself to the
changing.
Technological Advances:
Every organization in order to survive ad to be effective should adopt the latest
technology, i.e. mechanization, computerization and automation. Adoption of latest

technological means and methods will not be complete o enrich tem in the areas of
changing technical skills and knowledge from time to time.
Organizational Complexity:
With the emergence of increased mechanism and automation manufacturing of
multiple products and by-products or dealing in services of diversified lines,
extension of operations, to various regions of the country or in overseas countries,
organizations of most of the companies has become complex. They create him
complex problems of co-ordination and integration of activities adaptable to the
expanding and diversifying situations. This situation calls for training in the skills
of co-ordination, integration and adaptability to the requirements of growth,
diversification and expansion.
Human Relations:
Trends in approach towards personnel managers has changed from the commodity
approach to partnership, crossing the human relations approach. So today
management of most of the organization has to maintain human relations besides
maintaining sound industrial relations although hitherto the managers are not
accustomed to deal with the workers accordingly. So training in human relations is
necessary to deal with the human problems including alienation interpersonal and
inter group conflicts etc.
The need for the training also arises to:

Increase Productivity
Improve quality of the product/Service
Help a company to fulfill its future personnel needs.
Improve organizational climate
Prevent obsolescence
Effect personal growth
Minimize the resistance to change and
To act as mentor

IMPORTANCE OF TRAINING OBJECTIVES

Training objectives are one of the most important parts of training program. While
some people think of training objective as a waste of valuable time. The
counterargument here is that resources are always limited and the training

objectives actually lead the design of training. It provides the clear guidelines and
develops the training program in less time because objectives focus specifically on
needs.
Training objective tell the trainee that what is expected out of him at the end of the
training program. Training objectives are of great significance from a number of
stakeholder perspectives,
1) Trainer
2) Trainee
3) Designer
4) Evaluator
1 Trainer
The training objective is also beneficial to trainer because it helps the trainer
to measure the progress of trainees and make the required adjustments. Also,
trainer comes in a position to establish a relationship between objectives and
particular segments of training.
2 Trainee
The training objective is beneficial to the trainee because it helps in reducing
the anxiety of the trainee up to some extent. Not knowing anything or going to a
place which is unknown creates anxiety that can negatively affect learning.
Therefore, it is important to keep the participants aware of the happenings,
rather than keeping it surprise.
Secondly, it helps in increase in concentration, which is the crucial factor to
make the training successful. The objectives create an image of the training
program in trainees mind that actually helps in gaining attention.
Thirdly, if the goal is set to be challenging and motivating, then the likelihood
of achieving those goals is much higher than the situation in which no goal is
set. Therefore, training objectives helps in increasing the probability that the
participants will be successful in training.
3 Designer
The training objective is beneficial to the training designer because if the
designer is aware what is to be achieved in the end then hell buy the training
package according to that only. The training designer would then look for the
training methods, training equipments, and training content accordingly to
achieve those objectives.
4 Evaluator

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It becomes easy for the training evaluator to measure the progress of the
trainees because the objectives define the expected performance of trainees.
Training objective is an important to tool to judge the performance of
participant

TRAINING PROCESS

1 NEEDS ANALYSIS
Identify specific job performance skills needed to improve performance and
productivity.
Analyze the audience to ensure that the program will be suited to their specific
levels of education, experience, and skills, as well as their attitudes and personal
motivations.
Use research to develop specific measurable knowledge and performance
objectives.
2. INSTRUCTIONAL DESIGN
Gather instructional objectives, methods, media, and description of sequence of
content, examples, exercises, and activities. Organize them into a curriculum
that supports adult learning theory and provides a blueprint for program
development.
Make sure all materials, such as video scripts, leaders guides, and participants
work-books, complement each other, are written clearly, and blend into unified
training geared directly to the stated learning objectives.
Carefully and professionally handle all program elements whether reproduced

on paper, film, or tape to guarantee quality and effectiveness.

3. VALIDATION
Introduce and validate the training before a representative audience. Base final
revisions on pilot results to ensure program effectiveness.
4. IMPLEMENTATION
When applicable, boost success with a train- the trainer workshop that focuses
on presentation knowledge and skills in addition to training content.
5. EVALUATION AND FOLLOW UP
Assess program success according to:
REACTION Document the learners immediate reactions to the training.
LEARNING Use feedback devices or pre- and posttests to measure what
learners have actually learned.
BEHAVIOR Note supervisors reactions to learners performance following
completion of the training. This is one way to measure the degree to which
learners apply new skills and knowledge to their jobs.
RESULTS Determine the level of improvement in job performance and assess
needed maintenance.

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ON-THE JOB TRAINING METHOD

This type of training, also known as objective instruction, training, is the most
commonly used method. Under this method, the individual is placed on a regular
job and taught the skills necessary to perform the job.
On-the-job training has advantage of giving firsthand knowledge and
experience under actual working conditions. While the trainee learns how to
perform the job, he is also a regulars worker rendering the serve for which his paid.
The problem of transfer of the trainee is also minimized as the person learns on the
job. The emphasis is placed on rendering the services in the effective manner rather
than learning.
1 Job rotation:

This trainee involves the movement of trainee form one job to another. The trainee
receives job knowledge and gains experience from his supervisor or trainer in each
of the different job assignments. Though this method of trainings common in
training managers for general management position, trainees can also be rotated
from hob to ob in workshop jobs. This method gives an opportunity to the trainee
to understand the problems of employees of other jobs and respect them.
2 Coaching:
The trainee is placed under a particular supervisor functions as a coach in training
the individual. The supervisor provides the feedback to the trainee on his
performance and offers his some suggestions for improvement. Often the trainee
shares some of the duties and responsibilities of the coach and relieves his of his
burden. A limitation of this method of training is that the trainee may not have the
freedom or opportunity to ex press his own ideas.
3 Job instruction:
This method is also known as step by step training. Under this method, trainer
explains the trainee the ways of doing the jobs, job knowledge and skills allows
him to do the job. The trainee appraises the performance of the trainee, provides
feedback and corrects the trainee.
4 Committee assignments:
Under the committee assignment, group of trainees are given an asked to solve an
organizational problem. The trainee solves the problem jointly. It develops
teamwork.
OFF-THE JOB METHOD:
Under the method of training, the trainee is separated from the job situation and his
attention I focused upon learning the material related to his future job performance.
Since the trainee is not distracted by job requirements, he and place his entire
concentration on learning the job rather than speeding in performing it. There
opportunities for freedom expression for the trainee, the methods are as follows:
1 Vestibule training:
In this method, actual work conditions are simulated in a classroom. Materials,
files and equipments those are used in actual job performance are also used in
training. This type of raining I commonly used for training personnel for clears and

semi skilled jobs. The duration of this training ranges from days to a few weeks
theory can be related to practice in this method.
2 Role playing:
It I s defined as human interaction that involves realistic behavior in imaginary
situations. This method of training involves action, doing and proactive. The
participant play the role of certain characters, such as production manager,
mechanical engineer, maintenance engineer, superintendents, quality control
inspectors, for men. The method I mostly used to develop interpersonal
interactions and effectively ion.
3 Lecture method:
The lecture is a traditional method and direct method of instruction. The instruction
organizes the material it to a group o trainees in the form of a talk. To be effective
the lecture must motivate and create interest among the trainee an advantage of
lecture method it is direct and can be used for large group o trainees. Thus cost and
time involved are reduced. The major limitation of the lecture method is that it
does not provide for transfer of training effectively.
4 Conference:
It is a method obtaining the clerical, professional and supervisory personnel. This
method involves a group of people who pose ideas, examine a those facts, ideas
and data, test assumptions and draw concussions, all of which contribute to the
improvement of job performance.
5 Programmed instruction:
In recent years this method has become popular. The subject matter to be learnt is
resents in a series of carefully planned sequential units. These units ate arranged
from simple to more complex levels of instructions. The trainee goes though these
units by answering questions or filing the blanks. This method is expensive and
consuming.

Benefits of training
Training is important as it is the most significant part of management control.
Training facilitates the management to achieve its organizational goals effectively
by the effective utilization of human resources. Training is benefices to both
employees and the organization in the following ways.

 Improved productivity:
Training helps the employees to improve their performance level. A well trained
employee can perform a task/activity at a faster rate and accurately by using better
methods of work. This improvement in manpower performance helps the
organization to achieve high and improved productivity.
Improved quality of work:
In training programmed, employees ate taught standardized and better methods of
performing activities. Well trained employees are less likely to make functional
mistakes. This proficiency of employees facilitates the organization to improve the
quality of work.
Cost and wage reduction:
Trained employees perform less functional /operational mistakes and make more
economical use of materials and machinery. This reduces wastages and results in
increased productivity with high quality and reduction in cost per unit. Training
even reduces the maintenance cost due to fewer machine breakdowns and better
handling of equipments.
Reduced supervision:
A well trained employee tends to be self-supportive, highly motivated and requires
less assistance and control. This reduces the supervisors burden and in turn
increases the span of supervision.
Reduced accidents:
Training reduces the frequency of accidents because a well trained employee
adopts the right and safety work methods. Even the health and safety of employees
can be improved.
Employee growth and high morale;
Training enhances the knowledge and skills of employees guiding them to grow
faster in their career. This facilitates the organization to achieve its goals
effectively.
Proper training develops positive attitude among employees and this improves the
morale and job satisfaction. Training even reduces the grievances as a well trained
employee I given the opportunity of promotion and job security.
Improved organizational climate:
A sound programmed improves the organizational climate including, harmonious
industrial relations, improved discipline, decentralized authority, participative
management, reduced resistance to change and organizational stability. Thus, it can

be concluded that training is an investment in people and a systematic training is a

sound business investment.
Overview of Training process System in Calyx
To that extent the Company views capability as a combination of the right people
in the right jobs, supported by the right processes, systems, structure and
metrics. The Company organizes various training and development
programmers, both in-house and at other places in order to enhance the skills
and efficiency of its employees. These training and development programmer are
conducted at various levels for officers.
Training is one of the most important tools for developing human resource.
Hence, identification of training competency profile in terms of Vision, Mission
of the Company would be the strategic point of the training and development
strategy of the Company.
Training is the short term process utilizing a systematic & organized procedure
by which non managerial personnel learn technical and mechanical
operations of machines. It for short duration and for specific job related
purpose.
IDENTIFICATION OF NEEDS
The Performance Appraisal form of the organization has a section in which the
training and development needs are filled up. The Individual Officer first
identifies the training needs of himself and then it is recommended by the
reporting Officer and then by the Departmental Head.
Training needs are identified based on: Companys strategy and policy.
Organizational Thrust Areas.
New Emerging Areas.
IMPARTING OF TRAINING
Training program divided into two part in-house training & out house training. The
selection of these agencies is done on the basis of reputation; programmers offered
by them, past experience and feedback received from the earlier participants.
All records of the training are maintained at branch as per Record of Training in

the Personnel folder and the same is intimated to the Executive Office Personnel
through the Monthly Personnel Report\
TRAINING-DESIGN
The design of the training program can be undertaken only when a clear
training objective has been produced. The training objective clears what goal
has to be achieved by the end of training program i.e. what the trainees are
expected to be able to do at the end of their training.
The trainer
Before starting a training program, a trainer analyzes his technical,
interpersonal, judgmental skills in order to deliver quality content to trainers.
The trainees
A good training design requires close scrutiny of the trainees and their profiles.
Age, experience, needs and expectations of the trainees are some of the
important factors that affect training design.
Cost of training
It is one of the most important considerations in designing training
programmers. A training programmer involves cost of different types. These may
be in the form of direct expenses incurred in training, cost of training material
to be provided, arrangement of physical facilities and refreshment, etc. Training
programmer must be able to generate more revenues than the cost involved.
Training climate
A good training climate comprises of ambience, tone, feelings, positive
perception for training program, etc. Therefore, when the climate is favorable
nothing goes wrong but when the climate is unfavorable, almost everything goes
wrong.

Point that are to be considered while designing the training programme:

1. The purpose for which the training programme is been designed has to be
fulfilled.
2. The key areas that has to be covered.

3. The outcome that the employee should match after he/she attends the
training programme.
4. The methodology that will be used for the training programme.
5. Who will be the employees that will be attending the training programme?
6. The faculty that will address the training programme.
7. The duration of training programme.
8. The cost that will be incurred for the same.
Example:
Communication & interpersonal skills
Purpose
1. To identify the barriers to communication
2. To recognize person own and others communication styles and adapt to
differing styles.
3. To practice attentive and empathic listening to communicate effectively.
4. To understand non- verbal cause of others and use non- verbal
communication effectively.
5. To appreciate the importance of communication in meetings, over the
telephone and e-mail.
Key areas covered:
1.
2.
3.
4.
5.
6.
7.

Communication A matter of Attitude

Building confidence for communication
Communication styles
Communication Approaches
Listening effectively
Non- verbal communication
Business Writing

Programme Methodology
Lectures, visual Aids, Exercises, Role plays, and Handouts
Evaluation Methodology
Post programme follow-up Questionnaire will be sent to the participants and HODs

for measurement/effectiveness.
Target audience
Executives/ Manager
Duration:
Two day
Facilitator:
External/Internal

Maintaining record of Training programs

Every organization stresses training and it is a legal requirement in many
industries. Training managers and human resource personnel spend countless hours
identifying, preparing, and delivering training. After training, they test to assess
competency and mastery of information and skills.
With any training program, there are the associated training records. Records
document who was trained, when they were trained, and what skills they have
mastered. Training records provide documentation for regulatory agencies,
information for personnel evaluations, and support for promotion or salary
increases.
Importance of Keeping Training Records
Training records can be used as a basis for goal setting or aid in selecting
staff assignments by matching competencies with required skills.
They also are useful for reviewing personal progress toward annual goals.
They provide the data needed to make decisions based on actual
performance after specific training.
Training record management can be very simple or complex, from
certificates in a file to a custom electronic database.

Evaluation of training program:

The specification of values forms a basis of evaluation. In calyx is crucial in
ascertaining whether or not the training program is providing to be effective and its
objectives are being achieved. Evaluation leads controlling the training programs.

Evaluation of Effectiveness of a Particular Training Program

Pre-training and post-training test scores:
The participants of the training program undertake well designed tests or
quiz at the beginning of the training program and the same tests or quiz is
administered to the participants at the end of the training program. The
improvement in the knowledge/skill levels of the participants is statistically
measured giving the extent of impact of the training.
Examination:
The participants are made to appear for a formal full length examination
after attending the training program. The participants are allotted the marks
and based on them, their proficiency levels are determined. The
effectiveness of training is determined by the proficiency levels attained by
the participants.
Feedback from the participants:
Participants of the training program fill up a well designed questionnaire
giving their impressions/feedback of the program. These responses are
collated and analyzed to examine the effectiveness of training- quantitatively
and qualitatively.
Behavioral improvement:
Effectiveness of the training is also assessed by finding out its impact on the
participants' on-the-job behavior. The extent of improvement in the
participants' knowledge and skill levels as seen from their day to day work
accomplishments is observed qualitatively and quantitatively. This should be
done by the participants' managers and also by HR department.