MEANING

 “Training is the act of increasing the

knowledge and skills of an employee for doing
a particular job”

Need for training
 Inexperience of personnel

 Impacts of depression periods

 Tool of controlling

 Changes in technology

 Integral part of management process

 Reduce labour turnover ( labour turnover is the percentage

change in labour force)

 With increase in population – to meet additional personnel .

Benefits or importance of training
1. Economic operation : trained personnel will make
efficient use of resources men, machine, and methods.
This will lead to the reduction in the cost of production
per unit.

2. Increased productivity : it helps to improve employees

knowledge and skills, which in turn increase the quality
and quantity of production. Higher productivity means
higher profitability for the organization .

3. Standardization of procedure : with the help of

training , the best available method of performing the
work can be standardized and taught to all the
employees.
Reduction in complaints : a trained worker has less
complaints about his work on the machines and tools
given to him .

Reduced supervision : with reduced supervision a manager

can widen his span of control and spend greater time on
more non – routine issues of the department

Benefit to employess:
a) Opportunity for promotion
b) Career growth
c) Lesser accident
Training process
Training needs assessment
Methods of training

Choice of particular methods of training depends upon

1. The cost and time available

2. The number of employees to be trained

3. The background of trainees

4. Type of knowledge and skill needed to be acquired

On the job training Of the job training

 Vestibule training  Conference

 Coaching  Seminar
 Apprenticeship  Discussion
programme  Case study
 Job rotation  Role play
 Under study  Management games
 Sensitivity training
On the job training
 Worker is trained on the job and at his workplace

 Helps him to get training under the same working

conditions and with the same materials and
equipments that he will be using in the normal course
of work

 Training is usually provided by his immediate

supervisor
Stages of On-the-Job Training
 Vestibule training : Vestibule training means to get the training
from out side the company or factory where the situation of the
work and factory is the same. • Often used to train bank tellers,
inspectors, machine operators, typists. • Vestibule method has
been using widely for the purpose of training Aero plane pilots
on Aero plane simulator to make them ready to handle an fly
Aero plane. • work situation of the cabin crew of an airliner, hotel
kitchen workers, or high-tension-wire workers.

 Coaching: employees are trained on the job by his immediate

supervisor. At lower levels the coaching may simply consists of
the trainee observing his supervisor so as to develop the basic
skill necessary for operating a machine.

 Job rotation : the trainee is systematically transferred to various

jobs so that he can gain the experience on each of them.
 Understudy : in this type the trainee works as a
assistant to the senior manager and the trainee is
expected to be placed in the post of senior manager.
The objective is to develop successor to the retiring
manager.

 Apprenticeship programme : it is done with

classroom instructions in a particular subject . The
period of training is variable as per nature of job.
Of the job training
 It is impaired prior to on the job training

 It is given to newly recruited employees outside the actual

place of working.

 It can be very near or attached to the actual place of

working

 Instructors are separately and specifically engaged in

training purpose
 Conference : the literal translation of the word conference
implies consultation. A conference is usually a highly
structured for converging a message or messages on a large
scale. The chairman is the key figure in the conference.

 Seminar : one of the trainees prepares a paper on a

particular subject concerning an important function of the
organization. Copies of this paper are circulated in advance
among the trainees and the participants hold discussion on
the paper.

 Management games: in management games, student

compete with each other to achieve common objectives.
The games are designed to give real life situation .
 Sensitivity training: Sensitivity training is a sort of training
given to members of an organization to make them more
sensitive to the emotions of others and themselves, so that they
learn about the consequences of their own actions by focusing
on their own actions and feelings of others.

 Case study : is a method of imparting practical knowledge and

skill to the trainees by highlighting certain ground realities
concerning a business or any organization. The case method
provides the bridge between theoretical knowledge and its
practical application.

 Discussion : it is a common training vehicle which is useful for

presentation of ideas, plans particularly when issues have to be
cleared. The objective a discussion need to be clearly established
and the necessary information should be gathered in advance
 Role play : in this a trainee is asked to prepare himself
for playing the roles of various organizational
positions. This is a role of a manager , supervisor ,
customer etc. it helps him to understand the problems
associated with various organizational roles.
 For instance, you might train salespeople by having
two people act out a 'sales' scenario. One acts as the
salesperson, the other acts as the customer. This allows
salespeople to practice their sales techniques. A trainer
and/or other trainees may watch the role play and
critique it afterwards”
Kinds or types of training
 Induction or orientation training : it is the process of
familiarizing the appointed candidates with their work
units and the organization. They are given a full account of
the work to be performed. They are introduced to their
immediate supervisor and other fellow workers.

 Job training: the object of job training is to increase the

knowledge of workers about the jobs with which they are
concerned. So that their efficiency and skill of performance
are improved. The workers are enabled to learn correct
methods of handling machines and equipment, avoiding
accidents etc.
 Promotional training: the existing staff should be
provided with proper training to make them suitable
for promotion to higher post. It involves change in
responsibilities and duties .

 Refresher training or Re –training : it is arrange for

existing employees in order to provide them an
opportunity to revive and also to improve their
knowledge. According to Dale Yoder “ Re – training
programmes are designed to avoid personnel
obsolescence ”
Evaluation of training
Evaluation of training means assessment of the impact
and effect of training on trainee performance of
behavior. The process of evaluation involves devising
evaluation criteria and pre -test to know the level of
the worker before training.
Levels of Training Evaluation
o Reaction : is defined as what the trainees thought of the
particular programmes. It is an indication of how well the
trainees liked a particular pro- gramme including
materials, instructors , content etc

o Learning : is concerned with measuring the learning of

principles, facts that were specified as training objectives.

o Behavior : is used in reference to the measurement of job

performance

o Result : are used to relate the results of the training

programme to organizational objectives. The results that
could be examined include costs,turnover,morale. Etc.
Methods of evaluation
 Questionnaires

 Tests or examination

 Projects

 Case studies

 The opinion of those who deliver the training are

important

 Interviews
Why does training programmes fail
 The benefits of training are not clear to the top
management

 The top management hardly rewards supervisors for

carrying out effective training

 The top management rarely plans and budgets

systematically for training
Limitations of training
 Training is a costly affair

 Training may result in dislocation of work and loss of

output because regular office work is likely to be
interrupted or delayed because of the time spent in
training.

 It is difficult to obtain good trainers and instructors

Development
It is concerned with the growth of the
individual in all respects. It is a term
usually associated with managerial
personnel or executives of the
organization. It develops the overall
effectiveness of managers to handle
present as well as future responsibilities.
Training v/s Development
It aims at overall growth of
1. It aims at developing the
employee
skill in performing a work

It is career oriented
2. It is job oriented

It is a continuous process
3. It is given for a fixed period

It includes training and

4. It is part of development
.scope is limited education . It is broad in its
outlook
5. It is short term
It is long term

It is concerned with higher level

6. It is given at lower levels in
senior managers
the organization
Emerging issues in training
 There is a lack of corporate commitment as usually only the
managers are nominated for training programmes and the
non- executive staff are by and large ignored

 The aggregate organizational expenditure on training is

inadequate

 There is a growing concern in the corporate world that the

training provided by the universities and business schools
does not exactly match the business requirements

 In today's economy , organization are unable to allocate

enough resources to reemploy the laid off employees.