INTRODUCTION TO TRAINING AND DEVELOPMENT

Geetika Puri

Notes Available on:

https://sites.google.com/a/galgoti asuniversity.edu.in/geetika-puri/

Definition
Training is the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies.

Nature of Training
It is a process of acquiring specific skills which enhances job performance. It is a process of teaching, informing or educating people. It provides required qualification to individuals in order to perform their job in a better way. It provides qualification to employees so that they can perform in positions of greater difficulty and responsibility. It is and act of increasing knowledge and skills. To train people in the companys culture and ethos.

Features of Training
It increases knowledge and skills for doing a particular job. Focuses attention on the current job. Concentrates on individual employees. Tends to be more narrowly focus and oriented towards short term performance goals.

Objectives of Training
To train the employees in the companys culture and ethos. To prepare the employees both newly recruited and already employed to meet the present as well as the future requirements of the job and the organization. To train the employees in order to improve the work methods and skills so as to increase quality and quantity of output. To prevent obsolescence. To prepare employees for higher level responsibilities. To increase the efficiency of employees by updating them on latest concepts and techniques.

Objectives of Training
To facilitate succession planning. To reduce supervision, wastages and accidents. To ensure economical output with higher quality. To develop interpersonal relations. To foster individual and group morale with positive attitude and cordial relations.

Importance of Training
Leads to improved profitability and/or more positive attitude towards profit orientation. Improves the job knowledge and skills at all levels of the organization. Improves morale of the workforce. Helps employees identify with the organizational goals. Helps create a better corporate image. Fosters authenticity, openness and trust. Improves relationship between boss and subordinate.

Importance of Training
Aids in organizational development. Helps prepare guidelines for work. Aids in understanding and carrying out organizational policies. Provides information for future needs in all areas of the organization. Organization gets more effective decision making and problem solving skills. Aids in development for promotion from within.

Importance of Training
Aids in developing leadership skills. Aids in increasing quality of work. Improves labor management relations. Reduces outside consulting costs by utilizing competent internal consultations. Stimulates preventive management as opposed to putting out fires. Eliminates sub-optimal behavior. Creates an appropriate climate for growth and communication. Helps employees adjust. Aids in handling conflict.

Problems of Training
Training is not a panacea for all organizational ills. Mismatch between the training objectives and needs makes the program useless. If the intervention technology is not chosen properly the training will be ineffective and incomplete. Training fails if it is not focused on the training gap. If the training program is based on meeting targets then it may fail. If a proper trainer is not provided then the training may fail.

Roles and Responsibilities of Training

Working with management to produce corporate plans. Producing training policies, plans and budgets. Providing training inputs to management development. Selecting trainees. Arranging appropriate induction programs. Carrying out job analysis. Assisting managers to identify training needs.

Roles and Responsibilities of Training

Arranging and carrying out training programs. Organizing further education for employees. Measuring, evaluating and following up training. Developing training staff. Liasing with educational establishments, professional associations, etc. Providing training advisory and information service. Controlling all training resources.

Difference between training and development

Training Development

Training is referred to as teaching Development is more general and specific job related skills and behavior. more oriented towards individual development.
Training focuses on technical and mechanical oriented operations. Training is mostly for non-managers. Focuses on current job Focuses on short term gains Development focuses on theoretical skills and conceptual ideas. Development is mostly for managers. Prepares for future job. Focuses on long term gain.

Job oriented and vocational in nature

General in nature

Difference between training and development

Training
One time process May result in enhancement of a technical skill.

Development
On going process May result in overall growth and development of the overall personality. Is mostly voluntary No such evaluation is possible.

Is usually imposed Evaluation is possible

Areas of Training
Knowledge: The trainee learns about a set of rules and regulations about the job, the staff and the products and services offered by the company. The aim is to make the new employee fully aware of what goes on inside and outside the company. Technical skills : the employee is taught a specific skill (e.g. operating a machine, handling a computer etc.) so that he can acquire the skill and contribute meaningfully. Social Skills: The employee is made to learn about himself and others, and to develop a right mental attitude towards the job, colleagues and the company. The principal focus is on teaching the employee how to be a team member and get ahead. Techniques: this involves the application of knowledge and skill to various on-the-job situations.

Types of Training
Skills Training: the need for training is a basic skill (such as reading, writing, speaking, computing, problem solving etc.) is identified through assessment. Specific training objectives are set and training content is developed to meet those objectives. Refresher Training : Rapid changes in the technology may force companies to go in for this kind of training. By organizing short term courses which incorporate the latest developments in a particular field, the company may keep its employees up to date and ready to take on emerging challenges.

Types of Training
Cross Functional Training : Cross functional training involves training employees to perform operations in areas other than their assigned job. The benefits of cross functional training is:
Workers gain rich experience in handling diverse jobs. They can better engineer there own career paths. They gain a better understanding about all the aspects of the organization. Reduces the need for supervision. They can fill in for other employees in case of emergencies.

Types of Training
Team Training: Team training generally covers two areas: Content Tasks and group processes. Content Tasks specify the teams goals such as cost control and problem solving. Group processes reflect the way members function as a team. Creativity Training: Companies encourage their employees to think unconventionally, break the rules, take risks, go out of the box and devise unexpected solutions. Diversity Training: It aims at creating better cross-cultural understanding with the aim of fostering more harmonious and fruitful working relationships among a forms employees.

Types of Training
Orientation Training: In orientation training, new hires get a first hand view of what the company stands for, How the work is carried out and how to get along with colleagues. In short they learn specific ways of doing things in a proper manner. When a new employee is from a different country and culture, this initial training is especially important in helping new employees adjust in the company .

Learning
Learning is acquiring new, or modifying and reinforcing, existing knowledge, behaviors, skills, values, or preferences and may involve synthesizing different types of information. Learning is very important for successful training because the success of training is dependent upon effective learning.

Principles of Learning
Readiness: Readiness implies a degree of concentration and eagerness. Individuals learn best when they are physically, mentally, and emotionally ready to learn, and do not learn well if they see no reason for learning. Exercise: The principle of exercise states that those things most often repeated are best remembered. It is the basis of drill and practice. It has been proven that students learn best and retain information longer when they have meaningful practice and repetition. The key here is that the practice must be meaningful. It is clear that practice leads to improvement only when it is followed by positive feedback.

Principles of Learning
Effect: The principle of effect is based on the emotional reaction of the student. It has a direct relationship to motivation. The principle of effect is that learning is strengthened when accompanied by a pleasant or satisfying feeling, and that learning is weakened when associated with an unpleasant feeling. Primacy: Primacy the state of being first, often creates a strong, almost unshakable, impression. Things learned first create a strong impression in the mind that is difficult to erase. Recency: The principle of recency states that things most recently learned are best remembered. Conversely, the further a student is removed time-wise from a new fact or understanding, the more difficult it is to remember.

Principles of Learning
Intensity: The more intense the material taught, the more likely it will be retained. A sharp, clear, vivid, dramatic, or exciting learning experience teaches more than a routine or boring experience. The principle of intensity implies that a student will learn more from the real thing than from a substitute. Freedom: The principle of freedom states that things freely learned are best learned. Conversely, the further a student is coerced, the more difficult is for him to learn, assimilate and implement what is learned. Compulsion and coercion are antithetical to personal growth. The greater the freedom enjoyed by individuals within a society, the greater the intellectual and moral advancement enjoyed by society as a whole.

Principles of Learning
Requirement: The law of requirement states that "we must have something to obtain or do something." It can be an ability, skill, instrument or anything that may help us to learn or gain something. A starting point or root is needed.