UNIT - III

TRAINING

Definition of Training:��

According to Edwin Flippo, ‘training is the act of increasing the skills of an employee for doing a particular job’.

Dale S. Beach defines training as ‘the organized procedure by which people learn knowledge and/or skill for a definite purpose’.

According to Garry Dessler, “Training is the process of teaching new employees the basic skills they need to perform their jobs”.

According to Jack Halloran, “Training is the process of transmitting and receiving information related to problem-solving”.

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��Objectives of Training:��

(i) To provide job related knowledge to the workers.

(ii) To impart skills among the workers systematically so that they may learn quickly.

(iii) To bring about change in the attitudes of the workers towards fellow workers, supervisor and the organization.

(iv) To improve the productivity of the workers and the organization.

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(v) To reduce the number of accidents by providing safety training to the workers,

(vi) To make the workers handle materials, machines and equipment efficiently and thus to check wastage of time and resources.

(vii) To prepare workers for promotion to higher jobs by imparting them advanced skills.

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Benefits of Training

1. Improves morale of employees- Training helps the employee to get job security and job satisfaction. The more satisfied the employee is and the greater is his morale, the more he will contribute to organizational success and the lesser will be employee absenteeism and turnover.

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• Less supervision- A well trained employee will be well acquainted with the job and will need less of supervision. Thus, there will be less wastage of time and efforts.

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• Fewer accidents- Errors are likely to occur if the employees lack knowledge and skills required for doing a particular job. The more trained an employee is, the less are the chances of committing accidents in job and the more proficient the employee becomes.

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4.Chances of promotion- Employees acquire skills and efficiency during training. They become more eligible for promotion. They become an asset for the organization.

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5.Increased productivity- Training improves efficiency and productivity of employees. Well trained employees show both quantity and quality performance. There is less wastage of time, money and resources if employees are properly trained.

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Features of Training

I. Increases knowledge and skills for doing a particular job- Training bridges the gap between job needs and employee skills, knowledge and behaviours.

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II. Focuses attention on the current job- It is job specific and provides em­ployees with specific skills. Training helps employees’ correct deficiencies in their performance.

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III. Concentrates on individual employees- Training lays emphasis on chang­ing what employees know, how they work, their attitudes toward their work or their interactions with their co-workers or supervisors.

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IV. Narrow focus- Tends to be more narrowly focused and oriented toward short-term performance concerns. It tries to fix current skill deficit. The goal of training is a fairly quick improvement in workers’ performance. It is a job specific and individual-oriented effort aimed at improving short term performance fairly quickly.

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V. Relatively permanent change in employee behaviour- Training is ac­tually a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job.

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Need and Importance of Training:��

(i) Higher Productivity:

It is essential to increase productivity and reduce cost of production for meeting competition in the market. Effective training can help increase productivity of workers by imparting the required skills.

(ii) Quality Improvement:

The customers have become quality conscious and their requirement keep on changing. To satisfy the customers, quality of products must be continuously improved through training of workers.

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(iii) Reduction of Learning Time:

Systematic training through trained instructors is essential to reduce the training period. If the workers learn through trial and error, they will take a longer time and even may not be able to learn right methods of doing work.

(iv) Industrial Safety:

Trained workers can handle the machines safely. They also know the use of various safety devices in the factory. Thus, they are less prone to industrial accidents.

(iv) Reduction of Turnover and Absenteeism:

Training creates a feeling of confidence in the minds of the workers. It gives them a security at the workplace. As a result, labour turnover and absenteeism rates are reduced.

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(vi) Technology Update:

Technology is changing at a fast pace. The workers must learn new techniques to make use of advance technology. Thus, training should be treated as a continuous process to update the employees in the new methods and procedures.

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(vii) Effective Management:

Training can be used as an effective tool of planning and control. It develops skills among workers and prepares them for handling present and future jobs. It helps in reducing the costs of supervision, wastages and industrial accidents. It also helps increase productivity and quality which are the cherished goals of any modern organization.

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Principles of Training

1.Principle of Clear Objectives

2.Principle of Training Policy

3. Principle of Learning Period

4. Principle of Reinforcement

5. Principle of Motivation

6. Principle of Organized Material

7. Principle of Participation

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8. Principle of Guidelines

9. Principle of Suitability

10. Principle of Sequence

11. Principle of Practice

12. Principle of Continuity

13. Principle of Result

14. Principle of Feedback

15. Principle of Assessment.�

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1.Principle of Clear Objectives

The objectives and the reason behind the training programme should be clear. A comparison of operational requirements and existing personnel skills will help to determine the specific training needs of employees, so far that a set of performance standard should be created.

2. Principle of Training Policy:

A clear defined training policy serves as a guide for designing and implementing training programme. This type of policy should specify who is responsible for training, what is to be spent.

3. Principle of Learning Period:

Learning time and teaching in segments is better than in one go. Several short session spread over a long period enable the trainee to learn and review.

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4. Principle of Reinforcement:

When a behaviour is repeatedly rewarded, it becomes a permanent part of one’s personality. Learning is more effective when there is reinforcement in the form of rewards and punishments. Trainers should be encouraged to participate, discuss and discover the desirable patterns of behaviour.

5. Principle of Motivation:

Employee tends to be most responsive to training programmes. When they feel the need to learn. Therefore, training must be related to the needs and problems of the trainees as well as to their abilities and aptitudes. Information which is provided in training as well as in the training material should be useful.

6. Principle of Organized Material:

Training material should be properly organized. A complete outline of the whole programme should be distributed in advance so that the trainees can prepare themselves before coming. Training material should be prepared by the training section in consultation or help of the supervisors.

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7. Principle of Feedback:

Trainers should be provided information on how much they have learnt and how they are doing. The feedback should be positive, fast and proper.

8. Principle of Participation :

Training is conducted for a specific purpose, primarily to make the trainees gain the maximum out of it. This objective can be accomplished only when the trainees are highly participative. This does not happen until the trainees have physical, mental, emotional and spiritual readiness and interest to undergo training.

9. Principle of Guidelines :

Training is conducted in accordance with the existing training policy of the organization. Hence, throughout the training the policies should be followed as a guidebook.

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10. Principle of Suitability :

Though there are many on-the-job and off-the-job training available for individual and groups, a right selection of a training method is a must for effective training.

11. Principle of Sequence :

Training is conducted in a systematic and sequential manner. It should start with the basic tasks and skills to the most complex and complicated work.

12. Principle of Practice :

The trainees must be given hand-on exposure after demonstration and in the course of training. It is simply because practice makes people perfect.

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13. Principle of Continuity :

Training is not a one-time affair. It is a continuous process carried on till the trainees acquire the knowledge, skills and attitude they are supposed to.

�14. Principle of Result :

Every training programme is conducted to accomplish certain objectives and achieve some anticipated results. In fact, the outcome of the result speaks about the effectiveness of the training. If the result is not satisfactory, it has to be repeated till it is achieved.

15. Principle of Assessment :

At the end, every aspect of training such as the content, method, trainer, trainee, post-training performance, productively, change in behavioural pattern and the cost are evaluated and appraised. If needed, corrective actions are taken as and when required.

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On the job training methods�

1. Job Rotation

It involves the movement of the trainee from one job to another. The trainee receives job knowledge & gains experience from his supervisor or trainer. This type of training gives an opportunity to the trainee to understand the problem of employees on other jobs & respect them.

2.Coaching

The trainee is placed under a particular supervisor who functions as a coach in training the individual. The supervisor provides feedback to the trainee on his performance & offers him some suggestions for improvement.

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3.Job Instruction

This method is also known as step by step training. Under this method, the trainer explains to the trainee the way of doing the jobs, knowledge & skill and allows him to do the job. The trainer appraises the performance, provides information & corrects the trainees.

4. Committee Assignment

Under this method, a group of trainees is given and asked to solve an actual organization problem. The trainees solve the problem jointly and develop teamwork.

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Off the Job Methods

Under this method of training, the trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance.

1.Vestibule training

In this method, actual work conditions are simulated in a classroom. Material files and needed equipment are also used in training. This type is used for training personnel for clerical and semi-skilled jobs.

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2 .Role-Playing

It is defined as a method of human interactions that involves realistic behavior in an imaginary situation. This method of training involves action doing the practice. This method is mostly used for developing inter-personal interaction and relations.

3. Lecture Method

The lecture is a traditional & direct method of instruction. The instructor organizes the material & gives it to a group of trainees in the form of talk. This is beneficially to train a large group of trainees.

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4. Conference 

It is a method for clerical, professional & supervisory personnel. This involves a group of people who put forth ideas, examines & share facts, ideas assumptions & draw a conclusion. The success of this method depends on the leadership qualities of the person who leads the group.

5.Programmed Instructions

In recent years this method has become popular the subject matter to be learned is presented in a series of carefully planned sequential .this method is expensive & time-consuming.

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Definition of Transfer

According to Edwin Flippo, a transfer, “is a change in job where the new job is substantially equal to the old in terms of pay, status and responsibilities”.

� Dale Yoder, “A transfer involves the shifting of an employee from any job to another without special reference to change responsibility or compensation”.

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Features of Performance Appraisal

Modern Methods

Advantages & Disadvantages of PA