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Effectiveness of Training and development

REPORT
Submitted for the partial fulfillment of the degree of Masters of Business Administration

Supervised By
Avina Mathur Mentor,DEI

Submitted By
Surabhi Agarwal MBA 1st Sem

D.E.I Study Centre, Ellora Branch Dayalbagh Educational Institute (Deemed University) Dayalbagh Agra-282110

CONTENTS
Acknowledgement Case study of an UK Company Preface Review of literature Major HR challenges faced by the Indian organizations Objectives of the study Need of the study Definitions of training and development Approaches of training and development Training vs development Objectives of training and development Importance of training objectives Importance of training and development Role of organization in training and development Models of training Methods of training Sample letters of training Conclusion Bibliography

"Success in business requires training and discipline and hard work. But if you're not frightened by these things, the opportunities are just as great today as they ever were."

ACKNOWLEDGEMENT
I have had considerable help and support in making this project reality.

First and foremost, gratitude goes to Mrs. Avina Mathur (Facilitator for HRM) who provided me all the guidance and support in realizing the dissertation.

I am especially indebted to her as she is the Mentor, who gave me an opportunity to prepare a report on Training and Development.

Last but not the least I also convey my regards to my parents and friends, without their co-operation this project could not have been thought of.

SURABHI AGARWAL

CASE STUDY OF AN UK COMPANY


Client: A major UK utility company Need: The client said "My senior managers are doing a great job, but they are not allowing their teams to grow. People are turning up for work and doing a job, but they are not suggesting ideas and contributing to where we are going. I'm not sure how to get them to change" Solution: We had discussions with the client and with the managers. From our experience we were able to summarise the key parts of the situation and identify what was really holding the group back. A solution was suggested, tweaked, piloted and rolled out. We delivered 1 day workshops for managers with 9 - 12 participants including some pre-work and post workshop emails, plus one to one support. The workshop explored the difference between leadership and management. We reviewed the huge impact leading a team can have over trying to only manage a team. We looked at practical management challenges and that's when the lights went on. Managers could see how they could do things differently and how it would change everything. Results: The managers were highly motivated and passed on that motivation to their teams. The changes in some groups has been dramatic. What the client said: "Fantastic. ITD delivered exactly what I wanted. Their support has been brilliant". What the participants said: "The best training I have ever done." "It has completely changed the way I manage my team." "My managers have changed and their teams have changed. So much so that they are coming into work with a completely different attitude.

PREFACE
In the fast changing world the success of an organization very much depends upon the quality, capacity and utility of men power. The human beings are the most important assets in an organization which represents heavy investment, hence their utilization require very careful handling as well as most efficient and proper managing (i.e.) planning, organizing, leadership and evaluation. The role of human resources or personnels is to keep the wheel that is the organization moving. Human being also put needed objects otherwise useless into productive use. Here the innovation power, skill and capacity of human resources are utilized. In present scenario the importance of HRM is growing very fast in every organization, since there is a change in social climate, value & norms, the employees who join now are more educated, competent & informed. While they are great assets yet can become problem if the organization fails to manage, motivate & meet their aspiration. As I have discussed above with the changing trends the idea of personnel management which was confined to recruitment, salary, administration & industrial relation has become the thing of past & is replaced with HRD which besides above involves placement, selection for promotions providing financial rewards or incentives & other actions as motivation & encouragement, but above all the human welfare in order to achieve, smooth harmonious comprehensive progress of organization.

REVIEW OF LITERATURE
INTRODUCTION
Human resource management (HRM) is the strategic and coherent approach to the management of an organizations most valued assets -the people working there who individually and collectively contributes to the achievement of the objective of the business. The terms human resource management and human resource (HR) have largely replaced the term personnel management as a description of the process involved in managing people in organizations. Human resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a work force. The basic premise of the academic theory of HRM is that human are not machines: therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, sociology, industrial engineering, industrial and organizational psychology and industrial relations and critical theories like post modernism and post structuralism ply a major role. The key word is fit, i.e. a HRM approach seeks to ensure a fit between the management of an organizations employees, and the overall strategic direction of the company. HRM is concerned with people dimension in management. Since every organization is made up of people, acquiring their service, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of organization government, business, education, health, recreation or social action.

Major HR challenges faced by the Indian organization


Managing Knowledge Workers
Essentially, here we are looking at different kind of people who does not obey the principles of management for the traditional group. This boils down to higher educational qualifications, taking up responsibilities at a lesser age and experience, high bargaining power due to the knowledge and skills in hand, high demand for the knowledge workers, and techno suaveness.

Managing Technological Challenges


In every arena organizations are getting more and more technologically oriented. Though it is not in the main run after the initial debates, preparing the work force to accept technological changes is a major challenge. We have seen sectors like banking undergoing revolutionary changes enabled by technology.

Competence of HR Managers
As it is more and more accepted that lot of success of organizations depend on the human capital, this boils to recruiting the best, managing the best and retaining the best. Clearly HR managers have a role in this process. Often it is discussed about lack of competence of HR managers in understanding the business imperative. There is now a need to develop competent HR professionals who are sound in HR management practices with strong business knowledge.

Developing Leadership
It is quite interesting to note that there is less importance given to developing leadership at the organizational level. Though leadership is discussed on basis of traits and certain qualities, at an organizational level it is more based on knowledge. The challenge is to develop individuals who have performance potential on basis of past record and knowledge based expertise in to business leaders by imparting them with the necessary soft skills.

Managing Change
Business environment in India is volatile. There is boom In terms of opportunities brought forward by globalization. However this is also leading to many interventions in terms of restructuring, turnaround, mergers, downsizing, etc. Research has clearly shown that the success of these interventions is heavily dependent on managing the people issues in the process. HR has a pivotal role to play here.

OBJECTIVES OF THE STUDY


Objectives from the industrys point of view
To identify and understand the training function To find out various effectiveness criteria of Training Program. To study if the existing training functions is achieving its objectives. To analyze the Training system for further development. To suggest measures for the improvement of the Training program.

Objectives from the companys point of view


To upgrade the skills and prevent obsolescence. To develop healthy and constructive attitude. To prepare employees for future assignments. To minimize operational errors. To enhance employee confidence and morale. To bring down costs of production. To bring down labor turn over and absenteeism

NEED FOR THE STUDY


Every organization big or small, productive or non-productive, economic or social, old or newly established should provide training to all employees irrespective of their qualification, skill, suitability for the job etc. Specifically, the need for training arises due to the following reasons To match the Employee specifications with the Job Requirements. Organizational Viability and the Transformation process Technological Advances Organizational Complexity Human Relations Change in the Job Assignment The need for training also arises to: Increase productivity Improve quality of the product / service. Help a company to fulfill its future personnel needs. Improve organizational climate. Improve health and safety. Prevent obsolescence. Effect the personal growth. Minimize the resistance to change.

DEFINITIONS OF TRAINING:Training is something we hope to integrate into every managers mindset.

Training is a process whereby people acquire capabilities to aid in the achievement of organizational goals. ----- Robert L Mathis, ----- John H. Jackson. Training is a process to increase an employees ability to perform through learning, usually by changing the employee attitude or increasing his or her skills and knowledge. ----- K. Aswathappa. The process of teaching new employees, the basic skills they need to perform their jobs. ----- Gary Dazzler. Training is the act of increasing the knowledge and skills of an employee for doing a particular job. ----- Flippo. The process of providing employees with specific skills or helping those correct deficiencies in their performance. ----- Luis R. Gomez Mejia,

Development
Development is mainly considered for the executives or the management. So the concept is elaborated and described as under executive or management development. Definitions: Management development is a systematic process of growth and development by which the managers develop their abilities to manage. It is the result of not only participation in formal courses of instruction but also of actual job experience. ----- V S P Rao. It is any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills.

----- Gary Dazzler.

Introduction to training and development


Companies have found that investment in human capital in the form of training and development yields high returns. The ones that recognize the value of their employees and place a new emphasis on education and training are becoming more competitive, successful, and profitable as a result. According to a study conducted in 2002 by Knowledge Assessment Management, companies in the top 20 percent of those who spend money on training receive higher returns in the stock market. Some training and development programs teach new hires to perform a specific job, while others update the skills and knowledge of established employees. Some of the money is spent to provide technology-related training that teaches employee to operate, maintain, or repair equipment used in the workplace. Technology training is needed for workers in industries as diverse as construction, manufacturing, health, and transportation. Technical professionals include scientists, architects, engineers, and health professionals. Blue-collar technical workers include mechanics, repair people, and those in precision production jobs. Technology is constantly changing and therefore job responsibilities are constantly changing, requiring many workers to update their skills on a regular basis. Many of todays most successful companies realize that their employees are their greatest asset. Therefore, corporations are increasingly investing in educating their employees so that they can grow and change within the company and make it more profitable. The range of training opportunities varies considerably from company to company so, when researching potential employers, it is important for job seekers who care about this to investigate the level and type of training provided to employees.

After employees have been selected for various positions in an organization, training them for the specific tasks to which they have been assigned assumes greater importance. According to Flippo, training is the act of increasing the knowledge and skills of an employee for doing a particular job. The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge during the training that helps him improve performance.

FEATURES OF TRAINING
Increases knowledge and skills for doing a job. Bridges the gap between job needs and employee skills, knowledge and behavior. Job oriented process, vocational in nature. Short term activity designed essentially for operatives.

HRM AND TRAINING


Recognition of the importance of training in recent years has been heavily influenced by the intensification of overseas competition and the relative success of economies like Japan, Germany and Sweden where investment in employee development is considerably emphasized. Technological developments and organizational change have gradually led some employers to the realization that success relies on the skills and abilities of their employees, and this means considerable and continuous investment in training and development.

APPROACHES OF TAINING AND DEVLOPMENT

TRAINING VS DEVELOPMENT
Training often has been referred to as teaching specific skills and behavior. The skills are almost always behavioral as distinct from conceptual or intellectual. Development, in contrast, is considered to be more general than training and more oriented towards individual needs in addition to organizational needs and it is most often aimed toward management people. Usually the intent of development is to provide knowledge and understanding that will enable people to carry out non technical organizational functions more effectively, such as problem solving, decision making and relating to people.

Training & Development Distinctions


Learning Dimension Who What Training Non-managers Technical-Mechanical Operations Why Specific job related information When Short Term Long Term Development Managers Theoretical-Conceptual ideas General knowledge

OBJECTIVES OF TRAINING AND DEVELOPMENT

Individual Objectives Help employees in achieving personal Goals.

Societal Objectives Ethically and socially responsible to the needs and challenges of the

OBJECTIVES OF TRAINING AND DEVELOPMENT

Functional Objectives Departments contribution at various Level

Organizational Objectives Bringing Individual Effectiveness

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. It helps in adhering to a plan.

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. 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. 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. 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. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry. Therefore, without any guidance, the training may not be designed appropriately.

Evaluator 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 participants.

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 human intellect and an overall personality of the employees.

Other objectives
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.

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.

ROLE OF ORGANISATION IN TRAINING AND DEVELOPMENT


An organization has a very close relationship with the trainee and the trainer because it is the first contact for both. The demand for the training in the organization increases when the organization wants: - To hire new people training as a means of training new recruits - To Expand When the company wants to increase its headcount - To increase certain number of staff (in position) by a certain date - To enhance the performance of employees - Organization's name to be a part of training unit

The organization goes through the following steps for the transfer of training to the field:

1.Assessment Determine training needs. Identify training objectives.

2.Implementation Select training methods. Conduct training.

3.Evaluation Compare training outcomes and criteria.

PROCESS OF TRAINING

Identifying Training Needs

Taking the feedback

Selecting Participants

Implementing the Training in Field

Defining Expectations from a Program

Monitoring Trainees Progress

MODELS OF TRAINING

System model
Analyze and identify the training needs Design and provide training to meet identified needs Develop Implementing is the hardest part of the system Evaluating each phase

Instructional system development model (ISD) model

Transitional model
Vision Mission Values

Analysis Planning Development Execution Evaluation

1. System model
The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows:

1. Analyze and identify the training needs i.e. to analyze the department,
job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated.

2. Design and provide training to meet identified needs. This step


requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.

3. Develop- This phase requires listing the activities in the training program that
will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives.

4. Implementing is the hardest part of the system because one wrong


step can lead to the failure of whole training program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of
subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

2. Instructional System Development Model (ISD) Model Instructional System Development model or ISD training model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. The Instructional System Development model comprises of five stages: 1. ANALYSIS This phase consist of training need assessment, job analysis, and target audience analysis. 2. PLANNING This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc. 3. DEVELOPMENT This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary. 4. EXECUTION - This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories. 5. EVALUATION - The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

3. Transitional Model
Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed. Vision Focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include setting a role model, or bringing some internal transformation, or may be promising to meet some other deadlines. Mission Explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. Values Is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc.

The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented.

Implement

Plan

Eva luat e

Objectives

METHODS OF TRAINING
There are various methods of training, which can be divided in to cognitive and behavioral methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training.

COGNITIVE

BEHAVIORAL

MANAGEMENT DEVELOPMENT
1. Coaching 2. Mentoring 3. Job rotation 4. Job instruction technique 5. Sensitivity training 6. Transactional analysis 7. Simulation exercises 8. Straight lectures

1. Lectures 2. Demonstrations 3. Discussions

1. Games and simulations 2. Behavior-modeling 3. Business games

4. Computer based training 4. Case studies (cbt) 5. Intelligent tutorial system(its) 6. Programmed instruction (pi) 7. Virtual reality 5. Equipment stimulators 6. In-basket technique 7. Role plays

COGNITIVE METHOD
These methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning.

Various methods are:-

1. Lectures
It is one of the oldest methods of training. This method is used to create understanding of a topic or to influence behavior, attitudes through lecture. A lecture can be in printed or oral form. Lecture is telling someone about something. There are some variations in Lecture method. The variation here means that some forms of lectures are interactive while some are not. Straight Lecture: Straight lecture method consists of presenting information, which the trainee attempts to absorb. In this method, the trainer speaks to a group about a topic. However, it does not involve any kind of interaction between the trainer and the trainees. A lecture may also take the form of printed text, such as books, notes, etc. The difference between the straight lecture and the printed material is the trainers intonation, control of speed, body language, and visual image of the trainer. Main Features of Lecture Method: - some of the main features of lecture method are: Inability to identify and correct misunderstandings Less expensive Can be reached large number of people at once Knowledge building exercise Less effective because lectures require long periods of trainee inactivity

A good lecture consists of introduction of the topic, purpose of the lecture, and priorities and preferences of the order in which the topic will be covered.

2. Demonstration Training Method


This method is a visual display of how something works or how to do something. As an example, trainer shows the trainees how to perform or how to do the tasks of the job. In order to be more effective, demonstration method should be should be accompanied by the discussion or lecture method. While performing the demonstration, trainer: Demonstrates the task by describing how to do, while doing Helps the focusing their attention on critical aspects of the task Tells the trainees what you will be doing so they understand what you will be showing them Explains why it should be carried out in that way The difference between the lecture method and the demonstration method is the level of involvement of the trainee. In the lecture method, the more the trainee is involved, the more learning will occur. The financial costs that occur in the demonstration method are as follows: Cost of training facility for the program Cost of materials that facilitate training Food, travel, lodging for the trainees and the trainers Compensation of time spent in training to trainers and trainees Cost related to creating content, material Cost related to the organization of the training

After completing the demonstration the trainer provide feedback, both positive and or negative, give the trainee the opportunity to do the task and describe what he is doing and why.

3. Discussion Training Method


This method uses a lecturer to provide the learners with context that is supported, elaborated, explains, or expanded on through interactions both among the trainees and between the trainer and the trainees. The interaction and the communication between these two make it much more effective and powerful than the lecture method. If the Discussion method is used with proper sequence i.e. lectures, followed by discussion and questioning, can achieve higher level knowledge objectives, such as problem solving and principle learning. The Discussion method consists a two-way flow of communication i.e. knowledge in the form of lecture is communicated to trainees, and then understanding is conveyed back by trainees to trainer. Understanding is conveyed in the form of verbal and non-verbal feedback that enables the trainer to determine whether the material is understood. If yes, then definitely it would help out the trainees to implement it at their workplaces and if not, the trainer may need to spend more time on that particular area by presenting the information again in a different manner. Questioning can be done by both ways The trainees and The trainer. When the trainees ask questions, they explain their thinking about the content of the lecture. A trainer who asks questions stimulates thinking about the content of the lecture. Asking and responding questions are beneficial to trainees because it enhance understanding and keep the trainees focused on the content. Discussions and interactions allow the trainee to be actively engaged in the material of the trainer. This activity helps in improving recall.

4. Computer Based Training (CBT)


With the worldwide expansion of companies and changing technologies, the demands for knowledge and skilled employees have increased more than ever, which in turn, is putting pressure on HR department to provide training at lower costs. Many organizations are now implementing CBT as an alternative to classroom based training to accomplish those goals. Some of the benefits of Computer Based Training are:

Provides the instructiona l consistency

Reduce the cost of training Reduces trainee learning time

Allows the trainee to master learning

BENEFITS OF CBT

Increases access to training

Allows learning at an individual pace

Affords privacy of learning

According to a recent survey, about 75% of the organizations are providing training to employees through Intranet or Internet.

5. Intelligent Tutorial System (ITS)


This Intelligent Tutorial system uses artificial intelligence to assist in training or tutoring the participants. This system learns through trainee responses. Features of Intelligent Tutorial Systems (ITS) It selects the appropriate level of instructions for the participants It guides the trainees It is a text-based system It also evaluates the training program It also improves the methodology for teaching the trainee based on the information

6. Programmed Instruction (PI)


Programmed instruction is a Computer-based training that comprises of graphics, multimedia, text that is connected to one another and is stored in memory. It provides the participant with content, information, asks questions, and based on the answer goes to the next level of information i.e. if the trainee gives the correct answer; one branch moves the trainee forward to the new information Features of Programmed Instruction some of the features of programmed instructions are: It provides immediate feedback to trainee response It frequently reviews the content It programs small learning steps that results in fewer response errors It allows trainees to move through the content at their own speed, or capability.

7. Virtual Reality (VR)


Virtual Reality is a training method that puts the participant in 3-D environment. The three dimensional environment stimulates situations and events that are experienced in the job. The participant interacts with 3-D images to accomplish the training objectives. To experience virtual reality; the trainee wears devices, like headset, gloves, treadmills, etc. Virtual Reality provides trainees with an understanding of the consequences of their actions in the work environment by interpreting and responding to the trainees actions through its accessories: Headset provides audio and visual information Gloves provides tactile information Treadmills is used for creating the sense of movement Sensory devices transmits how the trainees are responding in the virtual workplace to the computer this allows the virtual reality (VR) system to respond by changing the environment appropriately. Features of Virtual Reality (VR) System:- some of the features of Virtual Reality System are: It is poorly understood requires technical understanding It is expensive It is time consuming It is flexible in nature It does not incur traveling, lodging, or food cost It requires excellent infrastructure This type of environment is created to give trainee the impression of physical involvement in an environment

BEHAVIORAL METHOD OF TRAINING


Behavioral methods are more of giving practical training to the trainees. The
various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development.

1. GAMES AND SIMULATIONS

2. BEHAVIOR-MODELING

3. BUSINESS GAMES

4. CASE STUDIES

5. EQUIPMENT STIMULATORS

6. IN-BASKET TECHNIQUE

7. ROLE PLAYS

1. Games and Simulations


Games and Simulations are structured and sometimes unstructured, that are usually played for enjoyment sometimes are used for training purposes as an educational tool. Training games and simulations are different from work as they are designed to reproduce or simulate events, circumstances, processes that take place in trainees job. Training games and simulations are now seen as an effective tool for training because its key components are: Challenge Rules Interactivity

2. Behavior Modeling
Behavior Modeling uses the innate inclination for people to observe others to discover how to do something new. It is more often used in combination with some other techniques. Behavior modeling focuses on developing behavioral and interpersonal skills. This type of method can be used for training in Sales training Interviewee training Interviewer training Safety training Interpersonal skills training

3. Business Games Training


Business games are the type of simulators that try to present the way an industry, company, organization, consultancy, or subunit of a company functions. Basically, they are based on the set of rules, procedures, plans, relationships, principles derived from the research. Some of the benefits of the business games are: It develops leadership skills It improves application of total quality principles It develops skills in using quality tools It strengthen management skills

4. Case Study Training Method


Case Studies try to simulate decision making situation that trainees may find at their work place. It reflects the situations and complex problems faced by managers, staff, HR, CEO, etc. The objective of the case study method is to get trainees to apply known concepts and ideologies and ascertain new ones. Case Study method focuses on: Building decision making skills Assessing and developing Knowledge, Skills and Attitudes (KSAs) Developing communication and interpersonal skills Developing management skills Developing procedural and strategic knowledge

5. Equipment Simulators
Equipment simulators are the mechanical devices that necessitate trainees to use some actions, plans, measures, trials, movements, or decision processes they would use with equipment back on the their respective work place. Equipment simulators can be used in giving training to: Air Traffic Controllers Taxi Drivers Telephone Operators Ship Navigators Maintenance Workers Product Development Engineers Airline Pilots

6. In Basket Technique
It provides trainees with a log of written text or information and requests, such as memos, messages, and reports, which would be handled by manger, engineer, reporting officer, or administrator This technique focuses on: Building decision making skills Assess and develops Knowledge, Skills and Attitudes (KSAs) Develops of communication and interpersonal skills Develops procedural knowledge Develops strategic knowledge

7. Role Play Training Method


Role play is a simulation in which each participant is given a role to play. Trainees are given with some information related to description of the role, concerns, objectives, responsibilities, emotions, etc. For instance, situation could be strike in factory, managing conflict, two parties in conflict, scheduling vacation days, etc. Once the participants read their role descriptions, they act out their roles by interacting with one another. Role Plays helps in Developing interpersonal skills and communication skills Conflict resolution Group decision making Developing insight into ones own behavior and its impact on others There are various types of role plays, such as: Multiple Role Play In this type of role play, all trainees are in groups, with each group acting out the role play simultaneously. After the role play, each group analyzes the interactions and identifies the learning points. Single Role Play One group of participants plays the role for the rest, providing demonstrations of situation. Other participants observe the role play, analyze their interactions with one another and learn from the play. Role Rotation It starts as a single role play. After the interaction of participants, the trainer will stop the role play and discuss what happened so far. Then the participants are asked to exchange characters. Spontaneous Role Play In this kind of role play, one of the trainees plays herself while the other trainees play people with whom the first participant interacted before.

Management Development Program (MDP)


Management Development has become very important in todays competitive environment. According to a survey, those companies that align their management development with tactical planning are more competitive than the companies who are not. It has also been indicated that 80% of the companies report MDP, compared with 90% that provide executive leadership training. Some of the reasons behind the management development programs are: It is managements responsibility of ensuring the success of the organization It is the management who deal with people of different background, culture, language, etc Mergers and acquisitions, downsizing, etc are all under managements control It is managements responsibility to ensure that the employees obtain the required KSAs to perform the tasks It is managements responsibility to ensure that right people is hired for the right job, at the right time for the right place It is the management who makes decisions on the basis of judgment and intuition Managers are engaged in varied, discontinue, and brief activities Managers job is complex i.e. for the managers understanding the training need is not easy because his training need is determined by how well his department is meeting its objective and goal. Therefore, managers must be able to get the required knowledge, skills, and attitudes (KSAs) to meet the challenges as soon as they arise.

Various methods of MDP


ON THE JOB TRAINING OFF THE JOB TRAINING

1. Coaching 2. Mentoring 3. Job rotation 4. Job instruction technique

1. Sensitivity training 2. Transactional analysis 3. Simulation exercises 4. Straight lectures

ON THE JOB TRAINING 1. COACHING


Coaching is one of the training methods, which is considered as a corrective method for inadequate performance. According to a survey conducted by International Coach Federation (ICF), more than 4,000 companies are using coach for their executives. These coaches are experts most of the time outside consultants. A coach is the best training plan for the CEOs because It is one to one interaction It can be done at the convenience of CEO It can be done on phone, meetings, through e-mails, chat It provides an opportunity to receive feedback from an expert It helps in identifying weaknesses and focus on the area that needs improvement.

2. Mentoring
Mentoring is an ongoing relationship that is developed between a senior and junior employee. Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee. The meetings are not as structured and regular than in coaching. Executive mentoring is generally done by someone inside the company. Some key points on Mentoring Mentoring focus on attitude development Conducted for management-level employees Mentoring is done by someone inside the company It is one-to-one interaction It helps in identifying weaknesses and focus on the area that needs improvement

3. Job Rotation
For the executive, job rotation takes on different perspectives. The executive is usually not simply going to another department. In some vertically integrated organizations, for example, where the supplier is actually part of same organization or subsidiary, job rotation might be to the supplier to see how the business operates from the supplier point of view. Learning how the organization is perceived from the outside broadens the executives outlook on the pr ocess of the organization. Or the rotation might be to a foreign office to provide a global perspective.

Benefits of Job Rotation Some of the major benefits of job rotation are: It provides the employees with opportunities to broaden the horizon of knowledge, skills, and abilities by working in different departments, business units, functions, and countries Identification of Knowledge, skills, and attitudes (KSAs) required It determines the areas where improvement is required Assessment of the employees who have the potential and caliber for filling the position

4. Job Instruction Technique (JIT)


Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and procedural), skills and attitudes development. Procedure of Job Instruction Technique (JIT) JIT consists of four steps: Plan This step includes a written breakdown of the work to be done because the trainer and the trainee must understand that documentation is must and important for the familiarity of work. A trainer who is aware of the work well is likely to do many things and in the process might miss few things.

Present In this step, trainer provides the synopsis of the job while presenting the participants the different aspects of the work. When the trainer finished, the trainee demonstrates how to do the job and why is that done in that specific manner. Trainee actually demonstrates the procedure while emphasizing the key points and safety instructions.

Trial This step actually a kind of rehearsal step, in which trainee tries to perform the work and the trainer is able to provide instant feedback. In this step, the focus is on improving the method of instruction because a trainer considers that any error if occurring may be a function of training not the trainee. Follow-up In this step, the trainer checks the trainees job frequently after the training program is over to prevent bad work habits from developing .

PLAN

PRESENT

FOLLOW UP

TRIAL

OFF THE JOB TRAINING


There are many management development techniques that an employee can take in off the job. The few popular methods are:

1. Sensitivity training
Sensitivity training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioral flexibility. Social sensitivity in one word is empathy. It is ability of an individual to sense what others feel and think from their own point of view. Behavioral flexibility is ability to behave suitably in light of understanding.

2. Transactional Analysis
Transactional Analysis provides trainees with a realistic and useful method for analyzing and understanding the behavior of others. In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person. This motivation reaction relationship between two persons is a transaction. Transactional analysis can be done by the ego states of an individual. An ego state is a system of feelings accompanied by a related set of behaviors . There are basically three ego states: Child Parent Adult

3. Lecture A Method of Training


It is one of the oldest methods of training. This method is used to create understanding of a topic or to influence behavior, attitudes through lecture. A lecture can be in printed or oral form. Lecture is telling someone about something. Straight Lecture: Straight lecture method consists of presenting information, which the trainee attempts to absorb. In this method, the trainer speaks to a group about a topic. However, it does not involve any kind of interaction between the trainer and the trainees. A lecture may also take the form of printed text, such as books, notes, etc. The difference between the straight lecture and the printed material is the trainers intonation, control of speed, body language, and visual image of the trainer. Main Features of Lecture Method: - Some of the main features of lecture method are: Inability to identify and correct misunderstandings Less expensive Can be reached large number of people at once Knowledge building exercise Less effective because lectures require long periods of trainee inactivity

4. Games and Simulations


Discussed above.

TRAINING IN TELECOM SECTOR


Telecom is one of the fastest growing sectors in India with a growth of 21% and revenue of Rs 86,720 crore in the year 2006. The sector is expected to grow over 150% by 2012. With increase in competition between the major players like BSNL, MTNL, Hutchison Essar, BPL, Idea, Bharti Tele services, Tata, etc, the requirement for mobile analysts, software engineers, and hardware engineers for mobile handsets has increased. However, holding an engineering degree is not enough to survive in the Telecom Sector. There is constant need of updating of knowledge, skills, and attitudes.

With this rapid growth in Telecom Sector, the need for trained professionals in bound to rise and so is the training need. The total training market in Telecom Sector is estimated to be Rs 400 crore. Many top players are spending a huge amount on training and development, for example BSNL alone spends more than 100 crore on training and development of its employees through the Advanced Level Telecommunications Training Centre (ALTTC) and 43 other regional training institutes. Reliance has also established Dhirubhai Ambani Institute of Information and Communication Technology. In addition to that, Bharti has also tied-up with IIT Delhi for the Bharti School of Telecommunication Technology and Management.

With the increase in competition, availability of huge amount of information through internet, magazines, newspapers, TV, etc, and increased awareness among customers, the demand to impart proper training in non-technological areas like customer care and marketing has increased too.

Rapid technological changes, network security threat, mobile application development, growing IP deployment in the sector have brought back the training and development in the priority catalog.

TRAINING IN IT SECTOR
The Indian IT sector is growing at a very fast pace and is expected to earn a revenue of US $87 billion by 2008. In 2006, it has earned revenue of about US $ 40 billion with a growth rate of 30%. IT sector is expected to generate 2.3 million jobs by 2010, according to NASSCOM (National Association of Software and Service Companies)

with this rapid expansion of IT sector and coming up of major players and new technologies like SAP, the need of human resource development has increased. According to the recent review by Harvard Business Review, there is a direct link between training investment of the companies and the market capitalization. Those companies with higher training investment had higher market capitalization. It clearly indicates that the companies which have successfully implemented training programs have been able to deliver customer goals with effective results. It shows that good training results in enhancement of individual performance, which in turn, helps the organization in achieving its business goals. Training is a tool that can help in gaining competitive advantage in terms of human resource.

With the growing investment by IT companies in the development of their employees many companies have now started their own learning centers. As an example, Sun has its own training department. Accenture has Internet based tool by the name of My Learning that offers access to its vast learning resources to its employees. Companies are investing in both the technical training, which has always been an essential part in IT industry, as well as in managerial skills development. Companies now kept aside 3-5% of revenue for training programs. As an example, some of the major players like Tata Elexi and Accenture are allocating 7% and 3% respectively of the companys overall revenue.

GUIDELINES FOR TRAINING AND DEVELOPMENT


1. Assess and agree training needs Conduct some sort of training needs analysis. Another method example of assessing and prioritising training is DIF Analysis. This commonly happens in the appraisal process. Involve the people in identifying and agreeing relevant aligned training. Consider organizational values and aspects of integrity and ethics, and spirituality, love and compassion at work as well as skills. Look also at your recruitment processes - there is no point training people if they are not the right people to begin with. Why people leave also helps identify development needs. 2. Create training or development specification Having identified what you want to train and develop in people, you must break down the training or learning requirement into manageable elements. Attach standards or measures or parameters to each element. The 360 degree process and template and the simple training planner (also in pdf format) are useful tools. Revisit the 'skillsets' and training needs analysis tools - they can help organize and training elements assessment on a large scale. 3. Consider learning styles and personality People's learning styles greatly affect what type of training they will find easiest and most effective. Look also at personality types. Remember you are dealing with people, not objects. People have feelings as well as skills and knowledge. The Erikson model is wonderful for understanding more about this. So is the Johari Window model. Consider the team and the group. Adair's theory helps. So does the Tuckman model. 4. Plan training and evaluation 5. Design materials, methods and deliver training Consider modern innovative methods - see the Businessballs Community for lots of providers and ideas. Presentation is an important aspect to delivery. See also running meetings and workshops. Good writing techniques help with the design of materials. So do the principles of advertising - it's all about meaningful communication. There is a useful training providers selection template on the sales training page, which can be adapted for all sorts of providers and services.

Consider evaluation training effectiveness, which includes before-and-after measurements. The Kirkpatrick model especially helps you to structure training design. Consider Bloom's theory too, so that you can understand what sort of development you are actually addressing. Consider team activities and exercises. See the self-study program design tips below - the internet offers more opportunities than ever.

GENERAL TRAINING TIPS


These tips apply essentially to traditional work-related training - for the transfer of necessary job- or work-related skills or knowledge. When planning training think about:

your objectives - keep them in mind all the time how many people you are training the methods and format you will use when and how long the training lasts where it happens how you will measure its effectiveness how you will measure the trainees' reaction to it

When you give skills training to someone use this simple five-step approach: 1. prepare the trainee - take care to relax them as lots of people find learning new things stressful 2. explain the job/task, skill, project, etc - discuss the method and why; explain standards and why; explain necessary tools, equipment or systems 3. provide a demonstration - step-by-step - the more complex, the more steps people cannot absorb a whole complicated task all in one go - break it down always show the correct way - accentuate the positive - seek feedback and check understanding 4. have the trainee practice the job - we all learn best by actually doing it - ('I hear and I forget, I see and I remember, I do and I understand' - Confucius) 5. Monitor progress - give positive feedback - encourage, coach and adapt according to the pace of development.

SAMPLE LETTERS OF TRAINING


Sample letter of congratulations

(Name, home address, date) Dear.......... My warmest congratulations to you on your completion of your ............... training course/programme on (date). Your achievement (of ...... qualification/accreditation) is richly deserved, and is a great example for others to follow. I encourage you to continue to strive towards further personal development. Best wishes, etc.

Sample letter of recognition of successful effort


(Name, home address, date) Dear.............. I am writing to give you my personal appreciation for a job well done when you recently................................ .

I recognize this was a tough challenge for you. The way you handled the demands and pressures is an inspiring example to others. You will I suspect go on from this to greater challenges and achievements in the future. Keep up your excellent efforts. Best wishes, etc

Sample letter of recognition of unsuccessful effort


(Name, home address, date) Dear.............. I realize that your recent failure to achieve/complete................................ Qualification/course will have been a disappointment to you. However, I wanted to let you know that I was greatly impressed by your efforts and attitude in approaching your challenges, and I have every faith that you will succeed on your next attempt. The lessons we learn from our failures are often even more valuable than the experience we gain from our successes. Keep up your excellent efforts. Best wishes, etc

CONCLUSION
Training has become increasingly vital to the success of modern organizations. They often compete on competencies the core sets of knowledge and expertise that give them an edge over their competitors. Training plays a central role in nurturing and strengthening these competencies, and in this way has become part of the backbone of strategy implementation. In addition, rapidly changing technologies require that employees continuously hone their knowledge, skills and abilities (KSAs) to cope with new processes and systems. Employees Training and Development programs try to improve skills or add to the existing level of knowledge so that the employees is better equipped to do his/her present job or to get prepared for a higher position with increased responsibilities. Employee growth and development should be seen in the context of an ever changing and dynamic environment. The whole Training and Development function has increasingly acquired status as the instrument for breaking new ground and bringing about change through its Developmental activities. Training managers must provide expert advice to top level management, usually about the value to the organization of a particular kind of training. Furthermore, they must have the means to persuade management as to a systematic approach to training outlining for example, the extent to which changes in structure and procedures will be necessary to support training.

Training and development is about making a difference to the bottom line, both in terms of how people feel about their jobs as well as in the area of performance and productivity. Ultimately, it is about adding real value to the organization and those who comprise it.

BIBLIOGRAPHY
Ashwathappa K, Human Resource Management, Tata Mc Graw Hill, New Delhi, Fifth edition, 2009. Dr. Sanjeev Bhatnagar, Personnel management, 2009 www.humanresources.about.com www.hremguide.com- HRM related articles, features and link www.hr-topics.com- Human resources news and releases www.questia.com/library- Job evaluation- Appraising employee performance.

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