Why is training necessary?

Continuous training needs exist because of changes to which an organization is exposed.

Technological changes Economic changes Environmental changes Social changes Changes in behavioural patterns
Needs Tastes Preferences

 Necessitates the organization to effect changes in

Policies Strategies Approaches Attitudes

Knowledge and capabilities of employees must be

Updated Improved Strengthened

TRAINING
Training consists of programmes undertaken to improve employee knowledge,skills,attitudes and social behaviour so that the performance of the organization improves considerably - Wayne Cascio

Knowledge gap factors

Gap elem -ents

performace gap factors

behaviour gap factors

knowledge gap technical knowhow gap skill gap performance level gap

commitment gap attitude gap approach gap behaviour gap

NEED FOR TRAINING

Increase Productivity Improve quality Future Personnel Needs Improve organisational climate Improve health and safety Obsolescence prevention Personal growth

ADVANTAGES OF TRAINING TO COMPANY

1. 2. 3. 4. 5. 6. Increased efficiency/productivity Reduced Supervision Reduced accidents/wastages Reduced absenteeism/turnover Assists Newcomers Information about policy programmes

7. Competent & capable employees 8. a) Better labour relations b) Develops employee loyalty c) Facilitates introduction of new techniques. d) Ensures proper use of available resources e) Reduces grievances of employees

ADVANTAGES TO THE CANDIDATES

Confidence in employees Positive attitude Changes for Promotion Refreshing High rewards Co-operation with others

Meaning Methods

Who
To Whom

On-the-job Training On the job within the co. Coaching/JR etc. Immediate superior Generally individual

Off-the-job Training Off-the-job training centre Business games simulations etc. Expert trainer
To a group

Effect on regular No affect on the jobs job Type Normally practised Less costly Cost Suitability More to train lower level managerial personnel

Normal work affected Theoretical concepts Payment to trainer,hall etc. To train higher level , managerial personnel

ON THE JOB METHODS

On the job training Vestibule training or training centre Simulation Demonstration Apprenticeship

OFF THE JOB METHODS

Lecture Conference Seminar Case discussion Programmed Instructions

TRAINING METHODS FOR SUPERVISORS

Job rotation Reading material Staff meeting Plant & Industrial visits Individual assignment Participation in the work of other depts. Problem solving session Lectures & Teaching Role playing Case studies Conferences Programmed Instructions

DEVELOPMENT
Development is viewed as a long term educational process utilizing planned and systematic procedure by which managerial personnel acquire conceptual and theoretical knowledge for enhancing general administrative abilities.

Techniques for management development

Coaching Counselling Job Rotation Self Improvement Programmes Understanding/Committee Role Playing University management programmes

Objectives of Executive Development

Aims at future development and education for specialization and advancement.
More efficient position performance More economic methods of work More harmonious team work Greater morale & Job satisfaction Quicker adoption to changing conditions Grooming for higher position Sharpening of appetite for self development

Successful Training Programmes

Provide for learners active participation Provide the trainees with knowledge of results about his attempts to improve Facilitate transfer of learning to the jobs Provide for practice and repetition when needed Motivate trainee to improve his performance Assist trainee in his willingness to change

Trainers
Know the job or subject he is attempting to teach Have the aptitude and abilities to teach Want to teach Have a pleasing personality and capacity for leadership Have knowledge of teaching principles and methods

Learning New Techniques

Concept training
Questionology Syndicates Discussion Cases Guided training

Skill Training
Incidents Role Play Games Action learning

 Cases
Syndicates Questionology

Attitudinal training
Laboratory T group Brainstorming Workshop

Evaluation and Training

Increased output Reduced time for production Reduced training time Reduction in scrap, breakage Improvements in quality Reduction in absenteeism,grievances,turnover and accidents Improvement in morale Changes in employees

Test
Attitude survey Cost accounting Checklist Employee appraisal