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Training and Development of Employees at Workplace

Manoj Kumar

Assistant Professor in Psychology, Govt. P.G. College Ambala Cantt

Abstract

Although training helps employees do their current jobs, the benefits of the training may extend throughout a person’s career and help develop that person for future responsibilities. Development by contrast, helps the individual handle future responsibilities with little concern for current job duties. The term Development can be defined as the nature and direction of change taking place among personnel through educational and training processes.

Keywords: Training, Development, Skills

TRAINING AND DEVELOPMENT OF

EMPLOYEES AT WORKPLACE

Manoj Kumar, Assistant Professor in Ps ychology,

Govt. P.G. College A mbala Cantt

Training provides knowledge and skills required to perform the job. It can be viewed as job oriented leading to an observable change in the behaviour of the trainee in the form of increased ability to perform the job. On the other hand although development is still job related, it is much broader in scope. It enhances general knowledge related to a job as well as the ability to adapt to change. Development programmes were started for middle managers as well as the

top management. Thus Training appeared to be an improper destination for learning a variety of complex, difficult and intangible functions of management personnel. Development of an individual is due to his day-to-day experience on the job. Therefore, one must emphasize the development is highly individual and is self-development too. It must be generated within the man himself. No amount of coercion can produce development in a hostile and apathetic manager.

The processes of training and development often confused. Training means learning the basic skills, necessary for a particular job and development on the other hand means growth of the individuals in all respects.

Objectives of Training:

 To help the employees in developing their competencies: The main objective of training is to help the employees in developing their capacities and capabilities both new and old. Training upgrades the skills and knowledge of the employees so that the organization could avail their better services.

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knowledge and job skills to the employees but is also to create the self conscious among the employees and a greater awareness so that they can realize their responsibilities and contribute their best efforts to the organization.

 To Improve Morale of the employees: The employee’s interest in work is influenced by his mental and emotional state which is called morale. The employees provide their best efforts when their morale is high. Training by improving the capabilities and abilities of the employees improve their morale and they give their best to the organization.

 To improve Work Quality: Training aims in improving work quality by increasing the knowledge of employees and by making them aware of the modern methods and techniques of performing the job in an economical manner.

 To fill the vacant positions: Sometimes it is not possible for the management to fill some important positions from outside the organization. Under such situations the training aims to improve the skills of the present employees so that they can better handle the work of the vacant positions.

 To ensure efficiency and effectiveness in the organization: The main objective of the training is to bring efficiency and effectiveness in the organization so that the organization may achieve its objectives remaining competitive in the highly competitive environment.

 To cope with technological changes: Training aims to cope up with the technological changes in the economy. Training imparts the knowledge of new technology to the employees and helps them in adopting at their work place. Need of the Training:

Training bridges the gap between the job requirements and employee’s present capabilities. Every organization should provide training to its workforce due to the technological changes and automation. Training requires for both employer and the employees. Benefits of training to employers/organization:

 Increased Productivity: Increase in the skills of the employees, usually increments the both quality and quantity of output. Training plays an important role in increasing the efficiency of the employees and increases their skills for doing the job in a better way. This increases the productivity in the organisation.

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employees perform better even with limited supervision. Both employee and supervisor want lesser supervision and greater independence, which can be only possible through training.

 Reduced Accidents: According to a survey, maximum accidents are caused due to the deficiencies in the skills of the people than due to the deficiencies in the working conditions. Proper training for the skills required for the job contributes towards the reduction in the accident rate.

 Ensures flexibility and stability: The organization gains, stability as it continues to have trained personnel for its varied requirements. Continuous and timely training makes the organization more competent and enables it to overcome shortages of skilled personnel.

 Economy in operations: It is a well known fact that trained personnel’s are capable of doing their tasks with care and caution. The wastage of time, energy, and materials is minimized and cost of production is reduced.

 Reduced Turnover and Absenteeism: Training helps in reducing the labour turnover and absenteeism. The main reasons for the labour turnover are the job dissatisfaction and low morale of

the employees but training by arousing the interest of the employees in the job makes them satisfied. So the problems of labour turnover and absenteeism are reduced with the help of training. Benefits for the employees:

 Increase in morale of employees: Training increases morale of the employees. Training increases employee’s morale by relating their skills with the job requirements. Trained employees can see their jobs in the more meaningful ways. This increases the morale of the employees.

 More employment opportunities: A trained employees gets more employment opportunities as compared to the untrained employee. This is because every firm wants the trained and capable workers.

 More adaptability: As the trained employee can better understand his job, he can better adapt to the changes which are introduced in the working environment due to the changes in the market conditions.

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knowledge, which makes the employee more efficient.

 More chances of promotion: Employees who have more knowledge and skills about the job are considered more efficient and have more chances of promotion as compared to the employees who have less knowledge and skills. This knowledge and skill which forms the basis of promotion is provided through training.

Methods of Training:

The most popular training methods used by organizations can be classified either on the job or off the job training. The most widely used training methods take place on the job. These methods are popular due to their simplicity and the impression that they are less costly to use. On the job training places the employee in actual work situation and makes them appear to be immediately productive. It is learning by doing and for jobs that are either difficult to simulate or can be learned quickly by watching and doing, on the job training makes sense. One of the drawbacks of on the job training will be the low productivity until the employees develop their skills and knowledge. Off the job training covers a number of techniques like Classroom lectures, films, demonstration and programmed instructions. The facilities needed for each training program varies from the small Classroom to an elaborate development center

with large lecture halls supplemented by small conference rooms. As there are continuous advancement in the technology, we can expect programmed instructions to become more dominant. Two noticeable versions, Interactive Video Disks (IVDs) and Virtual Reality are gaining momentum in the corporate training. IVDs allow users to interact with a personal computer while simultaneously being exposed to multimedia elements. This motion picture enables the trainees to experience the effect of his or her decision in real time mode. A variety of training methods for human resources find mention in literature and are in use in various organisations. The complex nature of job of today’s personnel makes it difficult to pinpoint one or few appropriate training methods. Carrol, Paine and Ivancevich had conducted a useful study to rate the relative effectiveness of various training methods in relation to different types of training objectives. According to Nishit Kumar, the designing of an effective program as well as selection of an appropriate method can be facilitated by considering some fundamental questions such as

 Who must be trained?

 When is training beneficial?

 In what areas is training required?

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 Has the organisation conducted a skill inventory of its people, both in technology and attitude contents

There are numerous training methods. According to Mirza S. Saiyadain the choice of a method or a combination of methods depends on various considerations, which are:

 The purpose of training is an important consideration in the choice of methodology. Knowledge can be provided by traditional methods of training like lectures and discussions whereas skills and attitudes can be developed by experimental methods of training.

 The nature of the contents for the training program often determines the nature of methodology. A concept can be clarified through a lecture while the operation of machine may best be done through demonstration method.

 The level of trainees in the hierarchy of the organization also determines the nature of methodology.

 Finally, all organizations have to consider with the cost factors. Cost considerations have to be taken into account while deciding about the methods of training. However cost consideration should not override the quality consideration for the training program.

Mirza S. Saiyadain further adds that, “all methods of training should satisfy the

following criterion otherwise their effectiveness can be questioned.

 Training program should involve the active participation of the participants. Lack of participation by trainees will limit the learning to only listening the trainer and will not provide the benefit of sharing experiences.

 The training method should also provide participants with the constant feedback on their performance. The realization that employees are learning constantly or they are not been able to improve upon the previous performance will be a useful motivation to put in the necessary efforts.

 The method should be able to facilitate applicability of training contents to the real life situations. The methodology should provide the participants the linkage between what is done in Classroom and what is relevant to the actual job. This is an important consideration without which learning would remain only theoretical. A training process involves the following steps:

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depends on whether you’re training new or current employees. The main task in analyzing new employees training needs is to determine what the job entails and to break it down into subtasks, each of which you then teach to the new employees. Analyzing current employee needs can be more complex, since you have the added task of deciding whether training is the solution. The training needs are analyzed with the help of following types of analysis:

(i) Organizational Analysis: In this analysis the entire organisation is studied in terms of its objectives, its resources, resource allocation and utilization, growth potential and the environment. The reason for this analysis is to determine where training emphasis should be placed within the organization. Under organizational analysis following elements are studied:

(a) Analysis of objectives and strategies: In this the long term and short term objectives at different levels and the strategies used for the achievement of these objectives at different levels are analyzed. This is done due to the reason that it is necessary to review and revise the objectives according to changing environment. For this purpose the general objectives are converted into specific and detailed operational targets.

(b) Resource Utilization Analysis: The main purpose of this analysis is to study that how the organizational resources are put to use. This analysis examines the contributions of the various departments by establishing efficiency indices for each unit and these indices help in determining the contribution of the human resources.

(c) Environmental Analysis: This analysis studies the economic, social, political, and technological environment of the organisation. The main purpose of this analysis is to identify the controllable and uncontrollable factors affecting the organisation.

(d) Organisational Climate Analysis: In this analysis the attitude of management and the employees is studied. As for developing and implementing the training programme the support of the management and their attitude towards employees is necessarily to be studied.

(i) Role or Task Analysis: It is a detailed examination of the aspects involved in the job. Task analysis studies the various operations and the conditions under which these operations are to be performed. Following procedure is involved in the Task analysis:

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responsibilities of the task under consideration are listed.

 Making the list of the standards of the performance of the job.

 Comparing the actual performance with the standard performance

 If there is a gap between the two, identifying the parts of the job which are making trouble in the effective performance of the job.

 Determining the training needs to overcome the troubles.

(ii) Manpower Analysis: The primary purpose of this analysis is to study the abilities, skills, and the growth and development of the individual. The manpower analysis helps in analyzing the strengths and weaknesses of the individual and also helps in determining that if he requires training or not. If yes, then what kind of training is required by him? The various sources of such information are as follows:

 Observation of employee at the work place.

 Conducting the interview of the employee’s superior and peers.

 Personal records of the employee.

 Production records and tests.

These sources will provide the information about the existing skills and attitude of the employee that he should possess.

2. Preparing the Training Programme: The second step after determining the training needs in the training process is to prepare the training programme for meeting these needs. The training programme should be such that it should address the following issues:

 Type of trainees both new and old.

 Type of training material that is required.

 Resource person who will provide training.

 On the job or off the job training programme.

 Duration of the training programme.

 Method of the training.

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preparation of learners for the training programme:

 Putting the learners at ease particularly if they are new comers so that they do not feel nervous at the job.

 Making the learners understand the importance of the job and its relationship to total workflow.

 Making the learners understand the needs and objectives of training in relationship to their jobs.

 Arousing motivation among the learners to learn by creating interest among the learners about the training programme.

 In the case of on the job training, placing the learners as close to their working place as possible.

 Making the learners familiar with the equipments, materials, tools etc. 4. Implementing Training Programme:

This is the action phase of the training programme. In this phase the trainer demonstrates and illustrates the new methods and knowledge to the learners. The learners at this stage are exposed to the various training activities. The key points are stressed upon and one point is explained at one time for making the training an effective learning experience for the employees. Audio visual aids are

used to demonstrate and illustrate and trainer encourage the trainees for the questions in order to maintain the interest of the learners in the training program.

5. Performance Try out: In this stage the trainee is asked to perform the job several times slowly. The mistakes of the trainees are corrected and if necessary the complicated and difficult aspects are explained again.

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References:

1. B. R. Vi rmani , 2002 “Management

Training and Development: An

evaluation approach,” ICSSR Research

Abstract Quarterly, ICSSR, New Delhi.

2. B.B. Morgon, A.S. Glickman, et al

(1986), Measurement of a team

behaviour in a Navy environment,

Orlando, Naval Training System

Center, , p. 60.

3. B.R Virmani and Premi l a Se th, (1985)

“Evaluating Management Training and

Development”, Vision Books, New

Delhi, , p68

4. D.M Pestonjee, AP Singh, UB

Singh, (1981), “Training Satisfaction

and Performance”, Vikalfza, 6(1).

5. Fieldman,

D.C,

(1989)

“Socialization,

Resocialisation

and

Training : Training and development

in the organization”, San Francisco,

Jossey Boss, p376

6. Randall.S..Scheler

(1981),

“Personnel And Human Resource

Management”,

West

Publishing

Company, New York, , p221

7. Pareek Udai and TV Rao, (1992),

“Designing and Managing Human

Resource System”, Oxford and IBH,

, p233

8. SubbaRao P (1989) , “Human Resource

Management: Environmental

Influence”, Hugh Publications,

Allahabad.

References

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