So focus on facilitating learning, not imposing training. Emotional maturity, integrity, and compassion are more important than skills and processes. If you are in any doubt, analyze the root causes of your organization's successes and your failures - they will never be skills and processes. Enable and encourage the development of the person - in any way that you can. Give people choice - we all learn in different ways, and we all have our own strengths and potential, waiting to be fulfilled. Talk about learning, not training. Focus on the person, from the inside out, not the outside in and offer opportunities for people to develop as people in as many ways you can.
Training & Development need = Standard performance Actual performance Though training and education differ in nature and orientation, they are complementary. An employee, for example, who undergoes training, is presumed to have had some formal education. Furthermore, no training programmers are complete without an element of 10
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Decision making and problem solving skill focus on methods and techniques for making organizational decision and solve work related problems. Learning related to decision making and problem solving skills seeks to improve trainees abilities to define and structure problems, collect and analysis information, generate alternatives. Training of this type is typically provided to potential managers, supervisors and professionals Importance of Training and development for the organization There are many benefits of Training and Development to the organization as well as employee. We have categorized as under: Benefits for the organization Improves communication between group and individuals Aid in orientation of new employee and those taking new job through transfer promotion. Provides information on equal opportunities and affirmative action. Provides information on other government laws and administration policies. Improve interpersonal skills. Makes organizational policies, rules and regulations viable. Builds cohesiveness in group. Provides a good climate for learning, growth and co ordination. Makes the organization a better place to work and live.
Benefits for the individual Helps and individual in making better decision and effective problem solving. Through training and development, motivational variables of recognition achievement, growth, responsibility and advancement are internalized operationalised. Aid in encouraging and achieving selfdevelopment and self confidence. Helps a person handle stress, tension, frustration and conflict. Provides information for improving leadership, knowledge, communication skills and attitudes. Increases job satisfaction and recognition. Moves a person towards personal goals while improving interactive skills. 13
Benefits for personnel and human relation, intra group and internal group relation and policy implementation.
Improves communication between group and individuals. Aid in orientation of new employee and those taking new job through transfer promotion. Provides information on equal opportunities and affirmative action. Provides information on other government laws and administration policies. Improve interpersonal skills. Makes organizational policies, rules and regulations viable. Builds cohesiveness in group. Provides a good climate for learning, growth and co ordination. Makes the organization a better place to work and live
TRAINING PROCESS
Steps in training process ; Organizational objectives Assessment of Training needs Establishment of Training goals Training programs. Implementation of training programme Evaluation of results
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Non-example Here is a non-example of a training goal: The trainees will learn how to become teachers. Implementation of Training programs Program implementation involves actions on the following lines: Deciding the location and organizing training and other facilities. Scheduling the training programmed. Conducting the programmer. Monitoring the progress of the trainees. Evaluation of results: The last stage in the training and development process is the evaluation of the results. Since huge sums of money are spent on training and development, how far the programme has been useful must be judge/determined. Evaluation helps determine the results of the training and development programme. In the practice, however organizations either overlook or lack facilities for evaluation.
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Lectures:
It is the verbal presentation of information by an instructor to a large audience. The lecturer is presumed to possess knowledge about the subject. A virtue in this method is that it can be used for large groups and hence the cost of training per employee is very low. However, this method violates the principle of learning by practice. Also this type of communication is a one- way communication and there is no feedback from the audience because in case of very large groups it is difficult to have interactive sessions. Long lectures can also cause Boredom.
Audio Visuals:
This is an extension of the lecture method. This method includes slides, OHPs, video tapes and films. They can be used to provide a range of realistic examples of job conditions and situations in the condensed period of time. It also improves the quality of presentation to a great extent.
Simulation
It is any equipment or technique that duplicates as nearly as the possible the actual conditions encountered at the job. It is an attempt to create a realistic for decision-making. This method is most widely used in Aeronautical Industry.
Vestibule Training
This method utilizes equipment which closely resembles the actual ones used in the job. It is performed in a special area set aside for the purpose and not at the workplace. The emphasis is placed on learning skills than on production. It is however difficult to duplicate pressures and realities of actual situations. Even though the kind of tension or pressure may be the same but the employee knows it is just a technique and not a real situation. Also the employees behave differently in real situations than in simulations. Also additional investment is required for the equipment.
Case study
It is a written description of an actual situation in the business, which provokes the roeader to think and make decisions/ suggestions. The trainees read the case, analyze it and develop alternative solutions, select the best one and implement it. It is an ideal method to promote decision making skills. They also provide transference to an extent. They allow participation through discussion. This is the most effective method of developing problem solving skills. The method /approach to analysis may not be given importance. Many a times only the result at the end of the case may be considered and not the line of thinking to approach it. This is a major disadvantage since case studies must primarily be used to influence or mend the attitude or thinking of an individual.
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Sensitivity Training:
It uses small number of trainees usually less than 12 in a group. They meet with a passive trainer and get an insight into their own behavior and that of others. These meetings have no agenda and take place away from the workplace. The discussions focus on why participants behave the way they do and how others perceive them. The objective is to provide the participants with increased awareness of their own behavior, the perception of others about them and increased understanding of group process. Examples: Laboratory training, encounter groups. Laboratory training is a form of group training primarily used to enhance interpersonal skills. It can be used to develop desired behaviors for future job responsibilities. A trained professional serves as a facilitator. However once the training is over employees get back to being the way they are.
RESEARCH METHODOLOG
This study is based on the Quantitative research techniques which included the following proceedings: A questionnaire was developed and questions were structured consistent with the research objectives.
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RESEARCH PURPOSE:
The main purpose of the study is to provide complete information regarding the impact and challenges in the organizations practicing training and development in human resource management. The main source of gathering data will be books, newspapers, magazines and interviews of concerned autho5rities. Another major source of data collection was the websites of various authenticated organizations
SAMPLING:
For the data collection purpose, both primary and secondary sources were used. Primary sources: Included data gathered from the interviews and detailed consultation sessions with professional teachers and experts of the concerned organizations. Secondary sources: Included printed materials from books, newspapers, magazines and internet. TREATMENT OF DATA: The data collected during the study has been analyzed in the quantitative framework. The interviews were conducted by using the questionnaire on the face-to-face basis. The interviewer ensured that all the requisite information desired, is solicited through questionnaire. While conducting the interview it was ensured that the interview must remain objective and unbiased. Once filled out questionnaires were collected the data processing and analysis commenced. During the phase of processing the questionnaires were thoroughly reviewed in terms of its completeness and consistency. Subsequently the data was analyzed professionally and findings of the study are presented in the form of project reports. As it is known that the human resource department has an immense importance in the success and failure of the organization. If the organization is not capable of monitoring, controlling and motivating employees then how the organizations will be able to combat with the foreign 20
DATA ANALYSIS In this chapter the researcher had analyzed the collected data through SPSS software. DESCRIPTION OF RESPONDENTS Respondents which helped in collecting this data are In Karachi. In order to have better from the same field understanding the research the data had been collected from the inside employees of Getz Pharma. The total Size sample of 100 consist of approx 20% of female which belong to the different departments and remaining 80% of male. DATA ANALYSIS METHOD The data was analyzed with the help of software SPSS which include means correlation and regression which gave better idea to the researcher about the turn over dependency TEST USED IN TEST In this research t-test for equality of means in used as a statistical hypothesis test. A t-test in any statistical hypothesis test in which the test statistic has a student distribution if the null Hypothesis is true. It is applied when the population is assumed to be normally disturbed but the sample sizes are small enough that statistics on which influence is based is not normally distributed because its relies on uncertain estimate of standard deviation rather than on precisely known values. REGRESSION ANALYSIS It is statistically technique used to find relationships between variable for purpose of predicting future values. In other words it predicts the behavior of a dependent variable by analyzing one or more independent variable. Independence variable in this study are training and development programs and dependent variable is performance of employees. CORRELATION ANALYSIS It is statistical analysis used to determine the extent to which changes in value of an attribute are associated with changes in other attributes. The correlation coefficient r is a measure of the linear relationship between two attributes or columns data. Descriptive Descriptive Statistics
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According to respondents opinions the rating on dependent variable training and development system was highest with a mean of (4.7889). The rating of awareness about training and development was second highest with a mean of (4.6333) The standard deviation of respondents opinions on organization growth was the least (0.15672), as compared to the other dimensions. This indicates that there is highest Participation in training and development. (30874). this indicates that there is a low involvement of organization growth.
Correlations
The data was analyzed through spss software by using correlation significant. The correlation test indicates that shows the correlation between the variables. The correlation values show that there is a positive correlation of training and development. Correlations OG OG Pearson Correlation Sig. (2-tailed) TD N Pearson Correlation 20 -.576** 1 TD -.576** .008 20 1
Sig. (2-tailed) .008 N 20 **. Correlation is significant at the 0.01 level (2-tailed).
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The dependent variable training and development has the strongest correlation .with Pearson correlation 0.576 and second strongly correlation with rating with 0.576
Regression
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Model 1
Variables Removed .
Method Enter
Model Summary
Adjusted Square .295 R Std. Error of the Estimate .13161
Model 1
R .576
a
R Square .332
a. Predictors: (Constant), Training and development ANOVAs Model 1 Regression Residual Sum Squares .155 .312 of Df 1 18 19 Mean Square F .155 .017 8.942 Sig. .008a
Standardized Unstandardized Coefficients Coefficients Model 1 B (Constant) 6.144 Std. Error .454 .098 -.576 Beta t 13.530 -2.990 Sig. .000 .008
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ANNEXURE
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For the following statements, please make whether you: (5) Strongly agree (4) agree (3) neutral (2) disagree (1) strongly disagree Organizational Growth OG1 I understand the long-term strategy of my company
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OG8 Our company is concerned with the long term welfare of the employees.
Training and Development TD1 I am satisfied with all trainings given to us.
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TD5 My superiors are concerned for providing quality product and services.
TD6 Management takes keen interest to provide trainings to improve the performance of employees.
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