TRAINING AND DEVELOPMENT

TRAINER MANAGER & HIS JOB

Training Manager is required to assess the training requirements of his staff members and organize training sessions for them. Training Manager is involved in the preparation of the training material. Training Manager needs to develop training development programs. Training Manager may be required to prepare new training rocesses and also work upon revising the existing ones.

Training Manager is required to supervise the trainers and instructors and evaluate their performance.
Training Manager is required to ensure that the trainings are scheduled properly and that the trainers and instructors follow the schedule set for them.

TRAINER MANAGER & HIS JOB

Training Manager needs to coordinate with the department heads and discuss the training requirements of their staff members. Training Manager needs to ensure that the training rooms are well equipped with the facilities required for conducting training. Training Manager needs to address training issues and work upon resolving them. Training Manager may be required to get the training material approved from the senior officials in certain cases. Training Manager is involved in training the trainers and suggesting ways to conduct trainings more effectively. Training Manager is required to plan the trainings keeping in mind the companys budget.

DEVELOPMENT
Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance. Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job.

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IDENTIFICATION OF DEVELOPMENT NEEDS
An effective management and career development programme must meet the needs of the organization.

HUMAN RESOURCE TRAINING

Human resource development(HRD) is one of the components of the development programme.The human resource stock in an organization should have the requisite technical and human skills to man all positions and to meet its requirements.

DEVELOPMENT
1)ORGANIZATION ADAPTATION AND IMPROVEMENT
Successful organizations tend to match or fit the environments in which they operate with the type and cotent of management development programme.

2)ORGANIZATIONAL CULTURE AND CLIMATE

The development programme helps in fostering the organizations culture and climate.The development programme focuses on the relevent managerial skills.

3)ORGANIZATIONAL EFFECTIVENESS
The main of all development programmes is to make the organizatio more effective. Organization effectivenes is influenced by a variety of factors eg. Teamwork, business knowledge and culture & climat which can be incorporated in the development programmes.

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ROLE OF HUMAN RESOURCE DEVELOPMENT(HRD)

HRD plays a vital rolein determining training and development needs.

The supervisors play a major role as they approve the goals of the development programme and help to persuade potential participants. They also determine those employees who are to attend the development programme.
The HRD department also seves as an information sourec. It provides information about trainig programmes offered by other instituions.

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FORMULATION THE EMPLOYEE DEVELOPMENT PLAN
First, strategy is formulated which involves the setting of overall objectives. Then, employee development needs are assigned priorities and the resources allocated in order of priority. After the priorities are determined, they must be codified in the form of an employee development plan that identifies: 1) Who will be trained 2) the type of programes; 3) the time frame; 4) the persons responsible; 5) the resources and facilities to be used.

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THE EMPLOYEE DEVELOPMENT PROCESS
Employee development is considered as a process consisting of interrelated phases or steps. It starts off with the identification of an employees development needs. Once the needs are clarified the development plan is formed whcihc shows the overall objectives, programmes priorities and resource allocations and indicates who will be trained in what, by whom and when.

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PROBLEMS IN DEVELOPMENT
Some of the common problems in development which are often repeated are: 1) Inaccurate need analysis, 2) Trying to substitute training for selection, and 3) Encapsulated development. The problems of encapsulated development is a result of sending emplyees to learn new methods and ideas but not changing the old attitudes and methods existing in the organization. Therefore, the new knowledge learnt by the trainee remains encapsulated because of his inability to implement them in the unchanged work situation.

DISTINCTION BETWEEN TRAINING AND DEVELOPMENT

Learning
Who What Why When

Training
Non-managers Technical Specific job Short term

Development
Managers Theoretical General Long term

Training Development

Current Jobs Future Jobs

TRAINING AND DEVELOPMENT OBJECTIVES

1. Individual Objectives :- personal goals
2. Organizational Objectives:- assist organization

3. Functional Objectives:- maintain department contribution 4. Societal Objectives:- ethically & socially responsible