-Prof.

Sachin Vyavhare

TRAINING & DEVELOPMENT

TRAINING

Training
 After having selected the most suitable

person in the organisation..  No organisation can choose.  The only choice .  If no planned programme  Self trainingtrial n error..  Thus cost wouldnd eliminated----rather higher  All type of jobs require some type ..  Therefore all new or old ..

Training
 Every new employee..  Retraining.  It is valuable for employees..  It is valuable for organisations

Training
 Training is the organised procedure by which people learn knowledge & skills for a definite purpose.-Beach

Training
Training is the act of increasing the knowledge and skill of an employee for doing a particular job.-Flippo Training is the process by which manpower is filled for the particular jobs it is to perform.-Dale Yoder

Training
 Training improves ,changes, moulds the employees knowledge, skills, behaviour, aptitude & attitude towards the requirements of the job and organization.  Training bridges the differences between job requirements and employees present specifications.

Training & Development

Training is a short term process utilising

a systematic and organised procedure by which non-managerial personnel learn technical knowledge & skills for a definite purpose. Development is a long term educational process utilising a systematic and organised procedure by which managerial personnel can learn conceptual and theroetical knowledge for general purpose.-Stementz Lawrence L.

Training & Development

Training
 Technical Skills & Knowledge  Specific job related  Short term  Mostly technical & non managerial personnel

Development
 Managerial & behavioural skills & Knowledge  Conceptual & general knowledge  Long-term  Mostly for managerial personnel

Need for Training:

 To match the Employee Specification with the Job Requirements and Organizational Needs  Organizational viability and the transformation process  Technological advances  Organizational complexity  Human Relations  Change in the job Assignment

Importance of Training
A)Advantages to the Organization:  Follow up of selection procedure  Better performance  Reduction in cost of production  Reduced supervision  Increased moral  Organizational stability and flexibility

Importance of Training
B) Advantages to the employees:  Increase in wage earning capacity  Job security  Chances for promotion

Objectives of Training
 To prepare the employee both new and old to meet the present as well as the changing requirements of the job and the organization  To prevent obsolescence(being no longer in use)  To impart the entrants the basic knowledge and skill they need for an intelligent performance of definite job  To prepare employees for higher level tasks

Objectives of Training
 To assist employees to function more

effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they will need in their particular fields  To built up a second line of competent officers and prepare them to occupy more responsible positions  To develop the potentialities of people for the next level job

Objectives of Training.
 To broaden the minds of senior managers by

providing them with opportunities for an interchange of experiences within and outside with a view to correcting the narrowness of outlook that may arise from overspecialization  To ensure smooth & efficient working of a department  To ensure economical output of required quality  To promote individual and collective morale, a sense of responsibility, co-operative attitudes and good relationships

Education:

 Education is concerned with improving the

general knowledge and understanding of the employees total environment. For e.g.,  a mechanic who repairs an automobile better than an engineer is only trained and not educated for he does not have engineering education and not its principles.

Education:
 Thus, education is broader in scope, its purpose is to develop individual.  Education is generally imparted by our formal school system.  The difference between training & Education is not precise. In some cases, training & Education occur at the same time.

Types of Training

Types of Training
1.On-the job training

2.Off-the job training

On-the-job training:
 Training that is planned and structured that takes place mainly at the normal workstation of the trainee- although some instruction may be provided in a special training area on site - and where a manager, supervisor, trainer or peer colleague spends significant time with a trainee to teach a set of skills that have been specified in advance.

Advantages of On-the-job training

Tailor-made course content with use of REAL

company situations/examples. training

It is usually less expensive than off-the-job Learning will take place using the equipment

which will be actually used a certain climate)

Trainees acclimatise more rapidly (get used to

Disadvantages of on-the-job

Possibility of poor instruction and insufficient time. Trainee may be exposed to bad work practices. A large amount of spoiled work and scrap material may be produced. Valuable equipment may be damaged. Training takes place under production conditions that are stressful, i.e. noisy, busy, confusing and exposing the trainee to comments by other workers.

On-The-Job
1.Job Rotation 2.Coaching 3.Job Instruction 4.Committee Assignment 5.Internship

Off-the-job training
Off-the-job training takes place away

from normal work situations implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training has the advantage that it allows people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective in inculcating concepts and ideas.

Advantages of off-the-job training

A specialist instructor enables delivery of high quality training. Wider range of facilities and equipment are available. The trainee can learn the job in planned stages. It is free from the pressures and distractions of company life. It is easier to calculate the cost of off-job training because it is more self-contained Cross-fertilisation of ideas between different companies.

Disadvantages of Off-the-job training

Can result in transfer of learning

difficulties when a trainee changes from training equipment to production equipment. aspects of the task can only be learned by doing them in the normal production setting, with its own customs and network of personal relationships. Can be more expensive.

No training can be entirely off-job as some

Off-the-Job
1.Vestibule Training 2.Role Playing 3.Lectures 4.Conference or Discussion 5.Programmed Instructions 6.Case Study

1. Vestibule Training:

This training method attempt to duplicate on-thejob-situation in a company classroom. It is a classroom training that is often imported with the help of the equipment and machines, which are identical with those in use in the place of work. This technique enables the trainees to concentrate on learning new skill rather than on performing on actual job. This type of training is efficient to train semiskilled personnel, particularly when many employees have to be trained for the same kind of work at the same time. Often used to train bank tellers, inspectors, machine operators, typists etc. In this, training is generally given in the form of lectures, conferences, case studies, role-play etc.

Lectures
Lecture is a verbal presentation of information by an

instructor to a large audience. The lecture is presumed to possess a considerable depth of knowledge of the subject at hand. A virtue of this method is that it can be used for very large groups, and hence the cost per trainee is low. This method is mainly used in colleges and universities, though its application is restricted in training factory employees. Limitations of the lecture method account for its low popularity. The method violates the principle of learning by practice. It constitutes a one-way communication. There is no feedback from the audience. Continued lecturing method can be made effective it if is combined with other methods of training.

Programmed Instruction (PI):

This method involves a sequence of steps that

are often set up through the central panel of an electronic computer as guides in the performance of desired operation or series of operations. This method involves breaking information down into meaningful units and then arranging these in a proper way to form a logical and sequential learning. The programme involves presenting questions, facts or problems to trainees to utilize the information given and the trainee instantly receive feedback on the basis of the accuracy of his answers.

Computer-Assisted Instruction (CAI):

this is an extension of the PI method. CAI

provides for accountability as tests are taken on the computer so that the management can monitor each trainees progress and needs. CAI training program can also be modified easily to reflect technological innovations in the equipment for which the employee is being trained. This training also tends to be more flexible in that trainees can usually use the computer almost any time they want, thus get training when they prefer.

Apprenticeship:
This method of training is usually done in crafts, trades and in technical areas. It is the oldest and most commonly used method, if the training is relatively for a longer period.
Here a major part of training is spent on the job productive work. Each apprentice is given a programme of assignments according to a predetermined schedule, which provide for efficient training in trade skills.

Simulation:
A simulator is any kind of equipment or

technique that duplicates as nearly as possible the actual conditions encountered on the job. Simulation then, is an attempt to create a realistic decision-making environment for the trainee. Simulations present likely problem situations and decision alternatives to the trainee. The more widely held simulation exercises are case study, role-playing and vestibule training.

Conference:
 In this method, the participating individuals confer to discuss points of common interest to each other. It is a basic to most participative group centered methods of developments. This emphasis on small group discussion, on organized subject matter and on the active participation of the members involved.

There are three types of conferences,

 Direct discussion: - Here trainer guides

the discussion in such a way that the facts, principles or concepts are explained.  Training Conference: - The instructor gets the group to pool its knowledge and past experience and brings different points of view to bear on the problem.  Seminar Conference: - In this method instructor defines the problem, encourages and ensures the full participation in the discussion.

Case Studies:
 This method is developed in 1800S At the Harvard Law

School. The case study is based upon the belief that managerial competence can best be attained through the study, contemplation and discussion of concrete cases. When the trainees are given cases to analyse, they are asked to identify the problem and recommend tentative solution for it. The case study is primarily useful as a training technique for supervisors and is specially valuable as a technique of developing discussion-making skills, and for broadening the prospective of the trainee.  In case study method the trainee is expected to master the facts, should acquainted with the content of the case, define the objective sought in dealing with the issues in the case, identify the problem, develop alternative courses of action, define the controls needed to make the action effective and role play the action to test its effectiveness and find conditions that may limit it.

Role Playing
 In role-playing trainees act out the given role as

they would be in stage play. Two or more trainees are assigned parts to play before the nest of the class.  Here role players are informed of a situation and of the respective roles they have to play. Sometimes after the preliminary planning, the situation is acted out by the role players.  This method primarily involves employee-employer relationship Hiring, firing, discussing a grievance procedure, conducting a post appraisal interview etc.