Training & Development

Training – Meaning

Training is the act of increasing the knowledge and skills of an employee for performing the job assigned to him. It is a short-term process. After an employee is selected, placed and introduced in an organization he must be provided with training facilities so that he can perform his job efficiently and effectively. 

Different methods of training

There are various methods of training, which can be divided in to - cognitive and

        Behavioral methods.

Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training.

Cognitive methods are mode of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning.

The various methods that come under Cognitive approach are:

·         Training by Lectures

·         Training by Demonstrations

·         Training by Discussions

·         Computer Based Training (CBT)

·         Training by Intelligent Tutorial System (ITS)

·         Training by Programmed Instruction (PI)

·         Training by Virtual Reality

Behavioral methods are more of giving practical training to the trainees. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development.

The various methods that come under Behavioral approach are:

·         GAMES AND SIMULATIONS

·         BEHAVIOR-MODELING

·         BUSINESS GAMES

·         CASE STUDIES

·         EQUIPMENT STIMULATORS

·         IN-BASKET TECHNIQUE

·         ROLE PLAYS

Both the methods can be used effectively to change attitudes, but through different means.

Another Method is Management Development Method –

Management Development –

The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to instill sound reasoning processes.

Management development method is further divided into two parts:

ON THE JOB TRAINING –

The development of a manager's abilities can take place on the job. The four techniques for on the job development are:

·         COACHING

·         MENTORING

·         JOB ROTATION

·         JOB INSTRUCTION TECHNIQUE (JIT)

OFF THE JOB TRAINING –

There are many management development techniques that an employee can take in off the job. The few popular methods are:

·         SENSITIVITY TRAINING

·         TRANSACTIONAL ANALYSIS

·         STRAIGHT LECTURES/ LECTURES

·         SIMULATION EXERCISES

The need for training

Good communications and consultation are essential for efficient operation in any organisation. However, their impact is often diminished by a lack of skill or knowledge on the part of the participants. It is important, therefore, to provide both managers and employees with training in the skills and techniques required for communication and consultation.

Training can help employees better understand the information they are given and can encourage them to play a fuller part in the way the organisation conducts its affairs. Training courses in particular can be a useful way of giving employees factual information about their employment because they necessarily include a substantial element of explanation and provide opportunities for questions to be answered.

Managers have an important role to play in communicating and consulting and good training can enable them to:

• Become more aware of the importance of good communication and consultation practice
• Understand their roles and responsibilities as communicators
• Support those who are less outspoken and improve their ability to communicate

Training is particularly important for supervisors who have important communications responsibilities but often limited experience. Communication and consultation skills should have a place in any development programme for them as well as for other managers.

Trade unions should also ensure that they provide adequate training for their representatives to enable them to take a full part in employee communications and consultation.

Wherever possible training should be participative and trainees should be encouraged to exchange views, take part in discussions and share ideas and experiences. Such participation not only makes for more effective training but also helps to foster the idea of employee involvement which is an underlying principle of consultation and communication.

It is good practice to evaluate periodically the effectiveness of any training undertaken.

Importance/Advantage of training/Development

Adequately planned and well executed training/development program can lead to following advantages:

1.       Training can develop high morale in employee.

Training builds high morale in an employee by developing positive attitude, job satisfaction, enhanced earnings, and job security. Training also reduces employee grievances by providing opportunities for internal promotion.

2.       Training leads to higher productivity.

Training helps employees to build skills which leads to perform their job efficiently. Employees learn new skills and use better methods to perform their tasks.

3.       Better quality of work

Formal training improves quality of work as standard methods are taught to employees. Uniform work methods and procedures improve the quality of product or services.

4.       Reduction in cost

Training leads to optimum use of resources and zero waste which increases productivity and helps to minimize cost of operations per unit. Training leads to economic use of materials and machinery.

5.       Reduced learning period

An efficient training program does not wastes time and efforts in learning through trial and error, it also reduces time and cost involved in learning.

6.       Reduced supervision and low accident rates

Training develops self reliant and well motivated employees, they need less guidance and control therefore burden on supervisors is reduced. By adopting right work methods and making use of prescribed safety devices employees reduce accident rate.

Development

Development is a long-term educational process utilizing an organized and systematic procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. It covers not only those activities which improve job performance but also those activities which improves the personality of an employee.

Difference between training & development

The training refers to the process of learning, acquisition of knowledge and skills in order for a person to perform a specific task or job according to the requirements.

Development extends the capabilities of a person to improve the job performance and is about helping a person to grow as well through gradual process.

In short we can denote -

Training = Teaching New Skills

Development = Perfecting Existing Skills

Difference between training and development

Training and development are two different processes but inter-linked with each other. Training is a short term process consisting of an event but development indicates the gradual and long term process relevant to the growth of personality and maturity regarding their potential capabilities. The scope of training is limited to specific job, development serves the purpose of general knowledge and covers large area. Generally, the characteristics such as to improve the productivity, quality of service, organizational climate, health and safety are included in training purposes. The extension in capabilities, job performance and personal growth with the passage of time are the main objectives of development.

The training and development program is based on the idea to provide excellent services to the customers and perform all the relevant tasks inside or outside the store in a professional manner. Another orientation of this program leads to the growth of business because professional activities and proper customer care are the key factors to attract the customers. Customers are the most important entity in business premises that’s why customer expectations have the ability to change the business strategy of organization. The customer’s expectations such as like and dislike, different demands, secure and healthy atmosphere and good services give confidence to the customers and make them happy. To fulfill the above customer’s expectations, there is a definite need to train the staff and to achieve the business target as well. The main purpose of training and development program is not only to satisfy the customers but to support business growth as well.

Importance of Training and Development

• Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.
• Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.
• Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.
•  Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.
•  Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.
• Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. 
• Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

·         Quality – Training and Development helps in improving upon the quality of work and work-life. 

·         Healthy work environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

·         Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence

·         Morale – Training and Development helps in improving the morale of the work force.

·         Image – Training and Development helps in creating a better corporate image.

·          Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation.