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Training is the process of increasing the knowledge and skills for doing a particular job. The purpose of training is basically to bridge the gap between job requirements and present competence of an employee.
Higher Productivity Better Quality of work Less learning period Cost Reduction Reduced Supervision Low Accident Rate High Morale Personal Growth Improved Organizational Climate
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Orientation Training Job Training Apprenticeship Training Internship Training Refresher Training Training for Promotion
-Analysis of Objectives
-Resource Utilization Analysis -Organisational Climate Analysis -Environmental Scanning (b) Task/Role Analysis (c) Manpower Analysis
Performance Appraisals
Individual Diaries
Attitude Surveys
Observations
Tests
Interviews
placed on a regular job and taught the skills necessary to perform it. -Coaching -Understudy -Position Rotation
(2) Vestibule Training -In this method, a training centre called vestibule is set
up and actual job conditions are duplicated in it. -Expert trainers are employed to provide training with the help of equipment and machines which are identical with those used at the workplace.
Management development is the process by which managers acquire not only skills and competencies in their present jobs but also capabilities for future managerial tasks of increasing difficulty and scope.
(e) Committee Assignment - Under this method, a permanent committee of trainee executives is constituted and is assigned a subject to discuss and make recommendations. - All the trainees participate in the deliberations of the committee. -Through discussion in committee meetings they get acquainted with different viewpoints and alternative methods of problem solving.
Off-the-job Methods
-Special courses -Special Projects -Conference Training -Sensitivity Training -Role Playing -Programmed Instruction -Simulation Method -Transactional Analysis
-Simulation Method: It is used to develop, in a controlled environment, a situation that is as near to real life as possible, whereby people can learn from their mistakes. The three basic simulation techniques are: (a) In-basket Method: In this method, materials like mails, memos & reports that require problem solving are put in a basket and the trainee plays the role of a manager responsible for solving the problems. (b) Case Study: Under this method, a hypothetical case is presented to a group of trainees for analysis and decision-making.
(c) Management Games: -A management game is a class-room exercise in which a number of trainees compete against each other to achieve certain objectives. -The trainees are asked to make decisions about production, cost, research & development, inventories, sales etc.
Reaction of trainees to the program Learning that actually took place Behavior that changed on the job Results achieved as a result of the training
The opinions and judgments of trainers, superiors and peers. Asking the trainees to fill up evaluation forms. Using a questionnaire to know the reactions of trainees. Giving oral and written tests to trainees to ascertain how far they have learnt. Arranging structured interviews with the trainees. Comparing performance of trainees before and after training.
Studying profiles and career development charts of trainees. Measuring levels of productivity, wastage, costs, absenteeism and employee turn over after training. Trainees comments and reactions during the training period, and Cost benefit analysis of the training programme.