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Contents
1 TRAINING: .......................................................................................................................................... 4
4 TRAINING GOALS:............................................................................................................................ 5
5.1 PRODUCTIVITY:........................................................................................................................ 6
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8.2.5 CONFERENCE AND SEMINARS:................................................................................... 11
9 TRAINERS:........................................................................................................................................ 12
10 TRAINING ADMINISTRATION:................................................................................................. 13
14 REFERENCES: .............................................................................................................................. 17
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EMPLOYEE TRAINNG
1 TRAINING:
The term training refers to the acquisition of knowledge, skills, and competencies as a result of
the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It
forms the core of apprenticeships and provides the backbone of content at institutes of technology (also
known as technical colleges or polytechnics). In addition to the basic training required for a trade,
occupation or profession, observers of the labor-market[who?] recognize today the need to continue training
beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People
within many professions and occupations may refer to this sort of training as professional development.
Begin by assessing the current status of the company how it does what it does best and
the abilities of your employees to do these tasks. This analysis will provide some benchmarks
against which the effectiveness of a training program can be evaluated. Your firm should know
where it wants to be in five years from its long-range strategic plan. What you need is a training
program to take your firm from here to there.
Also, in today's market-driven economy, you would be remiss not to ask your customers
what they like about your business and what areas they think should be improved. In summary,
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the analysis should focus on the total organization and should tell you (1) where training is
needed and (2) where it will work within the organization.
Once you have determined where training is needed, concentrate on the content of the
program. Analyze the characteristics of the job based on its description, the written narrative of
what the employee actually does. Training based on job descriptions should go into detail about
how the job is performed on a task-by-task basis. Actually doing the job will enable you to get a
better feel for what is done.
3 SELECTION OF TRAINEES:
Once you have decided what training is necessary and where it is needed, the next
decision is who should be trained? For a small business, this question is crucial. Training an
employee is expensive, especially when he or she leaves your firm for a better job. Therefore, it
is important to carefully select who will be trained.
Training programs should be designed to consider the ability of the employee to learn the
material and to use it effectively, and to make the most efficient use of resources possible. It is
also important that employees be motivated by the training experience. Employee failure in the
program is not only damaging to the employee but a waste of money as well. Selecting the right
trainees is important to the success of the program.
4 TRAINING GOALS:
The goals of the training program should relate directly to the needs determined by the
assessment process outlined above. Course objectives should clearly state what behavior or skill
will be changed as a result of the training and should relate to the mission and strategic plan of
the company. Goals should include milestones to help take the employee from where he or she is
today to where the firm wants him or her in the future. Setting goals helps to evaluate the
training program and also to motivate employees. Allowing employees to participate in setting
goals increases the probability of success.
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5 WHY IT'S NECESSARY TO TRAIN YOUR
EMPLOYEES:
Teachers teach and do the world good
kings just rule and most are never understood”
- KRS 1, My Philosophy
“Most managers seem to feel that training employees is a job that should be left to others.
I, on the other hand, strongly believe that the manager should do it himself.”
- Andy Grove, High Output Management
Almost everyone who builds a technology company knows that people are the most
important asset. Properly run start-ups place a great deal of emphasis on recruiting and the
interview process in order to build their talent base. Unfortunately, often the investment in
people stops there. There are four core reasons why it shouldn’t:
5.1 PRODUCTIVITY:
Often I see startups keep careful statistics of how many candidates they’ve screened, how
many have made it to the full interview process and how many people they’ve hired. All of these
statistics are interesting, but the most important statistic is missing: how many fully productive
employees have they added? By failing to measure progress towards the actual goal, they lose
sight of the value of training. If they measured productivity, they might be horrified to find that
all those investments in recruiting, hiring, and integration were going to waste. Even if they were
made aware of low productivity among new employees, most CEOs think that they don’t have
time to invest in training. Andy Grove does the math and shows that the opposite is true:
Training is, quite simply, one of the highest-leverage activities a manger can perform.
Consider for a moment the possibility of your putting on a series of four lectures for members of
your department. Let’s count on three hours preparation for each hour of course time—twelve
hours of work in total. Say that you have ten students in your class. Next year they will work a
total of about twenty thousand hours for your organization. If your training efforts result in a 1
percent improvement in you subordinates’ performance, you company will gain the equivalent of
two hundred hours of work as the result of the expenditure of your twelve hours.
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trained the employee for the job. If you don’t train your people, you establish no basis for
performance management. As a result, performance management in your company will be
sloppy and inconsistent.
1. They hated their manager – generally the employees were appalled by the lack of
guidance, career development and feedback they were receiving.
2. They weren’t learning anything – the company wasn’t investing in the employees.
It is impossible to find trained and technically skilled professionals for all the vacancies
in the concern. This forces the managements to recruit persons who have little knowledge
or no knowledge about the profile of the current job. So it is necessary for the enterprise to
choose quality persons and give them training for that particular position
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5.7 NEW TECHNOLOGY DEVELOPMENTS:
Due to rapid growth in new technologies it is necessary for the personnel to know these
new improvements in business fields. In the absence of proper training facilities in latest
methods the workers of that enterprise will face stiff challenges from other competitors in the
business field and high pressures from higher-level authorities within the enterprise.
The nature of training programme should depend on the requirements of the job for what
it is intended. For this, a clear analysis report of the job should be prepared before giving
training.
For effective motivation of the trainees suitable incentives should be given, so they take
up the programme seriously and it may prove worth for the enterprise.
All the higher officials in the concern should take active part during the training
programme, so they can guide the trainees about what is expected from them to the enterprise.
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For this what all the essential things they have to do which would be helpful for them for their
development in the concern.
In a good training programme trainers should be given training. They should undergo a
special training, which would be helpful in transferring the required knowledge to the trainees.
Moreover both the theory knowledge and practical knowledge of the job should go in hand in
hand.
Other interesting topics — Once you have management training and functional training in place, there are
other opportunities as well. One of the great things about building a tech company are the amazing people
that you can hire. Take your best people and encourage them to share their most developed skills.
Training in such topics as negotiating, interviewing, finance, etc. will enhance your company’s
competency in those areas as well as improving employee morale. Teaching can also become a badge of
honor for employees who achieve an elite level of competence
8 TRAINING METHODS :
All training methods can be grouped into two categories :-
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8.2.1 OBSERVATION ASSIGNMENT:
Under this method, the newly recruited executive called "understudy" is made an
assistant to the current job holder. He learns by experience, observation and imitation. If
decisions are discussed with him, he is informed on the policies and theories involved.
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guide intelligent discussion analysis, so that meaningful learning experiences occur. There is no
"right" answer or simple explanation in the comprehensive case. The advantages of this method
are more depth of thinking, more perception in a situation, greater respect for and consideration
for the opinion of others.
9 TRAINERS:
Who actually conducts the training depends on the type of training needed and who will
be receiving it. On-the-job training is conducted mostly by supervisors; off-the-job training, by
either in-house personnel or outside instructors.
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In-house training is the daily responsibility of supervisors and employees. Supervisors are
ultimately responsible for the productivity and, therefore, the training of their subordinates.
These supervisors should be taught the techniques of good training. They must be aware of the
knowledge and skills necessary to make a productive employee. Trainers should be taught to
establish goals and objectives for their training and to determine how these objectives can be
used to influence the productivity of their departments. They also must be aware of how adults
learn and how best to communicate with adults. Small businesses need to develop their
supervisors' training capabilities by sending them to courses on training methods. The investment
will pay off in increased productivity.
There are several ways to select training personnel for off-the-job training programs.
Many small businesses use in-house personnel to develop formal training programs to be
delivered to employees off line from their normal work activities, during company meetings or
individually at prearranged training sessions.
There are many outside training sources, including consultants, technical and vocational
schools, continuing education programs, chambers of commerce and economic development
groups. Selecting an outside source for training has advantages and disadvantages. The biggest
advantage is that these organizations are well versed in training techniques, which is often not
the case with in-house personnel.
The disadvantage of using outside training specialists is their limited knowledge of the
company's product or service and customer needs. These trainers have a more general knowledge
of customer satisfaction and needs. In many cases, the outside trainer can develop this
knowledge quickly by immersing himself or herself in the company prior to training the
employees. Another disadvantage of using outside trainers is the relatively high cost compared to
in-house training, although the higher cost may be offset by the increased effectiveness of the
training.
10 TRAINING ADMINISTRATION:
Having planned the training program properly, you must now administer the training to
the selected employees. It is important to follow through to make sure the goals are being met.
Questions to consider before training begins include:
Location.
Facilities.
Accessibility.
Comfort.
Equipment.
Timing.
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Careful attention to these operational details will contribute to the success of the training
program.
Following these steps will help an administrator develop an effective training program to
ensure that the firm keeps qualified employees who are productive, happy workers. This will
contribute positively to the bottom line.
11 EVALUATION OF TRAINING:
Training should be evaluated several times during the process. Determine these
milestones when you develop the training. Employees should be evaluated by comparing their
newly acquired skills with the skills defined by the goals of the training program. Any
discrepancies should be noted and adjustments made to the training program to enable it to meet
specified goals. Many training programs fall short of their expectations simply because the
administrator failed to evaluate its progress until it was too late. Timely evaluation will prevent
the training from straying from its goals.
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Enforce management training by teaching it yourself – Managing the company is the
CEO’s job. While you won’t have time to teach all of the management courses yourself,
you should teach the course on management expectations, because they are, after all, your
expectations. Make it an honor by selecting the best managers on your team to teach the
other courses. And make that mandatory too.
Ironically, the biggest inhibitor to putting a training program in place is the perception
that it will take too much time. Keep in mind, that there is no investment that you can make that
will do more to improve productivity in your company. Therefore, being too busy to train is the
moral equivalent of being too hungry to eat. Furthermore, it’s not that hard to create basic
training courses. I include Good Product Manager/Bad Product Manager to illustrate.
Education programs do not necessarily all have to out sourced. You can have employees
that are proficient in specific areas of your business arrange teaching opportunities for those
employees that are not currently 100% up with any particular fields within your business.
Orientation as an education program have great benefits for employees and business
owners as you introduce your employees not only to your business but you can often ascertain a
level of understanding of each employee and from there make a plan to improve their
knowledge. These orientation programs offer your new employees a general overview of your
business and in some cases should be offered to existing employees so they get the full benefit of
complete business understanding as well.
Knowledgeable employees can save you time and energy as you don’t spend all of your
time doing the work for them. When they comprehend your business fully especially in specific
expertise areas, you should find that you are freed up to concentrate on other matters such as
improving your overall profits. In turn these knowledge improved employees then have further
skills and abilities to pass on to other employees and benefits continue for the business.
In some cases external training will be required in that they, your employees, are required
as part of the rules and regulations of your business to obtain external certifications. In many
cases these external education programs require renewal whether it is annually or bi-annually etc.
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You can retain your employees using this kind of training as you can offer this training up as part
of your business costs but obtain confirmation from your employees that should they not remain
with the company for a certain period they will in turn be required to return a portion of course
costs proportionate to the time previously agreed.
All companies want to be bigger and therefore look to employ the best people they can
for the relevant positions they have. However do not loose sight of the employee education
programs you may be able to offer to improve the skills of your current employees. An employee
who has been with you for a long period should be considered for further training where a
position may become available as you have the benefit that these employees know how your
business operates and they may well be up to the task.
You will be giving your existing employees improved skill sets for your business and for
the employee themselves. Your employee has an added skill on their resume and this can be a
draw back if they are not happy with other aspects of your business, however in most cases you
will find that employees value education programs put in place by employers. Generally your
employees will feel appreciated and in turn appreciate your business. You are also promoting
good will with when agreeing to meet costs of further education and the benefits are two ways
not just directed at the business and this is how you must offer up any employee education
programs.
If you do not currently have an employee education program in place then perhaps you
should be considering this for the future growth of your business. Remember your employees are
gaining benefit from this training as well and in turn generally feel appreciation for the ability to
further their fields of expertise.
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14 REFERENCES:
http://www.bizmove.com/personnel/m4d.htm
http://www.management-hub.com/hr-training.html
http://www.businessinsider.com/why-its-crucial-to-train-your-employees-2010-5
www.wikianswer.com
www.wikipedia.com
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