CHAPTER -I

INTRODUCTION

Training and Development

Human Resource Management (HRM), a relatively new term, that emerged during the 1930s. Many people used to refer it before by its traditional titles, such as Personnel Administration or Personnel Management. But now, the trend is changing. It is now termed as Human Resource Management (HRM). Human Resource Management is a management function that helps an organization select, recruit, train and develops

HUMAN RESOURCE MANAGEMENT Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare etc. Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM. The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development.

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results

Introduction Every organization needs to have well trained and experienced people to perform the activities that have to be done. Training is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. It attempts to improve their performance on their current job and prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance, but also which bring about the growth of the personality; help individuals in the progress towards maturity and actualization of their potential capabilities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip person to earn promotions and hold greater responsibility.

Training a person for a bigger and higher job is development. And this may well include not only imparting specific skills and knowledge but also inculcating certain personality and mental attitudes. As the jobs become more complex, the importance of employee development also increases. In a rapidly changing society, employee training and development are not only an activity that is desirable but also an activity

that an organization must commit resources to if it is to maintain a viable and knowledgeable work force. Training has played a very important role in helping the corporation to reach the commanding heights of performance. Any training would be considered to be successful only when the knowledge gained by the participants is transferred to the job performance Training is the main function of HR. To enhance the Corporation's growth and keep the Corporation ready to anticipate all types of competition and face it too, there is a need that Human Resource should play more active role for overall progress of the Corporation. The impact of training programme is to mould the employees attitude and help them to synergies individual goals with organizational goals. It also helps in reducing dissatisfaction, complaints, absenteeism and labour turnover. Definition According to Flippo, Training is the act of increasing knowledge and skills of an employee for doing a particular job" The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge during their training programme, which helps them to improve their performance. Training can also be defined as activities designed to change the behavior. Another way of defining training would be a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitudes and social behavior of employees. Training imparts the ability to detect and correct error. Furthermore it provides skills and abilities that may be called on in the future to satisfy organizations human resources needs.

Management development: Management development is an attempt at improving an individuals managerial effectiveness through a planned and deliberate process of learning. For an individual this means a change through a process of planned learning. This should be the common and significant aim of development from the point of view of the trainer and the trainee in an organizational setting.
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All development is self development. It must be generated within the main himself. Development is highly individual. The development of an individual is due to his day to day experience on a job. Hence, emphasis should be on experiences from day to day work. Any activity designed to improve the performance of existing managers and to provide for a well planned growth of managers to meet future organizational needs is management development. The change in the individual must take place in those crucial areas which can be considered as output variables: Knowledge change; Attitude change Behavior change Performance change

End-operational results (the last two changes being the result of the first three changes)

Features of training Increase knowledge and skill for doing a job. Bridge the gap between job needs and employee skills. Job oriented process, vocational in nature Short-term activity designed especially for operatives.

Objectives of training 1. 2. 3. 4. To impart basic knowledge and skill to new entrants and enable them to perform the job well. To equip employee to meet the changing requirement of the job and organization. To teach the employees the new technique and ways of performing the job or operations. To prepare employees for higher level task and build up a second line of competent managers.

Role and Scope of Training Training has been performing a very important role in helping the Corporation to reach the commanding heights of performance over the years. The vitality of an organization depends upon its capacity to adapt itself to change. And the current changing environment calls for this the most. Training plays a vital role in this regard. The primary role of training is to assist the employees in their pursuit of knowledge and self-actualization, expounding the belief that there are no limits to human potential and growth and such potential should get transformed into reality. Any training would be considered successful only when the knowledge gained by the participants of various programmes is transferred to their job performance. Need for training a) An increased use of technology in production; b) Need for additional hands to cope with an increased production of goods and services; c) Employment of inexperienced, new or badli labour requires detailed instruction for an effective performance of a job. d) Need for reducing grievances and minimizing accident rates. e) Need for maintaining the validity of an organization as a whole and raising the morale of its employees.

Nature of Training and Development

In simple words, training and development refers to the imparting of specific skills, abilities, knowledge to an employee. A formal definition of training and development is determined as follows: It is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. The need for training and development is determined by the employees performance deficiency, computed as follows:

Training and development needs =Standard performance Actual performance

We can make a distinction among training, education and development. Such distinctions enables us to acquire a better perspective about the meaning if the term training. Which refers to the process of imparting specific skills, Education, on the other hand is confined theoretically learning in classroom

To distinct more, the training is offered in case of operatives whereas development programs are conducted for employees at higher levels. Education however is common to all the employees.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives Help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives Assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives Maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives Ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

Importance of Training and development for the organization

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. 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. .

 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. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

DIFFERENCES Between Training and Development

WHO IS LEARNING- training is given to non managerial personnel. Development is given to managerial personnel. WHAT IS LEARNED- training gives mechanical and technical operations. Development gives conceptual and theoretical ideas. WHY LEARNING-training is give for specific job-related purpose. Development is given for general knowledge. WHEN LEARNING-training is given for a short term. Development is given for a long term.

Training Methods/ Techniques

Training methods are usually classified by the location of instruction. On the job training is provided when the workers are taught relevant knowledge, skills and abilities at the actual workplace; off-the-job training, on the other hand, requires that trainees learn at a location other than the real work spot. Some of the widely used training methods are listed below. ON THE JOB TRAINING JOB ROTATION: This type of training involves the movement of trainee from one job to another at certain levels. The job very content. The trainee receives the job
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knowledge and gains experience from his supervisor or trainer in each of the job assignments Through this type of training is common in training managers for general management positions, trainee can also being rotated from job to job in workshop jobs. This method gives an opportunity to trainee to understand the problem of employees on other jobs and respect them. COACHING: The trainee is placed under a particular supervisor whose function as a coach in training the individual. The supervisor provides feedback to the trainee and his performance and offers him some suggestions for improvement. Often the trainee shares some of the duties and responsibilities of the coach and relieves him on his burden. A limitation of his method of training is that the trainee may not have the freedom or the opportunity to express his own ideas. Committee Assignments: In this method, trainees are asked to solve an actual organizational problem. The trainees have to work together and offer solution to the problem. Assigning talented employees to important committees can give these employees a broadening experience and can help them to understand the personalities, issues and processes governing the organization. It helps them to develop team spirit and work united toward common goals. JOB INSTRUCTION TECHNIQUE (JIT): The JIT method (developed during World War II) is a four-step instructional process involving preparation, presentation, performance try out and follow up. It is used primarily to teach workers how to do their current jobs. A trainer, supervisor or co-worker acts as the coach. The four steps followed in the JIT methods are:
The trainee receives an overview of the job, its purpose and its desired outcomes, with a clear focus on the relevance of training The trainer demonstrates the job in order to give the employee a model to copy. The trainer shows a right way to handle the job. Next, the employee is permitted to copy the trainer's way. Demonstrations by the trainer and practice by the trainee are repeated until the trainee masters the right way to handle the job. Finally, the employee does the job independently without supervision

Off-the-Job Methods Under this method of training, the trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance. Since the trainee is not distracted by job requirements, he can focus his entire concentration on learning the job rather than spending his time in performing it. There is an opportunity for freedom of expression for the trainees. Off-the-job training methods are as follows:

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Role playing: It is defined as a method of human interaction that involves realistic behavior in imaginary situations. This method of training involves action, doing and practice. The participants play the role of certain characters, such as the production manager, mechanical engineer, superintendents, maintenance engineers, quality control inspectors, foreman, workers and the like. This method is mostly used for developing interpersonal interactions and relations. Lecture method: The lecture is a traditional and direct method of instruction. The instructor organizes the material and gives it to a group of trainees in the form of a talk. To be effective, the lecture must motivate and create interest among the trainees. An advantage of lecture method is that it is direct and can be used for a large group of trainees. Thus, costs and time involved are reduced. The major limitation of the lecture method is that it does not provide for transfer of training effectively. Vestibule training: In this method, actual work conditions are simulated in a classroom. Material, files and equipment - those that are used in actual job performance are also used in the training. This type of training is commonly used for training personnel for clerical and semi-skilled jobs. The duration of this training ranges from a few days to a few weeks. Theory can be related to practice in this method. Programmed instruction: This method has become popular in recent years. The subject matter to be learned is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instruction. The trainee goes through these units by answering questions or filling the blanks. This method is, thus, expensive and time-consuming.

Objectives of the study The main objectives of the study are as follows: To find out the opinions of the employees regarding training programmes. To identify the training requirements in the organization To study the existing situation regarding training programmes. To study whether the organization follows a specific training and development techniques. To know the effectiveness of the training programme conducted by the company. To know whether employees are aware about their responsibilities and authorities or not. To improve Organizational Climate and increase the morale of employees. To know whether training programme is conducted successfully or not. To know about the work culture of the organization

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SCOPE OF THE STUDY The Study is Limited to Hindalco Industries Limited . Employee Training and Development is not only an activity that is desirable but also an activity than an organization must commit resources to it .It maintains a valuable and knowledge workforce. The scope extends to: Strengths and weakness are identified Developing interest Complete demonstration of the job requirements

NEED FOR THE STUDY

The purpose of study of training and development process is being conducted to prepare a project report and to have the practical knowledge about the process, which is carried out generally with in organization by HR management, which will be useful for carrier. OTHER NEEDS:

1. To Increase Productivity 2. To Improve Quality 3. To Help a Company Fulfill its Future Personnel Needs 4. To Improve Organizational Climate 5. To Improve Health and Safety 6. Personal Growth 7. To reduce Grievances 8. Right person for the right job 9. To match employee specialization with job requirements.

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Methodology

Research methodology is the systematic and objective identification, collection, analysis, dissemination and use of information for the purpose of assisting management in decision making relating to the identification and solution of the problem & opportunity. The data are collected using the most appropriate method analyzed, interpreted and inferences are drawn and finally the findings, implications and recommendations are provided in a format that allows the information to be used for decision making. SOURCE OF DATA: The data was collected based on two sources: Primary Data Secondary Data

Primary Data: The data is collected with the help of questionnaire. The questionnaire are chosen because of its simplicity and reliability. Researchers can expect a straight answer, which is directly related to the questions. Secondary Data: The data will be collected from the office reports, record maintained by the Human Resource Development. The data will also be collected from printed books relating to human resource. Sampling Unit: Sampling unit for the study is executives, senior executives, post graduates, graduates, and ITI and diploma holders of Hindalco Industries Limited. SAMPLE SIZE: The sampling size consists of 40 respondents.

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PERIOD OF STUDY: Fieldwork done at Hindalco Industries Limited kollour works, Hyderabad for period of 45 days.

LIMITATIONS OF THE STUDY

The study is limited to Hindalco Industries Limited only

The study is conducting under the assumptions that the information given by the respondents are all correct.

Interaction with employees are employees is very limited because of their busy work schedule.

There is a chance of small mistakes.

In the changing employees behavior many new and better things may emerge in the near future, which cannot be safeguard in the report.

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