CHANGING TRAINING NEEDS IN PRESENT TRENDS:

INTRODUCTION:In todays world, organizations have become more adaptable, resilient, agile and customer-focussed to succeed. The role of an HR manager has transformed to parallel the needs of his or her changing organizations. Gone are the days when the HR managers were just expected to perform administrative functions like employee related paperwork, managing payrolls, etc. It has become imperative for the HR professional to evolve and become a strategic partner in the operations and the functioning of the organization. A major responsibility that has been entrusted over the HR professionals over the last few years has been that of workplace diversity management. The HR manager has to perform a skillful balancing act to keep both the local professionals and the foreign talents motivated and aligned towards achieving a common goal of the organization. A lot of it depends on the kind of training and developments taking place in an organization. While education provides the basic cognitive skills to prepare one for work, it is knowledge about ones competency that one has to develop. This can only happen when the HRM Department lures people to becoming more competitive, which is where training initiatives become imperative. However, trainings : are no longer a way of just imparting them the knowledge on their competencies; its more about delving their values and attitudes. It is a change management process with an aim of enhancing employees potentials in a holistic manner, turning their work into a value addition for the organization. WHAT IS TRAINING?  Training can be described as the acquisition of skills, concepts or attitudes that result in improved performance within the job environment. Training analysis looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified.  Training is a process of increasing the knowledge and skills for doing a particular job. It is an organised procedure by which people learn knowledge and skill for a definite purpose  The purpose of training is to bridge the gap between the job requirements and the present competencies of a person.

 Training is a short-term process utilising a systematic and organised procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose.

IMPORTANCE OF TRAINING:The right employee training, development and education, at the right time, provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution .The importance of training is that the advanteages of a wel planned and well executed training programme in an organisation. Training your employees do have a significant role in modern business era. Not just to equip them with latest tools your company has implemented, there is a lot more to it.I have sorted down them in a list. Training your emplyess is important because: 1. Rapid technological innovations impacting the workplace have made it necessary for people to consistently update their knowledge and skills 2. People have to work in multidimensional areas , which usually demand far more from their area of specialisation. 3. Change in the style of management. 4. Due to non-practical collage education. 5. Lack of proper and scientific selection procedure. 6. For career advancement. 7. For higher motivation and productivity. 8. To make the job challenging and interesting 9. For self and development 10. For employee motivation and retention 11. To improve organisational climate 12. Prevention of obsolescence 13. To help an organisation to fulfil its future manpower needs. 14. To keep in pace with times 15. To bridge gap between skills requirement and skills availability 16. For survival and growth of organisation and nation 17. Better quality of work & higher productivity. 18. To minimize the accident rates.

NEED FOR TRAINING:All training activities must be related to the specific needs of the organisation and the individual employees. A training programmes should be launched only after the training needs are assessed clearly and specifically. The effectiveness of a training programme can be judged only with the help of training needs identified well in advance.trining needs cqan be achieved through the following analysis:  Organisational analysis- It invovles a study of entire organisation in terms of its objectives, resource allocation and utilisation, growth potential and its environment. Its purpose is to determine where training emphasis should be placed within the organisation. Organisational analysis consists of the following elements: a. Analysis of objectives b. Resource utilisation analysis c. Organisational climate analysis d. Environmental Scanning  Task or Role analysis It is a systematic and detailed analysis of jobs to identify job contents, the knowledge, skills and aptitudes required and the work behaviour. On the part of the job holder, particular attention should be paid to the tasks to be performed, the methods to be used, the way employees have learnt these methods and the performance standards required of employees.  Manpower analysis - In this analysis, the persons to be trained and the changes required in the knowledge, skills and aptitudes of an employee are determined. Firstly, it is necessary to decide whether performance of an individual is substandard and training is needed. Secondly, it is determined whether the employee is capable of being trained, thirdly, the specific areas in which the individual requires training are determined.

OBJECTIVES OF TRAINING:The main objectives of training are : I. II. To impart to new entrants the basic knowledge and skills required for efficient performance of definite tasks; To assist the employees to function more effectively in thier present positions by exposing them to the latest concepts, information and techniques and developing the skills they would require in their particular fields; To build up second line of competent officers and prepare them to occupy more responsilbe positions; To broaden the minds of senior managers through interchange of experience within and outside so as to correct the narrow outlook caused due to over specialisation.

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TYPES OF TRAINING:      Orientation Training Job Training Safety Training Promotion Training Refresher Training Remedial Training

HOW TO FIND THE AREAS THAT EMPLOYEES SHOULD IMPROVE:-

Coach Your Employees Their Success is Your Success

Coaching is not just a tool for correcting behavioral or work related issues. It is a tool that can be used to develop and improve your employees. Developmental coaching can be used to fine-tune an employee to improve them at their current job and improve your team overall.If you want to improve an employee and your team there is no better investment of your time as a manager than developmental coaching. By adding knowledge and skills you will empower your employees to take on greater challenges and reap greater rewards. The first step in developmental coaching is to identify the employees and the areas they need to improve in. Start with those who will benefit the most as an employee and those who will strengthen your team.

Meet With the Employees

Meet with the employee to explain what you are doing. Ask them for feedback like areas they feel they need improvement on. Everything should be positive and constructive. The goal of the meeting is to gather information about areas that need improvement , encourage the employee to improve and get a commitment from the employee. After the meeting take all of your notes and use your own knowledge about the employee and the team to identify your goals for improvement.


Analyze which competencies are the most critical for the employee to develop in performing their current job and build them first. Determine which competencies are the most critical for the employees contributions to the team and the business. Select no more than one or two areas for development at a time to keep both you and the employee focused. Dont just look for an employees weaknesses, look to develop their strengths even further. Determine what your resources are. Available training from the company, from other employees, and from yourself. Determine how much time you and the employee can devote to developmental coaching.

 

Performance Counseling:Performance Counseling is a very important activity that helps employees to know themselves better. Performance Counseling refers to the help provided by a manager to his subordinates in objectively analyzing their performance. It attempts to help the employee in: 1. Understanding himself - his strengths and weaknesses.

2. Improving his professional and interpersonal competence by giving him feedback about his behavior. 3. Setting goals and formulating action plans for further improvement.
Theres always room for improvement, you know-its the biggest room in the

house,says Louise Heath Leber The above are the tools on how to find the areas of empoyee improvement. The following deals with the areas in which the employees need to be trained:         Knowledge upgradation New Technology adaptation Technical and technology upgradation(familiarising employees with new techincal skills) Team building and acquisition of new required skills Training on balance of work and life Dealing with conflicts Training towards specialisation Trainign towards focusing on income generation activities Communication and mangaement skills

THE PRESENT TRENDS IN TRAINING:Performance Consulting Human Performance Technology or performance consulting is changing the face of the traditional training department forever. Few training organizations offer trainerled, generic classes as the only, or even major, solution to organizational challenges and opportunities any more. Emphasis is now placed on providing a range of potential solutions and assists that include in-depth needs assessment via interviews, surveys and focus groups. Alternatives to training offered by progressive human resource departments include coaching, organizational development or planned change consultation and interventions, facilitated planning sessions and large group processes. The training that is provided is often custom-designed with stated outcomes congruent with the direction of the business. ON-THE JOB TRAINING:The most frequently used method in smaller organizations that is on the job training. This method oftraining uses more knowledgeable, experienced and skilled employees, such as mangers, supervisors to give training to less knowledgeable, skilled, and experienced employees. OJT can be delivered in classrooms as well. This type of training often takes place at the work place in informal manner.

OFF-THE JOB TRAINING:This occurs when employees are taken away from their place of work to be trained. Common methods of off-the-job training include:
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Day release (employee takes time off work to attend a local college or training centre) Distance learning / evening classes Block release courses - which may involve several weeks at a local college Sandwich courses - where the employee spends a longer period of time at college (e.g. six months) before returning to work Sponsored courses in higher education Self-study, computer-based training

CHANGING TRAINING TRENDS BY DOMINIC COTTONE:As businesses strive to stay competitive in a global marketplace, they must adjust their talent management strategies accordingly, including how they approach training, says consultant Dominic Cottone. This next decade is really crucial to the way we develop our people, says Cottone, a founding faculty member of The Leadership Conservatory (www.leadershipconservatory.com), a leadership training and consulting firm based in Woodstock, Illinois. Cottone expects that employers will identify opportunities for employees to learn moreand be more proactiveabout health and wellness, including ways to manage stress. I. In addition, an increasing number of employers will encourage attitudinal shifts in how employees view training and development, so they can embrace lifelong learning, acquire new skills as business and client needs change, and carve out time in their busy schedules for training, he says. Although he does not expect e-learning to replace classroom training, he anticipates that employers will increase their focus on e-learning and ways to train employees in short bites. Two other trends are related to companies expanding their workforces overseas:  developing truly global training (i.e., Web-based modules that enable employees in different countries to get involved in training together) and  having employees complete cultural sensitivity training and training in foreign languages, according to Cottone. He also expects to see increased government investment in partnerships to train workers on the skills needed to compete with other countries.

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Other training upcoming trends identified by Cottone include:  incentivizing learners by tying their participation in training to performance management and promotions,  offering training on reputation management,  teaching in a virtual environment,  understanding the needs of a new generation of learners,  and focusing more on training that covers ethics, interpersonal communication,  skills for new managers, and refresher skills for longtime managers. Just- In Time Trainings: JITT (Just in time training) is a way to streamline educating the workforce. The advantage of implementing JIT is the shortened time between learning and its application. Among the benefits of this kind of employee development is that one doesnt need to engage a trainer to teach the class or even a classroom for that matter. The cost benefits of JITT are tremendous, in addition to the ability to train employees in a near automated fashion.

THE CHANGING TRAINING NEEDS :The design of the TRAINING NEED PROGRAMME can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i.e. what the trainees are expected to be able to do at the end of their training. Training objectives assist trainers to design the training program. Training needs analysis (TNA) is a term used in the corporate world to evaluate the training gap and providing the required training for carrying out the job. Training has a broader concept but here we can determine it as necessary improvements in the job environment achieved with the help of employees and training them to cope up with the new skills, attributes and concepts. This can also be described as analyzing the right potential of the candidate and training him in required attributes to gain versatility so that he can be a useful asset to the company. Principal concept of training suggests to identifying the training needs before implementing any training solutions. With the changing technology it has become a requirement for the employers to keep their employees up-to-date with the recent technological innovations and the changes. Along with the new technology comes the necessity of training. There are some strategic steps in training needs analysis, before implementing the training procedure it is always best to analyze the requirement of training as by whom, to whom and for what? The analysis can be done in different ways and under different perpetual norms like Context Analysis: this analysis is done to understand the need of training, either this training going to solve the business problems or the employees are going to benefit from this training.

User Analysis: this has to be analyzed as for whom the training is going to be conducted and by whom? Analysis of the trainer and the trainee is must in terms of their knowledge level, learning and teaching styles do matter in training. Content Analysis: the most important analysis of documents, procedures and laws used for the job. The training should be helpful for the employees and should not be irrelevant or cause conflicts within the working environment. Suitable Training Analysis: to analyze requirement of training in employment issues and looking at it as necessity and effectively. Cost Benefit Analysis: assessment of profits after initial investment on training is necessary as sometimes the graph goes flat.

CONCLUSION:Training programs must be initiated by the HRM department. These must be carefully planned, executed utilizing the best possible resources, i.e., instructors ortraining facilitators, venues, etc. The focus must not only delve on competencies but on values and attitudes as well. For in the end, training is actually a change management initiative whose aims is to develop employees potentials, holistically, so that they add more vale to the organization and the community where they belong.This a sensitive role for the HRM professional, and is a tough one. After all, HRM is still about not only managing, but developing human resource. Training programs should focused more on behavioral modifications rather than skill building, and should be geared towards adding value to the organizations competitiveness. Training and development programs, however the methods and trends are, will continue to remain the most effective means of producing and maintaining a highly competitive workforce. The HRM must endeavor to put more efforts towards effective implementations.

ASSIGNMENT ON HUMAN RESOURCE PLANNING TOPIC : THE TRAINING NEEDS IN CHANGING TRENDS
Submitted To : Prof.J.Vincent Xavier

Presented by
B.VANDHANA 11PHR804 I MA HRM