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Definition
It is a systematic learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of the employees
According to Edwin B. Flippo; Training is the act of increasing knowledge and skill of an employee for doing a particular job. According to Michael Armstrong; Training is the systematic development of the knowledge , skills and attitudes required by an individual to perform adequately a given task or job.
Need of Training
Training is given mainly on four basic grounds:
New candidates who join an organization are given training. This training familiarizes them with the organizational mission, vision, rules and regulations and the working conditions The existing employees are trained to refresh and enhance their skills and knowledge If any updates & amendments take place in technology, training is given to cope up with those changes. For instance, purchasing a new equipment, changes in technique of production, computer-implantment. The employees are trained about use of new equipments and work methods When promotion and career growth becomes important, Training is given so that employees are prepared to share the responsibilities of the higher level job
Rationale of Training
The primary motive/fundamental reason of any training is to improve the skills and knowledge of the individual whereby their attitudes and behavior is refurbished and molded in such a way that it enhances and elevates the individual s as performance! well as the organization's
Objectives of Training
The primary objective of training is to ensure the availability of skilled and willing workforce in the organization It includes the following: To develop the competencies of people and improve their performance effectiveness To enable people grow in the enterprise so that they can meet future HR needs easily To minimize the learning period of people initiating new jobs as result of fresh appointments; transfer/ promotion
Contd..
Apart from those, these are the 4 core categories:
Individual Organizational
Functional
Societal
Significance of Training
Direct increase in quality, speed, output & overall productivity Inculcates and promotes team spirit Helps employees work more efficiently & effectively (precision in handling machines, tools etc which reduces wastage) It helps in introducing & adopting latest technology in order to absorb change Improves the overall organization climate & culture, leads to OD Helps in achieving higher employee satisfaction which further triggers higher motivation levels & improves morale Increases employee commitment (loyalty) to work Contributes to fewer mistakes, greater job satisfaction, lower absenteeism & labor turnover Facilitates a congenial & cordial employer-employee relation It helps in introducing & adopting latest technology in order to absorb change. Enables employees to secure promotions easily, they can also realize their career goals comfortably A company giving adequate training to their employees gain public image & reputation which further helps in attracting new skilled, talented young candidates
Organizational analysis
Person analysis
Organizational Analysis
1. 2.
3. 4.
Its Purpose is to determine where the training emphasis should be placed within the organization. It consist of the following elements: Analysis of objectives: short term & long term Resource utilization analysis: human, physical & financial Environmental scanning: social, economical, political, technological (PEST) Organizational climate analysis: turnover & absenteeism ratio
Personnel Analysis
Analysis of persons to be trained and the changes required in the knowledge, skills and aptitudes of an employee are determined. Decide on who are poor performers, their capability of being trained, their specific areas of training needed and will it improve their performance or not.
Benefits of Training
Training benefits both the employer as well as the employee Benefits to the Organization: Better quality of work Higher productivity Cost reduction High morale Reduced supervision Less learning period Personal growth Fewer accidents Brings loyalty
Contd..
Benefits to the Employees: Self confidence Safety Higher earning Promotion Adaptability New skills Personal growth
Methods of Training
ON THE JOB TRAINING OFF THE JOB TRAINING
COACHIGN
VESTIBULE TRAINING
JOB ROTATION
COMMITTEE ASSIGNMENT
PROGRAMMED INSTRUCTION
On-theOn-the-Job Training
On-the-job training (OJT) refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behavior.
Coaching
Coaching refers to the activity of a coach in developing the abilities of coaches or clients. Coaching methods includes both theoretical and practical sections. Motivational speeches are done theoretically, workshop, seminars come under practical methods.
Job Rotation
Job rotation is an approach to management development where an individual is moved through a schedule of designed to give him or her a breadth of exposure to the entire operation. Job rotation is also practiced to allow qualified employees to gain more insights into the processes of a company, and also to reduce boredom and increase job satisfaction & skill enhancement through job variation.
ADVANTAGES:
Tailor-made course content with use of REAL company situations/examples It is usually less expensive than off-job training Learning will take place using the equipment which will be actually used Trainees acclimatise more rapidly
DIS-ADVANTAGES:
Possibility of poor instruction and insufficient time
Trainee may be exposed to bad work practices A large amount of spoiled work and scrap material may be produced Valuable equipment may be damaged Training takes place under production conditions that are stressful, i.e. noisy, busy, confusing and exposing the trainee to comments by other workers
Off-the-Job Training
Off the job training involves employees taking training courses away from their place of work. This is often also referred to as "formal training". Off the job training courses might be run by the business' s training department or by external providers. Use of specialist trainers and accommodation Employee can focus on the training - and not be distracted by work
Vestibule Training
Vestibule training is a type of instruction using a vestibule, a small area away from the actual worksite, consisting of training equipment exactly duplicating the materials and equipment used on the job. The purpose of vestibule training is to reproduce an actual work setting and place it under the trainer's control to allow for immediate and constructive feedback. Training vestibules are useful because they allow trainees to practice while avoiding personal injury and damage to expensive equipment without affecting production.
Lecture
Training is basically incomplete without lecture. When the trainer begins the training session by telling the aim, goal, agenda, processes, or methods that will be used in training that means the trainer is using the lecture method Main Features of Lecture Method:
Inability to identify and correct misunderstandings Less expensive Can be reached large number of people at once Knowledge building exercise Less effective because lectures require long periods of trainee inactivity
Role Plays
Trainees act out characters assigned to them. Information regarding the situation is provided to the trainees. Focus on interpersonal responses. Outcomes depend on the emotional (and subjective) reactions of the other trainees. The more meaningful the exercise, the higher the level of participant focus and intensity.
Programmed Instructions
This method involves a sequence of steps that are often set up through the central panel of an electronic computer as guides in the performance of desired operation or series of operations. This method involves breaking information down into meaningful units and then arranging these in a proper way to form a logical and sequential learning. The programme involves presenting questions, facts or problems to trainees to utilize the information given and the trainee instantly receive feedback on the basis of the accuracy of his answers.
Advantages
A specialist instructor enables delivery of high quality training. Wider range of facilities and equipment are available. The trainee can learn the job in planned stages. It is free from the pressures and distractions of company life. It is easier to calculate the cost of off-job training because it is more self-contained
Disadvantages
Can result in transfer of learning difficulties when a trainee changes from training equipment to production equipment. No training can be entirely offjob as some aspects of the task can only be learned by doing them in the normal production setting, with its own customs and network of personal relationships. Can be more expensive for carrying out the training
Training Program
2. Assessment of Training needs 3. Establishment of Training goals 4. Devising training programme 5. Organizing &Implementation of training programme 6. Evaluation of results
Presentation
Performance tryout
Follow up
(vi) The programme must be conducted by senior and experienced officer of the concern. In large scale enterprises, training is conducted by the training director who is in-charge of the training section under personnel department. Such training director is well trained and experienced in the art training. (vii) Theoretical and practical aspects of training must be given due considerations while preparing a training programme. (viii) It should be designed in such a fashion as to incorporate the recent trends developed in the industrial field. Psychological researches may guide the conducting of a programme. The main purpose of the training programme should be to enable the employee to pick-up the work as soon as he completes the training. (ix) Training programme should be designed taking in view the interests of both employer and the employees. Their group interests should not be suffered. (x) It is not essential to follow a single method of training for all employees. The purpose of training is to develop the men and not the methods, therefore, more than one method maybe followed side by side for different groups. (xi) The main purpose of the training programme should be to motivate the workers to learn something to improve is job performance
Principles of Training
Clear objectives Training policy Motivation Reinforcement Organized material Learning period Preparing the instructor Feedback Practice Appropriate techniques
Evaluation
Evaluation helps determining the results of training & development program Need for evaluation To determine the accomplishment of specific training objective To determine the Cost effectiveness To determine the Program failure To determine the Correcting performance deficiencies Any Change in trainee capabilities are due to training & not due to any other condition
Psychological tests
Interviews
Conclusion
Hence training plays a very significant role in enhancing the skills and knowledge of the employees and when carried out systematically helps in the attainment of the desired objectives thereby increasing the public image of the company
Workforce Planning
Cont..
The usual..
On-the-job training at place of work Off-the-job training takes place away from the work place
through
through
Development @ Siemens
The costs of recruiting staff are High. It is far more cost effective to keep good staff. 2005, Siemens Graduate Development Programme -- It s a 2 year programme -- Consists of 9 modules incl., team work, customer focus, project management, communication skills, & business writing -- The programme is hosted at numerous different Siemens sites