Training

Take away my factory, machinery, money and all that I have, but leave my MEN and I will re-build my industrial empire stronger and better. - Henry Ford

 Training may be defined as systematized tailormade programme to suit the needs of a particular organization for developing certain attitudes, actions, skills and abilities in employees.

Purpose
To ensure effective utilization of human resources. To increase the performance level of an employee and to develop them in such a manner that they can rise to the position of higher responsibility. To constantly develop manpower to meet the current as well as future needs of the organization. To integrate individual goals with the organization goals creating a climate so that an individual employee can best achieve his goals by attending the goals of the organization.
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Designing Training Programme

Assessment of training needs: It is the step that provides baseline information upon which the training programme is designed and developed. Specifying training objectives (Turning needs into objectives): Once the training needs have been identified, it is important to translate those needs into realistic objectives. The objectives help to develop and conduct the training and also provide trainees with a clear understanding of what they will be expected to do as a result of the training.
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 Prepare a work plan: A work plan is a plan of operations. It helps to establish what is needed. Example of a work plan is given below: Training staff: how many, to do what, when? Training: who requires it, when, where, how long? Transport required: where, when? Finance: who controls funds, are adequate funds available? Organize training content: The content of a training programme should be derived from the training objectives. Trainers develop a framework that draws out the content of the training.
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 Select training methods and techniques: The training content should have learning activities that help the trainees accomplish the training objectives. To help them understand the material, it is necessary to use training methods that facilitate the purpose of training. Different methods of training can be used to develop the skills of trainees, to ensure better understanding of the material and influence attitudes and behaviour.

 Identify the training resource needed: It is necessary to identify the resources needed to conduct the training. We need to determine what facilities, equipment, and materials are required, in addition to identifying necessary administrative and personnel support. Assemble and package lesson plans: At this point the training objectives, training content, training methods, and the training resources should be pulled together into a plan that can be used for conducting the training. The plan should serve as written record on how the training is conducted.
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 Pre-test training programme: A pre-testing of the training programme would ensure that everything the training objectives, media used for supporting the training programme, teaching methods, etc. work as intended. It is during this phase we identify unexpected problems so that changes and corrections can be made in time. Implement and manage the training: Initiating the learning process. The training should finish with a session which reviews the course content providing trainees with an opportunity to ask questions.
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 Evaluate the training: Evaluation, is generally, considered as the final part of the training process. However, it is best undertaken as an ongoing process conducted throughout the training and on completion of the individual modules. During the programme, the evaluation enables adjustments to be made to the training as it proceeds. The training programme should be kept flexible and if the evaluation shows that certain aspects of the programme are not working, then the original plan should be amended and modified accordingly. A final evaluation should be conducted at the end of the training enabling the entire programme to be assessed. This will provide a basis for reporting on the training whilst giving guidance for future training 10 of its kind.

Checklist for an Effective Training Policy

Evaluation of training programmes Selection of employees Availability of training Location of training sessions Programmes to be established Length of training day Training design standards Training fee plans Outside services and programmes Policy revision Link from training to performance appraisals

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Training Methods
On-the-Job Training: Under this technique an employee is put on-the-job and is trained to perform the said job thereby helping the employees to acquire the skills for performing the said job in future. Apprenticeship, creation of assistant to positions, job rotation and special assignments are different nature and forms of such training programmes.
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 Off-the-Job Methods: These methods consists of lecture, conference, group discussion, case analysis, role playing, t-group training, e-learning. Job Instruction Training: This is a training through step by step learning. Usually steps necessary for a job are identified in order of sequence and an employees is exposed to the different steps of a job by an experienced trainer. Vestibule Training: This method duplicates onthe-job situation away from actual worksite with machinery and equipment similar to those used in actual production or operation and is used to help employees to acquire a skill.
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Development
Development tries to enhance one s ability to understand and interpret knowledge in an useful way. It is different from training in that it is often the result of experience and the maturity that comes with it.

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Learning Dimension Meant for Focus Goal

Training Operatives Current job Fix current skill deficit Specific job related information Immediate

Development Executives Current and future jobs Prepare for future work demands General knowledge Long term
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Content

Time-frame

 Executive or management development is a planned, systematic and continuous process of learning and growth by which managers develop their conceptual and analytical abilities to manage.

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Decision making skills Interpersonal skills Job knowledge Organizational knowledge General knowledge

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