TRAINING AND DEVELOPMENT

Training means giving new or current employees the skill they need to perform their jobs. Training program consist of 4 steps1.NEED ANALYSIS identifying of requisite skills and specific knowledge the job requires and compare these with the prospective trainees knowledge and skills. 2.INSTRUCTIONAL DESIGN-the organization formulates speific,measurable knowledge and performance training objectives, review possible training program content (including workbooks, exercise and activities) and estimate a budget for the training program. 3. IMPLEMENTATION it is actually training the targeted employee group using methods such as on the job or off the job methods. 4.EVALUATION STEP-organization assess the programs success or failure.

TRAINING METHODS
A)ON THE JOB TRAINING means having a person learn a job by actually doing it . TYPES OF ON THE JOB TRAINING 1.COACHING /UNDERSTUDY METHOD-here an experiences worker or the trainees supervisor trains the employee, this may involve simply acquiring skills by observing the seniors. 2.JOB ROTATION-here an employee moves from job to job at planned intervals. 3.SPECIAL ASSIGNMENTS-it gives a lower level executives firsthand experience in working on actual problems. 4.APPRENTICESHIP TRAINING-is a process by which people become skilled workers, usually through a combination of formal learning and long term on the job training. It traditionally involves having the learner/apprentice study under the instruction of a master craftsmen. the career include-carpenter,chefs,child care specialist, dental assisstant,electrician,law enforcement agent etc.

TRAINING METHODS
5.INFORMAL LEARNING-as much as 80% of what employees learn on the job they learn not through formal training but through informal means, including performing their jobs on a daily basis in collaboration with their colleagues. 6.JOB INSTRUCTION TRAINING-many jobs consist of logical sequence of steps that one best learns step by step, this step by step training is called JIT.firstly list all necessary steps in the job each in its proper sequence. then list a corresponding key point beside each step, the steps in such a JIT sheet show trainees what to do, and the key points how its to be done and why.

TRAINING METHODS
7.LECTURES-lecturing is a quick and simple way to present knowledge to large group of trainees 8.PROGRAMMED LEARNING-whether the medium is a text book,PC,or the internet ,programmed learning or programmed instruction is step by step ,self learning method that consist of three parts:a) Presenting questions,facts,or problems to the learner, b) Allowing the person to respond. c) Providing feedback on the accuracy of answers.

TRAINING METHODS
9.AUDIOVISUAL BASED TRAINING-like DVDs,films,powerpoint,and audiotapes are widely used. the ford Motor company uses videos in its dealer training sessions to simulate problems and reactions to various customer complaints, some firm use real incidents for audiovisual training. Thomas cook India Limited and Jet airways record actual calls made by customers to its call centers with the permission of the caller who is informed that calls are being recorded for training purposes and uses the same for training purposes.

TRAINING METHODS
10.VESTIBULE TRAINING Is a method in which trainees learn on the actual equipment they will use on the job, but are trained off the job (in a separate room or vestibule). Vestibule training is necessary when its too costly or dangerous to train employees on the job. 11.TELETRAINING AND VIDEOCONFERENCING-with teletraining ,a trainer in a central location teaches groups of employees at remote locations via televised hookups. Honda America began by using satellite television to train engineers., now its Ohio based subsidiary purchases seminars from the National technological University. This is a provider of satellite education that uses courses from various universities and specialized teaching organization. Videoconferencing allows people in one location to communicate live with people in another city or country.s

TRAINING METHODS
12.ELECTRONIC PERFORMANCE SUPPORT SYSTEM are computerized tools and displays that automate training ,documentation, and phone support . Ex. When you call a Dell service representative about a problem with your new computer ,he is probably asking questions prompted by an EPSS, it takes step by step through an analytical sequence. Without the EPSS ,Dell would have to train its service representatives to memorize an unrealistically large number of solution. 13.COMPUTER BASED TRAINING: here trainers use interactive computer based and or DVD system to increase knowledge or skills. Interactive multimedia training integrates the use of text,video,graphics,photos, animation, and sound to produce a complex training environment with which the trainee interacts. Ex.in training a physician an interactive multimedia training system lets a medical student take a hypothetical patients medical history, conduct an examination and analyze the lab test.

OFF THE JOB TRAINING

14.EQUIPMENT SIMULATION if technical skills in the operation or maintenance of equipment are the focus of training,then one of the best instructional methods is the equipment simulator. Equipment simulators are mechanical devices that requires trainees to use the same procedures,movement,and decision processes they would use with equipments back on the job. Simulators train airline pilot, air traffic controller, military officers, maintenance workers, ship navigators, product development engineers,etc. It is important that the simulators be designed to replicate as closely as possiblethe physical aspect of the

15.BUSINESS GAMES: are simulators that attempt to represent the way an industry ,company functions. Typically they are based on a set of relationship, rules and principles derived from theory or research., they can also reflect the actual operations of a particular department in a specific company. Trainees are provided with information describing a situation and are asked to make decisions about what to do.. The system than provides feedback about the effect of their decisions ,after which trainees are asked to make another decision. This process continues s some predefined state of the organization is reached or a specified number of trials are completed.

The more complex games require decisions about where to build factories, what products to advertise, what level of quality to be built into the product, how many people to hire. Trainees are assigned to teams that compete against one another in the simulation, as a result the decision made by each team affect the environment they all share.

IN BASKET TECHNIQUE:-provides trainees with a packet of written information such as memos,message,and reports that typically would be handled in a given position uch as sales manager, staff administers or engineer. The trainees decision are simply written down rather than carried on, the technique is good at teaching trainees what decisions to make but not at developing the skills needed to carry out the decision.

CASE STUDY:-attempt to simulate decision making situations that trainees might find on the job, the trainee is presented with a written history, key elements, and the issues faced by real or imaginary organization. ROLE PLAY:-is an enactment of a scenario in which each participant is given a part to act out. Trainees are provided with a description of the context-usually the topic area ,general description of situation,a description of their roles and theproblems they face .