TRAINING AND DEVELOPMENT

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• CHAPTER IV
• TRAINING AND DEVELOPMENT

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4.1 Introduction

• 1. It is a sub branch of general management that
  deals with Planning, Organizing, Directing and
  Controlling of the Procurement, Development,
  Compensation, Integration, Maintenance and
  Separation of Human Resources to the end that
  individual, organizational and societal goals are
  accomplished.
• -- Edwin B. Flippo.

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• HRD

• 1. It is defined as a continuous process to
  ensure the development of employees dynamism,
  effectiveness, competencies and motivation in a
  systematic planned manner
• 2. HRD is a process which employee of an
  organization are continuously helped in a planned
  way ---
• to acquire capabilities, knowledge, perspectives,
  attitudes, values and skill required to perform
  various tasks or function associated with their
  present or future expected roles.
• to develop their general enabling capabilities as
  individuals so that they are able to discover and
  utilise their own inner potential for their own
  or for the organizational development purposes
  and
• to develop an organizational culture where
  superior subordinate relationship, team work and
  collaboration among different sub units are
  strong and contribute to organizational health,
  dynamism and pride among the employee.
• 
  -------------- T. Venkateshwarao

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What is Development?

• A conscious and systematic process to control
  the development of managerial resources in the
  organization for the achievement of goals and
  strategies -----Molander 1986
• An attempt to improve managerial effectiveness
  through a planned and deliberate learning
  process ---- Mumford 1987

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What is Training?

1. Training is the act of increasing the knowledge
   and skill of an employee for doing a particular
   job.------ P.Subba Rao
2. It is the organized procedure by which people
   learn knowledge and / or skill for definite
   purpose-----Dale S. Beach.
3. Training is a process of learning a sequence of
   programmed behavior---Mamoria
4. Training may be defined as, a planned programme
   designed to improve performance and to bring
   measurable changes in knowledge, skills, attitude
   and social behavior of employees for doing a
   particular job---Pattanayak

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• Training refers to the acquisition of knowledge,
  skills, and competencies as result of the
  teaching of vocational or practical skills and
  knowledge that relates to specific useful skills.
• Training is the systematic process of developing
  knowledge, skills, and attitudes for current or
  future jobs.
• It improves, changes, moulds the employees
  knowledge, skill, behavior, aptitude and attitude
  towards the requirements of the organization.
• Training bridges the differences between job
  requirements and employees present specifications

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DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
Development
It is a related process
It covers not only those activity which improve job performance but also those which bring about growth of the personality
Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose.
It refers to philosophical and theoretical educational concepts.
It is designed for managerial personnel
Training
01.It is a process of learning a sequence of programmed behavior
02. It gives people an awareness of the rules and procedure to guide their behavior
03. Training is short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for definite purpose.
04. It refers only to instruction in technical and mechanical, operations
05. It is designed for non-managerial
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4.2 Need of Training

• The systematic process of developing knowledge,
  skills, and attitudes for current or future jobs.
• What benefits can your firm expect to derive from
  having your lawyers trained? Training
• Builds better communications skills.
• Develops hidden talent.
• Ensures consistent quality.
• Provides greater focus.
• Produces more effective/productive efforts.
• Clarifies the concept of marketing as a business
  process.

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The need for training arises due to the following
reasons1.To match the employee specifications
with the job requirements and organizational
needs.2.To increase organizational viability and
the transformation process .3.To
accept technological advances4.To aware with
organizational complexity increased
mechanization , automation, manufacturing of
multiple products, dealing with services of
diversified lines, extension of operations
. 5.To develop harmonious Human
Relations6.To cope-up with change in the job
assignment7.To increase mobility of employees in
the organization
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The need for raining also arises due to 1.
Increase productivity 2. Improve quality of
product/service 3. Help a company to fulfill its
future personnel needs 4. Improve organizational
climate 5. mprove health and safety 6. Effect
the personnel growth 7. Minimize resistance to
change.
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OBJECTIVES OF TRAINING
P.Subba Rao p. 252

• To prepare the employee both new and old to meet
  the present as well as the changing requirements
  of the job and the organization.
• To prevent obsolescence
• To impart the new entrant the basic knowledge and
  skill they need for an intelligent performance of
  definite job.
• To prepare employees for higher level tasks.
• To assist employees to function more effectively
  in their present positions by exposing them to
  the latest concepts, information and techniques
  and developing the skills they will need in their
  fields.

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• To build up a second line of competent officer
  and prepare them to occupy more responsible
  positions.
• To broaden the minds of Sr. Manager by providing
  them with opportunities for an interchange of
  experiences within and outside with a view to
  correct the narrowness of outlook that may arise
  from over specialization
• To develop the potentialities of people for the
  next level job.
• To ensure economical output of required quality
• To ensure smooth and efficient working of a
  department
• To promote individual and collective moral, a
  sense of responsibility, cooperative attitude and
  good relationships.

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IMPORTANCE OF TRAINING
1. Training helps to improve the level
of productivity2. It develops better quality of
work .3. A systematic training
programme helps to reduce the time and cost
involved in learning4. Train employee helps in
cost reduction .5. Training reduce cost of
supervision .6. Training reduces
frequency of accidents .7. Training
develops high moral among the employees 8. It
provides personnel growth of employee .9. It
improves the organizational climate of the
organization
--- PM CBGupta, p.3.7
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Training Procedure

1. Job and organization analysis
2. Evaluate the trainee
3. Identify the training needs
4. Design the training needs
5. Prepare cost budget and foresee benefits have
   cost benefit analysis
6. Design training content, teaching methods and
   media
7. Prepare the instructor
8. Prepare the trainee
9. Get ready to teach
10. Implement the training programme
11. Present the operations
12. Gain the acceptance of the programme
13. Try out the trainees performance
14. Evaluate the results
15. Update the programme

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The training design process sometimes is refers
to as the ADDIE model because it includes

• Analysis
• Design
• Development creating learning environment,
• Implementation ensuring transfer of training
• Evaluation

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Methods of Training

• On the job Methods
• Job rotation
• Coaching
• Job Instruction or training through step- by-
  step
• Committee Assignment
• Off-the-job Methods
• Vestibule training
  Seminar
• Role playing, Sensitivity Training, Case study
• Lecture methods Group
  discussion
• Conference or discussion T- Group
• Programmed instruction
  Brainstorming

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AREAS OF TRAINING P.Subba Rao p. 263

• Company policies and procedure--- for new
  employee with view to acquainting rule, practice
  procedure
• Specific skills Bank clerk, Technical Officer
• Human Relations team building, interpersonal
  relation
• Problem solving
• Managerial and supervisory skills
• Apprenticeship training A. Act. 1961

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Tools and Aids

1. Lecture
2. Case study
3. Role play
4. Management games
5. Laboratory training A change agent / consultant
   devices/ plans means/ ways for groups of people
   in organization to clarify their values,
   attitudes and problems to improve understanding ,
   motivation and working climate in general
6. Individual or group practical assignment
7. Panel discussion
8. Brainstorming
9. Using training supportive material
   Audio-visual, Printed material
10. Field trip
11. Demonstrations

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Evaluation of Training Programmes

• Reactions
• Learning
• Job Behavior
• Organization - productivity, quality moral etc.
• Ultimate value

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Career Planning

• A career is all the job that are held during
  ones working life
• A career is a sequence of separate but related
  work activities that provides continuity, order
  and meaning in a persons life-------Edwin B
  Flippo
• Career goals are the future positions one strives
  a part of a career
• Career planning is the process by which one
  selects career goals and the path to these goals.
  --------- Wrether Davis
• Career development is those personal improvements
  one undertakes to achieve a personal career plan

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Need for career planning

1. To attract competent persons and to retain in the
   organization
2. To provide suitable promotional opportunities
3. To enable the employees to develop and make them
   ready to meet the future challenges
4. To increase the utilization of managerial
   reserves within an organization
5. To correct employee placement
6. To reduce employ dissatisfaction and turnover
7. To improve motivation and moral

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Process of career planning and Development

1. Analysis of individual skills, knowledge,
   abilities, aptitudes etc
2. Analysis of career opportunities both within and
   outside the organization
3. Analysis of career demands on the incumbent in
   terms of skills, knowledge, abilities, aptitude
   etc. and in terms of qualifications, experience
   and training received etc.
4. Relating specific jobs to different career
   opportunities
5. Establishing realistic goals both short-term and
   long term
6. Formulating career strategy covering areas of
   change and adjustment
7. Preparing and implementing action plan including
   acquiring resources for achieving goals

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Case Study
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