CHAPTER IV : TRAINING AND DEVELOPMENT

1. CHAPTER IV : TRAINING AND DEVELOPMENT

2. 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.

3. 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

4. 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

5. What is Training? • “Training is the act of increasing the knowledge and skill of an employee for doing a particular job”.------ P.Subba Rao • “It is the organized procedure by which people learn knowledge and / or skill for definite purpose”-----Dale S. Beach. • “Training is a process of learning a sequence of programmed behavior”---Mamoria • 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

6. 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 employee’s knowledge, skill, behavior, aptitude and attitude towards the requirements of the organization. • Training bridges the differences between job requirements and employees present specifications

7. DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT:

8. 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.

9. The need for training arises due to the following reasons:1.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

10. 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.

11. 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.

12. 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.

13. 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 employees8. It provides personnel growth of employee .9. It improves the organizational climate of the organization --- PM CBGupta, p.3.7

14. Training Procedure – • Job and organization analysis • Evaluate the trainee • Identify the training needs • Design the training needs • Prepare cost budget and foresee benefits – have cost benefit analysis • Design training content, teaching methods and media • Prepare the instructor • Prepare the trainee • Get ready to teach • Implement the training programme • Present the operations • Gain the acceptance of the programme • Try out the trainees performance • Evaluate the results • Update the programme

15. 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

16. 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

17. 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

18. Tools and Aids : • Lecture • Case study • Role play • Management games • 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 • Individual or group practical assignment • Panel discussion • Brainstorming • Using training supportive material – Audio-visual, Printed material • Field trip • Demonstrations

19. Evaluation of Training Programmes • Reactions • Learning • Job Behavior • Organization - productivity, quality moral etc. • Ultimate value

20. Career Planning • A career is all the job that are held during one’s working life • A career is a sequence of separate but related work activities that provides continuity, order and meaning in a person’s 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

21. Need for career planning • To attract competent persons and to retain in the organization • To provide suitable promotional opportunities • To enable the employees to develop and make them ready to meet the future challenges • To increase the utilization of managerial reserves within an organization • To correct employee placement • To reduce employ dissatisfaction and turnover • To improve motivation and moral

22. Process of career planning and Development • Analysis of individual skills, knowledge, abilities, aptitudes etc • Analysis of career opportunities both within and outside the organization • 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. • Relating specific jobs to different career opportunities • Establishing realistic goals both short-term and long term • Formulating career strategy covering areas of change and adjustment • Preparing and implementing action plan including acquiring resources for achieving goals

23. Case Study

24. Thank You