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TRAINING in ORGANIZATIONS


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TRAINING Training is conducted by Human Resource

Development.

The role of Human Resource department:- improve the organizations effectiveness

providing employees with the knowledge, skills andattitudes

improve their current or future job performance.


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TRAININGTraining ing is an opportunity forlearning

Described as providing the

conditions in which people can learneffectively. To learn is to gainknowledge, skill and ability

Training causes learning whichresults in learning development.


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Objectives of Training

Training activities and businesses objectives are related eachother as links. With the effective training program,organization easily catches their objectives. Trainingactivities has some general objectives. They are;

Orienting new employee to the organizationand their job

Helping employees perform their currentjobs well Helping employees qualify for the futurejobs Keeping employees informed Providing opportunities for personal

development


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TRAINING NEED ANALYSISWHY conducting training need analysis? Increases the chances that the time and money spent

on training would be spent wisely

Determines the benchmark for evaluation of training

Increases the motivation of participants Provides an essential component in the

implementation of the strategic plan

Allows trainer to present logical explanation, at the

start of training about what is not happening now( butshould be) on the job, and how the training will beuseful

For most types of training, need analysis will increasethe relevance effectiveness of training.


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Methods of Conducting Need

Analysis

Advisory Committee

Job Description and Job Specification

Work Sampling Performance Appraisals:

Skill Tests:

Questionnaires

Exit Interviews:


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TRAINING METHODS

TRAINING

COGNITIVE METHODS

OFF THE JOB TRAINING

BEHAVIOURAL METHODS

ON THE JOB TRAINING


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COGNITIVE METHODSOFF THE JOB TRAINING METHODS

The Lecture

Computer Based Training

Vestibule Training: Simulation

Business Games Case Studies

Role Playing


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The Lecture

The lecture is best used to create a generalunderstanding of a topic or to influence

attitudes through education about a topic.

The most common form of off-the-job trainingis the oral presentation of information to an

audience


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Computer Based Training

Computer based training can be defined as that anytraining that occurs through the use of computer.

E- Learningnew ways of delivering training programsare constantly being developed in the attempts tomatch the high speed at which businesses aremoving. One of the new methods of delivering trainingprograms is with online .


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Vestibule Training: Simulation Vestibule Traininginvolves the virtual duplication

of work environment in an off-site setting.

Simulation exercises place the trainee in anartificial environment that closely imitates actualworking conditions where the trainer

demonstrates on the same kind of machine andusing the same procedures that trainees will useon the job.


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Business Games Business games are another form of

simulations that attempt to indicate the way inan industry, company, or subunit of companyfunctions. Generally, they are based on a set

of relationships, rules, and principles derivedfrom the theory or research.

In this type of training, participants learn howto deal with a variety of issues in a simulated

business environment. Trainees are providedwith information describing a situation and areasked to make decisions about what to do.(e.g., develop leadership skills, strengthen

executive and upper management skills)


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Case Studies Details of series of events, either real or

hypothetical, which take place in a businessenvironment.

When this method of training used, participantsasked to sort through data provided in the case toidentify the principal issues and then proposesolutions to these issues


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Role Playing The purpose of this method is to give participants

a chance to experience such situations in acontrolled setting.

Trainees are provided with a description of the

context usually a topic area, a general descriptionof a situation, a description of their roles, and theproblem they each face.


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BEHAVIOURAL METHODSON THE JOB TRAINING

Job Rotation

Coaching

Apprenticeship Training

Internship


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Job Rotation

Job rotation is the systematic movement ofemployees from job to job or project to project withinan organization, as a way to achieve many differenthuman resources objectives.

Excellent job rotation program can decrease thetraining cost while also increasing the impact oftraining, because job rotation is a hands onexperience. Make individuals more self-motivated,flexible, adaptable, innovative, eager to learn and able

to communicate effectively and better understandingof strategic issues.

One of the possible problems with the rotationprograms will be the cost, because job rotationincrease amount of management time to spent onlower level employees.


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Coaching Coaching is the process of one-on-one guidance

and instruction to improve knowledge, skills andwork performance.

Coaching is becoming a very popular means of

development, and often includes working one-on-one with the learner to conduct a needsassessment, set major goals to accomplish,develop an action plan, and support the learner to

accomplish the plan.


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Apprenticeship Training

Apprenticeship is another form of on-the-jobtraining, is one of the oldest forms of training.Apprenticeship are designed to provide planned,practical instruction over a significant time span.

Apprenticeship were the major approach tolearning a craft.


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Internship

Internship are opportunities for students to getreal world experience, often during summervacations as a part of fulfilling requirements for

degree programs. Internship are offered usuallyby organization to college students wanting tofind work experience. The internship offerprecious, real life job experience and theorganization often get skilled, highly dedicatedservice.


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On-the-job training is clearly useful method for skilldevelopment, since trainees implementing theirknowledge in the actual job conditions. Transfer oftraining naturally occurs. Because employees gettingon-the-job training are actually working, not being

trained in classroom, it has clear cost advantages, if itis done effectively.

Productivity will be lower during the training, becauseneither the trainee nor the trainer will be producing full

capacity. But it is real that on-the-job training methodis really cost effective method over simulations,games and computer based training modules.


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Training For Special Purposes

Global business training samples include: Executive etiquette for global transactions Cross-cultural technology transfer International protocol and presentation Business basics for the foreign executive

Language training


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Training For Special Purposes Diversity training Better cross-cultural sensitivity

Results examples:

Improving technical skills Socialization


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Lifelong Learning

Lifelong learningprovides continuing trainingfrom basic remedial skills to advanced decision-making techniques throughout an employeescareer New & old skills alike are learned & updated

continuously


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Managerial Development

Management developmentis anyattempt to improve managerialperformance by impartingknowledge, changing attitudes, orincreasing skills with an aim toenhance the future performanceof the company itself


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Managerial On-the-job Training

Job rotation

Coaching/understudy approach


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Managerial Off-the-job Training

The case study method Games Seminars University programs Role playing In house development

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