Human resource management - Learning and Development (on the job and Off the job)

Human resource management - Learning and Development (on the job and Off the job)

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  Human Resource Management PRAVEENRAJA Learning and Development
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  Definition ROLE/ IMPORTANCE OFTRAINING & DEVELOPMENT • HELPS REMOVE PERFORMANCE DEFICIENCIES IN EMPLOYEES. • GREATER STABILITY, FLEXIBILITY AND CAPACITY FOR GROWTH. • ACCIDENTS, SCRAPS AND DAMAGES TO MACHINERY CAN BE AVOIDED. • IT IS AN INVESTMENT IN HR WITH A PROMISE OF BETTER RETURNS IN FUTURE. • REDUCES DISSATISFACTION, ABSENTEEISM, COMPLAINTS AND TURNOVER OF EMPLOYEES. “Training & Development is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.”
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  Need for Training& Development: Individual Level 1)Diagnosis of present problems and future challenges. 2)Improve individual performance or fix up performance deficiency. 3)Improve skills or knowledge or any other problem. 4)To anticipate future skill-needs and prepare the employees to handle more challenging tasks. 5)To prepare for possible job transfers. Group Level 1)To face any change in organization strategy at group levels. 2)When new products and services are launched. 3)To avoid scraps and accident rates.
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  Steps Involved ForConducting Training A training is not an one sort affair; rather it is a step-by-step process that will completed only after successful completion of given sequential activities: Identifying Training Needs Establish specific objectives Select Appropriate Methods Implement Programs Evaluate Program Feedback
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  Methods of Training Advantagesof On-the-Job Training: • It is directly in the context of job • It is often informal • It is most effective because it is learning by experience • It is least expensive • Trainees are highly motivated • It is free from artificial classroom situations Disadvantages of On-the-Job Training: • Trainer may not be experienced enough to train • It is not systematically organized • Poorly conducted programs may create safety hazards 1.On-the-Job Training This methods are generally applied on the workplace while employees is actually working.
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  Methods of On-the-JobTraining • Job Rotation: In this method, usually employees are put on different jobs turn by turn where they learn all sorts of jobs of various departments. The objective is to give a comprehensive awareness about the jobs of different departments. • Job Coaching: An experienced employee can give a verbal presentation to explain the nitty-gritty’s of the job. • Job Instruction: It may consist an instruction or directions to perform a particular task or a function. It may be in the form of orders or steps to perform a task. • Apprenticeships: Generally fresh graduates are put under the experienced employee to learn the functions of job. • Internships and Assistantships: An intern or an assistants are recruited to perform a specific time-bound jobs or projects during their education. It may consist a part of their educational courses.
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  2.Off-the-Job Training These areused away from work places while employees are not working like classroom trainings, seminars etc. Advantages of Off-the-Job Training: • Trainers are usually experienced enough to train • It is systematically organized • Efficiently created programs may add lot of value Disadvantages of Off-the-Job Training: • It is not directly in the context of job • It is often formal • It is not based on experience • It is more expensive • Trainees may not be highly motivated • It is more artificial in nature
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  Methods of Off-the-JobTraining • Classroom Lectures: It is a verbal lecture presentation by an instructor to a large audience. It is not learning by practice. • Audio-Visual: It can be done using Films, Televisions, Video, and Presentations etc. • Simulation: Creating a real life situation for decision-making and understanding the actual job conditions give it. • Sensitivity Trainings: This is more from the point of view of behavioural assessment, under different circumstances how an individual will behave himself and towards others. There is no pre planned agenda and it is instant. • Programmed Instructions: Provided in the form of blocks either in book or a teaching machine using questions and Feedbacks without the intervention of trainer.
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  Thank You