Unit 4 training and development (CHAPTER 4 HUMAN RESOURCE MANAGEMENT

Prof. Mahua Mukherjee
UNIT 4 TRAINING AND DEVELOPMENT

Training constitutes a basic concept in human resource development. It is
concerned with developing a particular skill to a desired standard by
instruction and practice. Training is a highly useful tool that can bring an
employee into a position where they can do their job correctly, effectively, and
conscientiously. Training is the act of increasing the knowledge and skill of an
employee for doing a particular job.
MEANING OF TRAINING

According to Edwin Flippo, ‘training is the act of increasing the skills of an
employee for doing a particular job’.
Dale S. Beach defines training as ‘the organized procedure by which people
learn knowledge and/or skill for a definite purpose’. Training refers to the
teaching and learning activities carried on for the primary purpose of helping
members of an organization acquire and apply the knowledge, skills, abilities,
and attitudes needed by a particular job and organization.
DEFINITION OF TRAINING

Every organization should provide training to all the employees irrespective
of their qualifications and skills.
Specifically the need for training arises because of following reasons:
1. Environmental changes
2. Organizational complexity
3. Human relations
4. To match employee specifications with the job requirements and
organizational needs
5. Change in the job assignment
NEED FOR TRAINING

1. Environmental changes: Mechanization, computerization, and automation have
resulted in many changes that require trained staff possessing enough skills. The
organization should train the employees to enrich them with the latest technology and
knowledge.
2. Organizational complexity: With modern inventions, technological upgradation,
and diversification most of the organizations have become very complex. This has
aggravated the problems of coordination. So, in order to cope up with the
complexities, training has become mandatory.
3. Human relations: Every management has to maintain very good human relations,
and this has made training as one of the basic conditions to deal with human problems.
4. To match employee specifications with the job requirements and
organizational needs :An employee’s specification may not exactly suit to the
requirements of the job and the organization, irrespective of past experience and skills.
There is always a gap between an employee’s present specifications and the
organization’s requirements. For filling this gap training is required.

5. Change in the job assignment:
Training is also necessary when the existing employee is promoted to the
higher level or transferred to another department. Training is also required to
equip the old employees with new techniques and technologies.

Training of employees and mangers are absolutely essential in this changing
environment. It is an important activity of HRD which helps in improving the
competency of employees. Training gives a lot of benefits to the employees
such as improvement in efficiency and effectiveness, development of self
confidence and assists every one in self management.
The stability and progress of the organization always depends on the training
imparted to the employees. Training becomes mandatory under each and every
step of expansion and diversification. Only training can improve the quality
and reduce the wastages to the minimum. Training and development is also
very essential to adapt according to changing environment.
IMPORTANCE OF TRAINING

Employee’s present
performance or
Specifications <Desired
Performance or
specifications
Deficiency or
Training need
Improved/ Desired
Performance (i.e.
Enhanced knowledge ,
skills; improved
attitude , behaviour
TRAINING

A. On-the-job Training Methods:
1. Coaching
2. Mentoring
3. Job Rotation
4. Job Instruction Technology
5. Apprenticeship
6. Understudy
TRAINING METHODS

B. Off-the-Job Training Methods:
1. Lectures and Conferences
2. Vestibule Training
3. Simulation Exercises
4. Sensitivity Training
5. Transactional Training

Under these methods new or inexperienced employees learn through
observing peers or managers performing the job and trying to imitate their
behaviour. These methods do not cost much and are less disruptive as
employees are always on the job, training is given on the same machines and
experience would be on already approved standards, and above all the trainee
is learning while earning. Some of the commonly used methods are :
1. Coaching:
Coaching is a one-to-one training. It helps in quickly identifying the weak
areas and tries to focus on them. It also offers the benefit of transferring
theory learning to practice. The biggest problem is that it perpetrates the
existing practices and styles. In India most of the scooter mechanics are
trained only through this method.
A. ON-THE-JOB TRAINING METHODS

2. Mentoring:
The focus in this training is on the development of attitude. It is used for
managerial employees. Mentoring is always done by a senior inside person. It
is also one-to- one interaction, like coaching.
3. Job Rotation:
It is the process of training employees by rotating them through a series of
related jobs. Rotation not only makes a person well acquainted with different
jobs, but it also alleviates boredom and allows to develop rapport with a
number of people. Rotation must be logical.
:

4. Job Instructional Technique (JIT):
It is a Step by step (structured) on the job training method in which a suitable
trainer (a) prepares a trainee with an overview of the job, its purpose, and the
results desired, (b) demonstrates the task or the skill to the trainee, (c) allows
the trainee to show the demonstration on his or her own, and (d) follows up
to provide feedback and help. The trainees are presented the learning material
in written or by learning machines through a series called ‘frames’. This
method is a valuable tool for all educators (teachers and trainers). It helps us :
a. To deliver step-by-step instruction
b. To know when the learner has learned
c. To be due diligent (in many work-place environments)

5. Apprenticeship:
Apprenticeship is a system of training a new generation of practitioners of a
skill. This method of training is in vogue in those trades, crafts and technical
fields in which a long period is required for gaining proficiency. The trainees
serve as apprentices to experts for long periods. They have to work in direct
association with and also under the direct supervision of their masters.
The object of such training is to make the trainees all-round craftsmen. It is
an expensive method of training. Also, there is no guarantee that the trained
worker will continue to work in the same organisation after securing training.
The apprentices are paid remuneration according the apprenticeship
agreements.

6. Understudy:
In this method, a superior gives training to a subordinate as his understudy
like an assistant to a manager or director (in a film). The subordinate learns
through experience and observation by participating in handling day to day
problems. Basic purpose is to prepare subordinate for assuming the full
responsibilities and duties.

Off-the-job training methods are conducted in separate from the job
environment, study material is supplied, there is full concentration on learning
rather than performing, and there is freedom of expression. Important
methods include:
1. Lectures and Conferences:
Lectures and conferences are the traditional and direct method of instruction.
Every training programme starts with lecture and conference. It’s a verbal
presentation for a large audience. However, the lectures have to be motivating
and creating interest among trainees. The speaker must have considerable
depth in the subject. In the colleges and universities, lectures and seminars are
the most common methods used for training.
B. OFF-THE-JOB TRAINING METHODS

2. Vestibule Training:
Vestibule Training is a term for near-the-job training, as it offers access to
something new (learning). In vestibule training, the workers are trained in a
prototype environment on specific jobs in a special part of the plant.
An attempt is made to create working condition similar to the actual
workshop conditions. After training workers in such condition, the trained
workers may be put on similar jobs in the actual workshop.
This enables the workers to secure training in the best methods to work and to
get rid of initial nervousness. During the Second World War II, this method
was used to train a large number of workers in a short period of time. It may
also be used as a preliminary to on-the job training. Duration ranges from few
days to few weeks. It prevents trainees to commit costly mistakes on the actual
machines.

3. Simulation Exercises:
Simulation is any artificial environment exactly similar to the actual situation.
There are four basic simulation techniques used for imparting training:
management games, case study, role playing, and in-basket training.
(a) Management Games:
Properly designed games help to ingrain thinking habits, analytical, logical and
reasoning capabilities, importance of team work, time management, to make
decisions lacking complete information, communication and leadership
capabilities. Use of management games can encourage novel, innovative
mechanisms for coping with stress.
Management games orient a candidate with practical applicability of the subject.
These games help to appreciate management concepts in a practical way. Different
games are used for training general managers and the middle management and
functional heads – executive Games and functional heads.
.

(b) Case Study:
Case studies are complex examples which give an insight into the context of a problem as
well as illustrating the main point. Case Studies are trainee centered activities based on
topics that demonstrate theoretical concepts in an applied setting. A case study allows the
application of theoretical concepts to be demonstrated, thus bridging the gap between
theory and practice, encourage active learning, provides an opportunity for the development
of key skills such as communication, group working and problem solving, and increases the
trainees” enjoyment of the topic and hence their desire to learn.
(c) Role Playing:
Each trainee takes the role of a person affected by an issue and studies the impacts of the
issues on human life and/or the effects of human activities on the world around us from
the perspective of that person.
It emphasizes the “real- world” side of science and challenges students to deal with
complex problems with no single “right” answer and to use a variety of skills beyond those
employed in a typical research project.

In particular, role-playing presents the student a valuable opportunity to learn
not just the course content, but other perspectives on it. The steps involved in
role playing include defining objectives, choose context & roles, introducing
the exercise, trainee preparation/research, the role-play, concluding discussion,
and assessment. Types of role play may be multiple role play, single role play,
role rotation, and spontaneous role play.
(d) In-basket training:
In-basket exercise, also known as in-tray training, consists of a set of business
papers which may include e-mail SMSs, reports, memos, and other items. Now
the trainer is asked to prioritise the decisions to be made immediately and the
ones that can be delayed.

4. Sensitivity Training:
Sensitivity training is also known as laboratory or T-group training. This training is
about making people understand about themselves and others reasonably, which is
done by developing in them social sensitivity and behavioral flexibility. It is ability
of an individual to sense what others feel and think from their own point of view.
It reveals information about his or her own personal qualities, concerns, emotional
issues, and things that he or she has in common with other members of the group.
It is the ability to behave suitably in light of understanding.
A group’s trainer refrains from acting as a group leader or lecturer, attempting
instead to clarify the group processes using incidents as examples to clarify general
points or provide feedback. The group action, overall, is the goal as well as the
process.

5. Transactional Analysis:
It provides trainees with a realistic and useful method for analyzing and
understanding the behavior of others. In every social interaction, there is a
motivation provided by one person and a reaction to that motivation given by
another person.
This motivation reaction relationship between two persons is known as a
transaction. Transactional analysis can be done by the ego (system of feelings
accompanied by a related set of behaviors states of an individual).
Child:
It is a collection of recordings in the brain of an individual of behaviors, attitudes,
and impulses which come to him/her naturally from his/her own understanding
as a child. The characteristics of this ego are to be spontaneous, intense,
unconfident, reliant, probing, anxious, etc. Verbal clues that a person is operating
from its child state are the use of words like “I guess”, “I suppose”, etc. and non
verbal clues like, giggling, coyness, silent, attention seeking etc.

Parent:
It is a collection of recordings in the brain of an individual of behaviors,
attitudes, and impulses imposed on her in her childhood from various sources
such as, social, parents, friends, etc.
The characteristics of this ego are to be overprotective, isolated, rigid, bossy,
etc. Verbal clues that a person is operating from its parent states are the use of
words like, always, should, never, etc and non-verbal clues such as, raising
eyebrows, pointing an accusing finger at somebody, etc.

Adult:
It is a collection of reality testing, rational behaviour, decision making, etc. A
person in this ego state verifies, updates the reaction which she has received
from the other two states. It is a shift from the taught and felt concepts to
tested concepts.
All of us show behaviour from one ego state which is responded to by the
other person from any of these three states.

Unit 4 training and development (CHAPTER 4 HUMAN RESOURCE MANAGEMENT

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Unit 4 training and development (CHAPTER 4 HUMAN RESOURCE MANAGEMENT