Training and development

Ace p.

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Training and development

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Abstract

Organization and individual should develop and progress simultaneously for their survival and attainment of mutual goals. So, every modern management has to develop the organization through human resource development. Employee training is the important sub-system of human resource development. Employee training is a specialized function and is one of the fundamental operative functions for Human Resource Management.

Training is not something that is done once to new employees; it is used continuously in every well-run establishment. Further, technological changes and automation require updating the skills and knowledge. As such an organization has to retain the old employees. Assessing the training needs of the current employees can be more complex since we have added the task of deciding whether or not training is the solution.Training methods and content may not be the same for different categories of employees. As such, the management.has to offer training to different categories of employees based on job analysis. The method adopted would, therefore be different.

Training and development
1. Definition of training and development
2. Need for training
3. Training objectives
4. Areas of training
5. Training content for different categories of employees
Steps in training and development process
1. Need analysis
2. Instructional design
3. Validation
4. Implementation
5. Methods of training
On the job training
Off the job training
Vestibule training
Knowledge and skills of the manager
1. Technical skills
2. Human skills
3. Conceptual skills
Techniques of development
1. On the job techniques
2. Important on the job techniques
3. Off the job techniques
Evaluating the effectiveness of training

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[...] Distinction between Training & Development Although used interchangeably with reference to individual employees, there is, however, distinction of emphasis and scope. Broadly speaking, training is regarded as applying principally to the improvement and skills and hence learning how to perform a specific task, while development is an unfolding process carried on as a form of growth and neutralization. The distinction can be depicted in the following manner: TRAINING DEVELOPMENT Usually a short-term process. Invariable and on going, long Imparted mostly to non-management term. [...]

[...] To prevent obsolescence Methods for assessing the training needs Organizational requirements/weaknesses Job specification & employee satisfaction Identifying specific problems Anticipating future problems Management's requests Observation Interviews Group conferences Performance appraisal Areas of Training Generally organizations provide training to their employees in following areas: Company policies & procedures Language skills Human relations Problem solving skills Managerial and supervisory skills Apprentice training Training Content for Different Categories of Employees Training methods and content may not be the same for different categories of employees. [...]

[...] Procedure for Development of Executive Looking at organizations objectives Ascertaining development needs An appraisal of present management talent A management manpower inventory The planning of individual development programs Establishing of training and development programs Evaluating development programs Techniques of Development Techniques of management development On-the-job techniques Off-the-job techniques On-the-job techniques These techniques are the most widely used techniques. These techniques are most interesting to the trainee, since the location of the learner is not an artificial one as the classroom. [...]

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