Session-1 Introduction to Training/Training in Organizations

TRAINING & DEVELOPMENT

An army of any nation engages in two types of activities Training, and Fighting No soldier or officer in any army is inducted into service without undergoing training for a specified period and passing the exams at the end of the training No pilot is allowed to fly an aircraft until he has passed the training-both theory and practicals, first on a simulator, later on a real aircraft under the guidance of a senior pilot/trainer and finally independently flying a plane successfully under the careful watch of the senior pilot/instructor

T & D is the effort made by an organization to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his/her skills and knowledge Training is focused on improving specific skills which can be measured Development is more broad-based and is focused on improving managerial knowledge, behavior, or aptitude; it is more long-term oriented and it cannot be easily measured Most management programmes in organizations are developmentfocused rather than skill-focused

EDUCATION, LEARNING, TRAINING AND DEVELOPMENT

The changing focus of organizations Education is imparting knowledge and theories primarily through lectures; it is similar to Development Training is basically an opportunity for learning It is a process through which en employee acquires KSA(Knowledge, Skills and Attitude) to perform effectively in a particular job/role; it is job specific KSAs Whereas Education is focused on learning general KSAs If the focus is on learning, the teaching methodologies have to be customized to suit the requirement of the individual as no two individuals learn in the same way

WHY TRAINING? TRAINING & DEVELOPMENT AS A SOURCE OF COMPETITIVE ADVANTAGE

Benefits of Training: Leads to improved profitability Improves job knowledge and skills Improves morale of workforce Aids in understanding and implementing organizational policies Is a vital part of Organizational Development efforts Helps to create a common culture and shared understanding Helps in career progression(promotions) Improves specific technical skills Helps develop important managerial skills such as decision-making, problem-solving, communication, team building, leadership etc Improves productivity and quality of work Helps reduce costs Reduces scrap/defective production

BENEFITS OF TRAINING (CONTINUED)

Helps improve organizational communication Improves labour-management relations Improves commitment to organization It also leads to an increase in value of Human Capital Helps in employee-retention Individual benefits: Leads to better motivation and satisfaction in individuals Helps in self-development and improves self confidence Satisfies personal needs of employees Provides an opportunity to the employee to have a role in his future in the organization Improves his skill-base and competencies and makes him suitable for higher growth

INVESTMENT IN TRAINING

Cost of training includes:

Cost of training providing training facilities either permanently or hired (training rooms, equipment, consumables, salaries of staff) Cost of hiring Trainers-consultation fees, transportation, lodging Cost of trainees who attend training(because they are paid salaries while they do not work for the duration of the training)

This cumulatively adds up to a considerable amount

Standard performance(required performance) actual performance = Training need

TRAINING PROCESS MODEL

1. 2. 3. 4. 5.

Analysis of training needs Design of individual training programme Design of training calendar Implementtraining Evaluatetraining effectiveness