Employee Training and Development

Meaning, Concepts & Reasons of training

Objectives of the Session

To understand the meaning of training

To study the need for the employee training

To understand the stakeholders theory To study the concept of on the job training

Training
Training refers to a planned effort by a company to facilitate employees learning of job-related competencies. The goal of training is for employees to
master the knowledge, skill, and behaviors emphasized in training programs, and apply them to their day-to-day activities

Why Training?
Enhancing knowledge

Acquiring/ sharpening skills

Developing desired Attitude/ attributes Utilizing previous/ future experience for learning Helping the gaps in competencies

What do we achieve by training?

Improvement in productivity

Newer technology
Fulfillment of organizational and individual needs

Need of Training
helps new recruits to perform assigned tasks effectively

helps existing employees to prepare for higher level jobs

enables existing developments employees to keep in touch with latest

permits employees to cope with changes brought in by frequent transfers makes employees more versatile, mobile, flexible and useful to the organization bridges the gap what the employee has and what the job demands allows an employee to gain acceptance from peer groups readily

Training, Education & Development

Training is considered to be short term effort

Education includes the intermediate effort

Development may be defined as long term effort

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Training vs. Development

Training is concerned with teaching specific job related skills and behaviour. Development is future oriented training, focusing on the personal growth of the employee.

Training vs. Development

Learning Dimension Meant for Focus Scope Goal Initiated by Content Time-frame T raining Operatives Current job Individual employee Fix current skill deficit Management Specific job related information Immediate Development Executives Current and future jobs Work group or organisation Prepare for future work demands The Individual General Knowledge Long term

Training

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Training vs. Education

Training, more or less, is job oriented (skill) learning. Education, on the other hand, is a person-oriented, theory-based knowledge whose main

purpose is to improve the understanding of a particular subject (a kind of

conceptual learning).

Training Pitfalls
Here is a checklist to avoid training pitfalls Attempting to teach too quickly Trying to teach too much Viewing all trainees as the same Giving very little time to practice Offering very little to the trainee in the form of encouragement, praise or reward
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Training

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Areas And Types of Training

Training is generally offered in the following areas

Areas of training
Knowledge Technical skills

Social skills
Techniques

Training

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Areas And Types of Training

The various types of training that are commonly employed in present-day organisations may be listed thus.

Types of training
Skills training: here certain basic skills like reading, writing, computing, speaking, listening, problem solving etc are taught Refresher training: here the focus is on short term courses that would help employees learn about latest developments in their respective fields Cross functional training: this helps employees perform operations in areas other than their assigned job. Team training: this is concerned with how team members should communicate with each other, how they should cooperate to get ahead, how they should handle conflictful situations, how to find their way using collective wisdom etc. Creativity training: this helps employees to think unconventionally, break the rules, take risks, go out of the box and develop unexpected solutions. Diversity training: it aims to create better cross cultural sensitivity with the aim of fostering more harmonious and fruitful working relationships among a firm's employees Literacy training: this is generally offered to those employees with weak reading, writing or arithmetic skills.

Training

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Stakeholder Theory
A stakeholder is a person or group with an interest in seeing an endeavor succeed and without whose support the endeavor would fail. The essence of stakeholder theory is that all organizationsprofit, nonprofit, public, and privateserve and depend on multiple constituencies (e.g., customers, employees, and investors).

One of management's chief obligations is to integrate and balance the needs and interests of these constituencies or stakeholders (Nickols, 2005).
The stakeholder theory identifies and models the groups which are stakeholders of a corporation, and both describes and recommends methods by which management can give due regard to the interests of those groups (Freeman, 1984).

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Stakeholders in Training
Participants

Organizations
Trainers Funding or donor agencies

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Participants
Participate and contribute to all training activities

Set out personal learning objectives and directs efforts to realize them
Extend support to the training team in achieving the program objectives and maintain learning objectives Assist co-participants in realizing their learning objectives

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Organization
Identification of training needs

Selection of participants
Communicating its expectations from the program Monitoring the progress of its participants Transfer of training in the field

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Training Agency
Providing appropriate environment to participants

Coordinating professional and administrative inputs

Maintaining coordination with the sponsoring organizations Consistency in what is advocated and practiced Assisting the professional growth of the training staff

Maintaining the training team

Keeping pace with development in the field of training Regular appraisal of its work

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Trainers
Key elements in the delivery of the training

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Funding or donor agencies

Ensure that the funds are used in accordance with the declared objective and agreed plan of action Ensure quality of training

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On the Job Training

Focus on Individualized training

Unpredictability of results
Active monitoring and supervision Absence of interaction Greater emphasis on practice and doing

Easy transfer of learning

]Less cost effective

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Recap
Training is considered to be short term effort

Education includes the intermediate effort

Development may be defined as long term effort Training is a process, an organized sequence of events, activities and tasks

Training can not be deemed to be a response to all performance related problems

Training is an opportunity for self awareness, self exploration and growth

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