EMPLOYEE TRAINING

Definition
Training is an art of increasing the knowledge and skills of an employee for doing a particular job. The major outcome of

training is learning

Features

Increases the knowledge and skills for doing a job. Bridges the gap between employee skills,knowledge,behavior and job needs. Job oriented process. Short term activity designed essentially for operatives.
3

TRAINING Vs DEVELOPMENT
TRAINING

DEVELOPMENT

Non managers Reactive process One shot deal Present oriented

Managers Proactive process Continuous process Future oriented

NEED FOR TRAINING

For newly recruited employees Promotion Retraining Transfer More productivity

IMPORTANCE
Benefits to org.

Effectiveness Reduced wastage Fewer accidents Better quality goods Loyalty Profitability Improved Skills Better Relations Aids in Internal Promotions

Benefits to emp.

Skill Enhancement Promotion Satisfaction Higher production Better Decision Making Better Relations

OBJECTIVES

To impart basic knowledge and skills. To meet the changing requirement. To teach the ways of performing job. To prepare employees for higher level jobs

Training Process

Step 1: Establishing a Needs Analysis Step 2: Developing training programs and manuals Step 3: Deliver the training program Step 4: Evaluate the training program

Evaluation of Training

Evaluation of training program is defined as an attempt to obtain information on the effects of training performance and to access value of training in light of that information

EVALUTION

Did results meets the training objectives? What benefits accrue to org? Was there any spin off not directly related to training objectives? What was the cost? How will decisions about future training be affected?
10

Planning the training Evaluation

Purpose What will be measured How comprehensive it will be Who has the authority & responsibility What are the sources of data How will data be collected & compiled How will data be analysed & reported
11

Criteria for Evaluation

Reaction Learning Job Behaviour Organisation

12

Methods of Evaluation

Experimental & Control Groups Time Series Analysis Questionnaires & Structured Interveiws Cost Benefit Analysis

13

TYPES OF TRAINING

Orientation training Job instruction Refresher training Apprenticeship training Vestibule training

14

THE TRAINING PROGRAMME

15

PLANNING THE PROGRAMME

Who is to be trained- no. and type of employees. Why are they to be trained-training objectives What should be taught-knowledge and skills How should do training methods Who should do training-instructions When can it be done-length and frequency Where will it be done-location How will it be assessed-evaluation
16

DESIGNING THE PROGRAMME

Sequence: chronological, priority,common or related items Load and pace:how much information trainees can absorb and how quickly they can learn Variety:subject matter ,method Feed back: to test learning .
17

FOLLOW UP
This can be done by a period of practice under supervision,by coaching and counseling,by assignment or by project,by job rotation.

18

TRAINING METHODS
On the Job Training JIT Coaching Mentoring Position Rotation Apprenticeship Assignments Committee
19

Off the Job Training

Vestibule Training Classroom Training Internship Training Conferences Role Playing Programmed Learning

20

Electronic Training

Audio Visuals Computer Based Training Distance & Internet Based Training

21

Methods of Executive Development

Decision Making Skills In Basket Exercise Business Games Case Study

22

Inter- Personal Skills

Role Play Sensitivity Training Behavior Modeling Transactional Analysis Multiple Management

23

Job Knowledge

On the Job Experience Coaching Understudy

24

Organisational Knowledge

Job Rotation

General Knowledge Special Courses Special Meetings Specific Reading

25

TRAINING RECORD

26

INDIVIDUAL RECORD

Name Department Date of joining Details of training

27

DEPARTMENTAL RECORD

Name of trainees Type of trainees Results of training Costs Further action

28