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Employee Training and Development

Meaning, Concepts & Reasons of training

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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

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Why Training?

Enhancing knowledge

Acquiring/ sharpening skills

Developing desired Attitude/ attributes

Utilizing previous/ future experience for learning

Helping the gaps in competencies

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What do we achieve by training?

Improvement in productivity

Newer technology

Fulfillment of organizational and individual needs

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Need of Training

helps new recruits to perform assigned tasks effectively

helps existing employees to prepare for higher level jobs

enables existing employees to keep in touch with latestdevelopments

permits employees to cope with changes brought in by frequenttransfers

makes employees more versatile, mobile, flexible and useful to theorganization

bridges the gap what the employee has and what the job demandsallows an employee to gain acceptance from peer groups readily

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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 ofthe employee.

Training

Training vs. Development

Learning Dimension Training Development

Meant for Operatives Executives

Focus Current job Current and future jobs

Scope Individual employee Work group or organisation

Goal Fix current skill deficit Prepare for future work demands

Initiated by Management The IndividualContent Specific job related information General Knowledge

Time-frame Immediate Long term

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Training vs. Education

Training, more or less, is job oriented (skill) learning. Education, on theother 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

Training PitfallsHere 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, praiseor reward

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Areas And Types of Training

Training is generally offered in the following areas

Training

Areas of training

Knowledge

Technical skills

Social skills

Techniques

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

Types of training

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 employeeslearn about latest developments in their respective fields

Cross functional training: this helps employees perform operations in areas other thantheir assigned job.

Team training: this is concerned with how team members should communicate witheach other, how they should cooperate to get ahead, how they should handle conflictfulsituations, 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 offostering 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.

Areas And Types of 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 wouldfail.

The essence of stakeholder theory is that all organizationsprofit,nonprofit, public, and privateserve and depend on multipleconstituencies (e.g., customers, employees, and investors).

One of management's chief obligations is to integrate and balancethe needs and interests of these constituencies or stakeholders(Nickols, 2005).

The stakeholder theory identifies and models the groups which arestakeholders of a corporation, and both describes and recommendsmethods 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 realizethem

Extend support to the training team in achieving the programobjectives and maintain learning objectives

Assist co-participants in realizing their learning objectives

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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, activitiesand tasks

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

related problems

Training is an opportunity for self awareness, self exploration andgrowth