TRAINING

Meaning of Training: Training is a process in which the trainee gets an opportunity

to learn the key skills which are require to do the job.
Learning with earning is known as training.
It helps the employees to understand the complete job.
Nowadays, Many organization organize a training program for the new recruiters
just after their selection & induction, to let them know about the rules, policies &
procedures for directing their behavior & attitude as per the organizational needs.
Training helps the employees to change the conduct towards their superior,
subordinates & colleagues.

IMPORTANCE OF TRAINING
1. It improves skills & knowledge: Training programs help to improve the
knowledge & skills of employees to match the various changes in the
industry. These improvements will positively affect productivity.
2. It satisfies the recommendations of performance appraisals: When an
organization’s employee performance appraisals suggest the need for
improvement on a particular subject or skill, training programs can be
organized for staff members to help satisfy this requirement. Training is
usually treated as to identify problem at certain area & work toward a
solution.
3. It prepares employees for higher responsibilities: It can also help prepare
employees who are moving into higher roles & taking on more
responsibilities in an organization. These programs will help them learn the
skills that are require to function effectively in their new positions.
4. It shows employees they are valued: If the employees feel valued, they will
become better which will result in more productivity.
5. It tests the efficiency of a new performance management system: It will help
HR to establish clear performance expectations & to train the employees for
the necessity of meeting goals & help employees to better understand what
is expected.
6. It will improve IT & computer skills: It will help employees to learn specific
skill related to IT topics, such as the use of software systems. The companies
train their employees to create graphs, spreadsheets, edit & understand data
in their database etc. in order to provide a comprehensive understanding of
computers to improve workplace efficiency.

STEPS IN A TRAINING PROCESS

1. Needs assessment: The first step in the training process is to assess the need
for training the employees. The need for training could be identified through
a diagnosed of present & future challenges & through a gap between the
employee’s actual performance & the standard performance. The needs
assessment can be studied from two perspective: Individual & Group.
Individual training is designed to enhance the individual’s efficiency when
not performing adequately. Group training is intended to inculcate the new
changes in the employees due to a change in the organization’s strategy.
2. Deriving Instructional Objectives: Once the needs are identified, the
objective for which the training is to be conducted are established. The
objectives could be based on the gaps seen in the training programmes
conducted earlier & the skill sets developed by the employees.
3. Designing Training Programme: The next step is to design the training
programme in line with the set objectives. Every training programme
encompasses certain issues such as:
a. Who are the trainees?
b. Who are the trainers?
c. What methods are to be used for the training?
d. What will be the level of training?
It also includes the training content, material, learning theories, instructional
design, etc.
4. Implementing of the Training Programme: Once the designing of the
training programme is completed, the next step is to put it into the action.
The foremost decision that needs to be conducted either in-house or outside
the organization. Once it is decided, the time for the training is set along
 with the trainer who will be conducting the training session. Also, the
trainees are monitored continuously throughout the training programme.
5. Evaluation: After the training is done, the employees are asked to give their
feedback on the training session & whether they felt useful or not. The
evaluation of the training programme is a must because companies invest
huge amount in these sessions & must know its effectiveness in terms of
money.
Thus, every firm follows the series of steps to design an effective training
programme that serves the purpose for which it was intended.

TYPES OF TRAINING
1. Induction or Orientation Training: Introducing a new employee to the
organization’s environment comprising of a day to day functioning,
products, services, rules & regulations are termed as induction or orientation
training. The purpose of this training is to reduce the nervousness of a new
joinee, by making him accustom to the working environment.
2. Job Training: This training is job specific & is given to the employee who
has to perform the job. Under this training, the information about the
machine, the process of production, methods to be used, safety measures to
be undertaken, etc. are explained. Through this training, the employee
develops the confidence and the necessary skill, that enables him to perform
his job effectively and efficiently.
3. Safety training: the safety training is given to the employee so as to
minimize the number of accidents cost due to the handling of machines or
other equipment. Under this training, the employees are given the safety
instructions on the usage of machinery and other dangerous devices.
4. Apprenticeship Training: Under this training the worker earns while
learning. This training is generally given to the technical staff, Craftsman,
plumber, etc. Who are required to work under the superiors for a Relatively
longer period, until he gains the expertise in that particular field.
5. Internship training: under this type, the educational or vocational institute
have an arrangement with the industrial institute to provide practical
knowledge to its students. Sometimes, the companies also offer the
replacement offers to the trainers on the basis of their performance during
their internship program.
6. Refresher training or Retraining: As the name implies, the retraining or
refresher training is given to the old employees with the purpose of
improving their efficiencies. They are introduced to the new methods and
technologies that would result in the increased productivity and reduce the
monotony in their daily work.
7. Promotional training: this training is given to the potential employees, who
can be promoted to the senior position in the organization. The promotional
training is given in advance so that employee gets accustomed to the new
roles and responsibilities and do not get nervous at the time of promotion.
8. Remedial training: this training is given in order to overcome the short
coming in the behavior and performance of old employees. Due to the
invention of technology, the employees may resist to accept the change and
cause a disturbance in the organization. Therefore, such training is given to
make them understand the Importance of change and its necessity in the
operations of business. This training is generally given by the psychological
expert.
 ON -THE-JOB TRAINING
The on-the-job training is a technique wherein the workers, i.e., operative staff, is
given the direct instruction to perform their job on the actual work floor.
The workers can learn the skills that are required to be performed in the actual
work conditions and also get accustomed to the working environment.

On The Job Training Methods

1. Coaching: Under this method, the superior or an experienced staff gives
instruction to the worker to perform a job. It is one to one training designed
for the workers where they can find answers to the queries through the
instructions and demonstrations given by the superior.
2. Mentoring: this training is given to the managerial level people, wherein the
senior or the manager gives instructions to the immediate subordinate to
carry out the day-to-day functioning. It is again a one- to- one training
method where the manager is considered as a mentor to the subordinates and
guides him in the situations of difficulty.
3. Job rotation: Under the job rotation, an employee is often shifted to the other
related jobs, with the intention to make him well versed with other job
backgrounds. This helps him to escape the boredom cause the performing
the same kind of work again and again.
4. Job instructional training: Under this training, a trainer designs A step by
step training program wherein the worker is given the instructions to
perform the job as required. Firstly, the overview of the job along with the
desired results is explained to the trainee and then the skills required for the
job is demonstrated by the trainer. Then a worker is allowed to perform the
job as per his acquired skills or expertise, and then finally the workers are
asked to give the feedbacks and ask for any query rising out of the training
program.
5. Understudy: Here, the superior gives training to the subordinates as an
understudy or an assistant who is likely to perform a superior’s job in case of
the vacancy arising out of superior’s retirement transfer promotion or death.
6. Apprenticeship: This type of training is generally given to the people in the
crafts, trade and technical field that require a long-term learning before they
actually gain the proficiency in their respective disciplines. This training is a
blend of classrooms and on the job training and is conducted under the
closed supervision. This can be extended up to three to four years as
apprentices need to go through the learning process till, they become an
expert in their fields.

OFF-THE-JOB TRAINING

The off-the-job training method wherein the workers/employees learn their

jobs roles away from the actual work floor.

OFF-THE-JOB TRAINING METHODS

1. Special lectures: this is also known as classroom training where in the
employees are given lectures about the job requirement and the necessary
skills required for implementing the job. There is generally a classroom
or a workshop wherein the complete job knowledge is given to the
workers by the experts from the professional institutes. The main purpose
of this training is to make the employees well informed about their job
roles and discussing their queries arising out of the lectures.
2. Simulation: Under this training, the training is required to learn the
operations of machines and equipment that are reasonably designed to
look similar to those installed at the actual work floor.
This is one of the most common methods of training wherein the worker
learns to operate tools and machineries.
3. Vestibule Training: This type of training is specially given to the
technical staff, office staff and the employees who learn the operations of
tools and equipment assembled at a place away from the actual workflow.
 This type of training is conducted to give the real feel to the trainees, that
they would be experiencing at the actual plant.
4. Case studies: Under this method, the trainees are given the situation or a
problem in the form of a case study, & are required to solve it as per their
learning from the training program.
5. Role playing: This type of training is essential in case of customer
service. Under this, the trainees assume roles and enact as further given
situations. It is also known as socio-drama or psycho-drama, wherein the
employees act as if, they are facing the situation and have to solve it
spontaneously without any guidance.
6. Management Games: Under this method, the trainees are divided into
groups and then they are presented with the simulated marketplace or the
situations, wherein they are required to apply their learning and solve the
problems accordingly.
Under Off-The-Job Training, the worker concentrates only on the learning of
a job and is not accountable for the production.
 DEVELOPMENT
The training for the top-level employees is considered as development also
known as management or executive development. It is an ongoing
systematic procedure in which menagerie staff learns to enhance their
conceptual theoretical knowledge. It helps the individual to bring efficiency
and effectiveness in their work performances.
Development is not only limited to a particular task but it aims to improve
their personality and attitude for their all-round growth which will help them
to face future challenges. It changes the mindset of the employees and make
the more challenging
Coaching, mentoring, counseling, job rotation, role playing, case study,
conference training, special projects are some of the methods of
development.
The performance of an organization is based on the quality of its employees,
and so the greater the quality of employees the greater will be their
performance.
DIFFERENCE BETWEEN TRAINING & DEVELOPMENT
TRAINING DEVELOPMENT
Training is a learning process for Development is the training process
new employees in which they get to for the existing employees for their
know about the key skills required all-round development.
for a job.
Training is a short-term process i.e. Development is a long-term
3 to 6 months. Continuous process.
Training focuses on developing Development focuses on the
skill and knowledge for the current building knowledge, understanding
job. and competencies for overcoming
with future challenges.
Training has a limited store and is Development is career oriented.
specific job oriented.
In training, the trainees get a trainer In development, the manager self
who instructs them at the time of directs himself for the future
training. assignments.
Many individuals collectively Development is a self-assessment
attend the training program. procedure and one person himself is
responsible for one’s development.