Human Resource Management
Training and Development
Training implies a process of upgrading an individual’s knowledge, skills and competencies . When an
employee joins the organization, he/she is given job-related training to ensure satisfactory performance of the
tasks and duties assigned, so that the employee can contribute more to the organization.
On the other hand, development has a long-term view. It is all about preparing the employee for the current
as well as future jobs, by providing them with learning opportunities to increase their capacities, to undertake
more challenging and complex tasks.
Importance of Training and Development For organization :
1. Training and Development programme facilitates better utilization of an organization’s resources , i.e.
men, machine, material and money.
2. It ensures less wastage, with respect to resources and time . When a worker is skilled and trained enough,
the amount of wastage will be less, as well as the learning time will be reduced, and the work will be
performed in very less time.
3. It improves the performance of the employee which results in increased profitability.
4. The employees learn new and improved methods of performing an activity, which helps the organization
to survive, compete and grow in the market.
5. It results in a reduction in employee turnover, idle time and absenteeism.
6. It develops a positive attitude in employees towards the work and organization, as well as boosts their
morale, which helps them adapt themselves to the changing environment.
For Employees:
1. An individual focuses more on career than a job. And so, the skills and knowledge acquired from the
training add to their resume.
2. Improved performance is a sort of motivation for an individual which encourages them to perform much
better than before and contribute to the organization’s success, which ultimately increases their incentives.
3. When an employee is trained enough, he/she will handle any situation or problem and deal with the
challenges in a better way.
4. Training makes workers machine or equipment-friendly, which reduces the number of accidents during
the process.
5. It helps the employee to stay up-to-date with the technological changes.
6. It results in job satisfaction and boosts employees morale.
Training is often imparted to middle or low-level employees. In contrast, the development programmes are
specifically designed for the employees working in higher positions in the organisational hierarchy.
Inputs in Training and Development
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Human Resource Management
Skills: Basic skills should be imparted to the workers, to help them operate the machinery and other
equipment correctly, with least wastage and damage.
Education: It aims at teaching theoretical concepts along with providing a hands-on experience to the
employee. It also improves their judgement and reasoning power.
Development: Training involves development, wherein more stress is given on increasing knowledge, rather
than the skills. Here, knowledge means an understanding of the business environment, human relations,
management, etc.
Ethics: Ethics are the principles that regulate the conduct of an employee, at the time of undertaking any
activity. So, the training and development programme must provide knowledge regarding ethical conduct.
Change in attitude : One of the important benefits of training is the attitudinal changes in employees.
Attitude indicates the feelings, outlook, reaction and beliefs of the employee towards others. It has a great
impact on an employee’s morale, motivation, loyalty, commitment and satisfaction.
Extraordinary Skills: Apart from basic skills, training and development scheme should impart some other
skills to higher level employees such as problem-solving, decision making, industrial analysis, etc.
Literacy: Here literacy is not related to education, but proficiency in the corporate language and he/she
must be fully aware of the corporate culture, to deal with international clients and customers.
In a nutshell, any activity that intends to enhance the present or future performance of an employee , by
improving his/her ability through the process of learning, by changing approach, sharpening skills,
strengthening competencies and increasing the knowledge base, comes under the ambit of training and
development.
Training Process
Definition: The Training Process comprises of a series of steps that needs to be followed systematically to have
an efficient training programme. The Training is a systematic activity performed to modify the skills, attitudes
and the behavior of an employee to perform a particular job.
Training Process
1. Needs assessment
2. Deriving Instructional Objectives
3. Designing Training Programme
4. Implementation of the Training Programme
5. Evaluation of the Training Programme
Types of Training
1. Induction or Orientation Training
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Human Resource Management
Induction training new worker to be treated properly on his joining the organisat ion. He must be given
essential introductory information by his superior.
2. Job Training
This type of training is given for increasing the knowledge of employees to achieve skills for a specified job.
3. Safety Training
safety training is a process that aims to provide your workforce with knowledge and skills to perform their
work in a way that is safe for them and their co-workers. In addition, an effective workplace safety plan
includes instructions and guidelines to identify hazards, report them, and deal with incidents.
4. Apprenticeship Training
This is the oldest form of training where it is intended to impart sufficient knowledge and skill of a craft to a
young person with some technical background and take it as an apprentice. This ena bles the trainee to gain
complete proficiency in the craft. Under this method, the trainees are required to gain not only actual work
experience in the actual job but also to attend classroom lectures to have theoretical knowledge.
5. Internship Training
Internship training is usually means for such vocations where advance theoretical knowledge is to be backed
up by practical experience on the job.
6. Refresher Training or Retraining
According to Dale Yoder, Retraining programmes are designed to avoid personnel obsolescence. This training
is arranged for old or existing employees of the business organisation.
7. Promotional Training
The existing talented employees may be given adequate training to make them eligible for promotion to higher
jobs in the organisation. The purpose of such training is to make the employees fit for undertaking higher job
responsibilities.
8. Remedial Training
Remedial training is used to correct trainee performance deficiencies. When a deficiency is identified
during training, the trainer will provide remedial training as soon as possible.
On-the-Job Training
The On-the-Job Training is a technique wherein the workers, i.e., operative staff, is given the direct
instructions to perform their jobs on the actual work floor
Coaching
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Human Resource Management
It is a development or training technique typically used for executives or new managers/leaders. It often involves a
professional coach or external consultant who works with employees to develop their skills and achieve business
goals. Coaches support employees by understanding their personal and career goals and providing feedback and
direction to facilitate performance improvement.
Mentoring
It is a relationship between two people with the goal of professional and personal development. The "mentor"
is usually an experienced individual who shares knowledge, experience, and advice with a less experienced
person, or "mentee."
Job Rotation
Job Rotation is a management approach where employees are shifted between two or more assignments
or jobs at regular intervals of time in order to expose them to all verticals of an organization.
Job Instructional Training
Job instruction training or JIT is a form of simple on the job training where a new employee is trained step by
step by a supervisor or an assigned coworker. This kind of training usually exists for jobs requiring manual
skills such as factory workers.
Understudy
In this the employee is trained by his or her supervisor. The trainee is attached with his or her senior and called
understudy or assistant. For example, a future manager might spend few months as assistant to the present
manager.
Off-the-Job Training
The Off-the-Job Training is the training method wherein the workers/employees learn their job roles away
from the actual work floor.
Special lectures
It is a knowledge sharing sessions delivered by subject matter expert.
Simulation
It involves the use of basic equipment or computer software to model a real-world scenario. During simulation-
based training, the learner is taught how to perform certain tasks or activities in various real-world scenarios so they
will be better prepared should the event actually occur. Simulation training usually involves interacting with a
technology.
Vestibule Training
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Human Resource Management
Under this method, the new employee is trained in a separate training-centre within the plant itself. This type
of training has been introduced with the object of avoiding the inconvenience of on-the-job training. An
experienced job instructor imparts training. A natural working atmosphere is created as it prevails in the work-
shop where production is being carried on.
Case Studies
It is a method which provides descriptive situations which stimulate trainees to make decisions. The purpose
of the case method is to make trainees apply what they know, develop new ideas to manage a situation or
solve a problem.
Role playing
It is an active learning technique in which employees act out situations under the guidance of a trainer. In
each scenario, employees take on a role and act out the scene as though it were real
Management Games
It is a dynamic training exercise utilizing a model of organizations in a workday environment.
Under off-the-job training, the worker concentrates only on the learning of a job and is not accountable for the
production.
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