BBA II Year SUBJECT: HUMAN RESOURCE MANAGEMENT III Sem

UNIT V: TRAINING AND DEVELOPMENT

 Introduction.
 Objectives, Significance/Importance of T&D.
 Types of training.
 Identifying Training Needs.
 Methods of Training.

Training Concept:

Training is concerned with increasing the knowledge and skills of employees

for doing specific jobs, and development involves the growth of employees in
all aspects. Whereas training increases job skills, development shapes attitudes
of employees.

Definition of Training:
“Training is the act of increasing the knowledge and skills of an employee for
doing a particular job.” — Edwin B. Flippo.

Training is an organized activity for increasing the technical skills of the

employees to enable them to do particular jobs efficiently. In other words,
training provides the workers with facility to gain technical knowledge and to
learn new skills to do specific jobs. Training is equally important for the
existing as well as the new employees. It enables the new employees to get
acquainted with their jobs and also increase the job-related knowledge and
skills.

Objectives of Training:

The objectives of training are as follows:

1] To provide job related knowledge to the workers.
2] To impart skills among the workers systematically so that they may learn
quickly.
3] To bring about change in the attitudes of the workers towards fellow workers,
supervisor and the organization.
4] To improve the productivity of the workers and the organization.
5] To reduce the number of accidents by providing safety training to the
workers,
6] To make the workers handle materials, machines and equipment efficiently
and thus to check wastage of time and resources.

2 Faculty Name : [Link] Fatema ,©2024

BBA II Year SUBJECT: HUMAN RESOURCE MANAGEMENT III Sem

7] To prepare workers for promotion to higher jobs by imparting them advanced

skills.

Need and Importance of Training:

Why is Employees’ Training Necessary?

The need for training of employees arises due to the following factors:

1] Higher Productivity:
It is essential to increase productivity and reduce cost of production for meeting
competition in the market. Effective training can help increase productivity of
workers by imparting the required skills.
2] Quality Improvement:
The customers have become quality conscious and their requirement keep on
changing. To satisfy the customers, quality of products must be continuously
improved through training of workers.
3] Reduction of Learning Time:
Systematic training through trained instructors is essential to reduce the training
period. If the workers learn through trial and error, they will take a longer time
and even may not be able to learn right methods of doing work.
4] Industrial Safety:
Trained workers can handle the machines safely. They also know the use of
various safety devices in the factory. Thus, they are less prone to industrial
accidents.
5] Reduction of Turnover and Absenteeism:
Training creates a feeling of confidence in the minds of the workers. It gives
them a security at the workplace. As a result, labour turnover and absenteeism
rates are reduced.
6] Technology Update:
Technology is changing at a fast pace. The workers must learn new techniques
to make use of advance technology. Thus, training should be treated as a
continuous process to update the employees in the new methods and procedures.
7] Effective Management:
Training can be used as an effective tool of planning and control. It develops
skills among workers and prepares them for handling present and future jobs. It
helps in reducing the costs of supervision, wastages and industrial accidents. It
also helps increase productivity and quality which are the cherished goals of any
modern organization.

2 Faculty Name : [Link] Fatema ,©2024

BBA II Year SUBJECT: HUMAN RESOURCE MANAGEMENT III Sem

Benefits of Training

1. Reduce Employee Turnover

One of the significant benefits of employee training is reduced turnover rates.
Employee retention is necessary because it helps companies keep costs down.
Companies lose money when they hire and train new employees. If you want to
retain your current team members, offering them professional development
opportunities will help you achieve this goal.
2. Reduce Layoffs
Businesses need to adapt quickly to changing market conditions in times like
these. Training your workforce to keep them productive and engaged is an
essential step towards avoiding layoffs. Up skilling and reskilling employees for
expanded roles that match the company’s future goals will allow you to shift
existing talent instead of starting from scratch.

2 Faculty Name : [Link] Fatema ,©2024

BBA II Year SUBJECT: HUMAN RESOURCE MANAGEMENT III Sem

3. Improve Employee Engagement

Engagement is an essential factor in employee retention. According to Gallup,

the companies with the highest level of engagement were 23% more profitable
than the ones with the lowest levels of engagement. Since only 35% of
American workers report feeling engaged at work, there’s still plenty of room
for improvement in the workplace.
Employee training is an ideal opportunity for companies to increase engagement
and profits. Employees who feel they have room for growth within their
company are three and a half times more likely to be motivated and engaged.
Training programs allow employees to learn new skills and acquire valuable
knowledge, advancing their careers and contributing more effectively to the
company.
Companies can also benefit from increased productivity and reduced turnover
when employees feel valued and appreciated.

4. Gain a Recruitment Tool

Employee training programs allow team members to learn new skills and grow
personally.
Companies that invest in their employees see higher retention rates, increased
productivity, and improved customer satisfaction. Employees who feel valued
and appreciated are also less likely to leave.
So if you’re looking for ways to keep your best talent happy and productive,
consider offering training programs.

5. Increase Productivity
Another one of the many benefits of employee training is increased
productivity.
Technology like intelligent scheduling apps, AI, and other innovations can help
you save time and do more. Soft skills like time management and delegation
will also help streamline processes and reduce time waste.

6. Improve Team Functionality

One of the significant benefits of employee training is that it inculcates the spirit
of teamwork in employees. Teams are made of individuals with different
backgrounds, experiences, and perspectives.
Some team members may not understand each other well enough to collaborate
effectively, while others may not share the same goals or priorities. It would be
best if you built teams around shared interests, needs, and goals.
If everyone on a team works toward a common goal, the team will succeed.

2 Faculty Name : [Link] Fatema ,©2024

BBA II Year SUBJECT: HUMAN RESOURCE MANAGEMENT III Sem

7. Build a Competitive Advantage

Pivot is a word that describes an organisational change. When employees are up
to date with the latest business knowledge and technologies, and teams possess
the skills needed to succeed, they are ready to pivot.
Companies must adapt to new challenges and customer demands in today’s
rapidly changing environment. Organisations that haven’t invested in
developing their employees will likely fall behind competitors that have made
those investments.

8. Prevent and Address Skill Gaps

There is an increased focus on up skilling and reskilling employees in the
current environment. Skills gaps are a persistent problem, McKinsey found that
87% of businesses either have identified skills gaps or expect to experience
them in the next few years.
Identifying and addressing those gaps proactively is one benefit of employee
training, and it can help reduce the risk that the company needs to hire or fall
behind.

9. Enhance Management
There are several benefits of employee training for managers as well. Managers
play an essential role in any company. They are responsible for setting goals
and objectives, managing teams, and developing employees.
Poorly trained managers can lead to poor decision-making, missed
opportunities, and even failure. Managers must communicate effectively,
develop strategic thinking skills, and adapt to changing situations. These traits
will help them manage their teams and develop their employees.

10. Increase Employees’ Sense of Security

The benefits of employee training encompass the company as well as the
workforce. Employee training programs are essential to keeping your workforce
competitive.
More than 50% of workers worry they will lose their job in the next five years
because they lack up-to-date skills. Training programs can help them build on
existing skills or transition to an entirely different role. Employees who feel
they have a long-term future at the company are much happier and more likely
to remain loyal to the company.
Employee training is an integral part of any company’s strategy. Companies
should not neglect the need for training employees when facing the many
demands of running a business.
Training helps employees become more productive and efficient while reducing
costs and increasing profits. Companies can enjoy several benefits of employee
training like a return on investment in increased productivity, reduced turnover
rates, and improved customer service.

2 Faculty Name : [Link] Fatema ,©2024

BBA II Year SUBJECT: HUMAN RESOURCE MANAGEMENT III Sem

 Types of Training/ Methods

1] On-the-Job Training Methods
Following are the On-The-Job methods:
A) Apprenticeship Programs: Apprenticeship programs place the trainee
under the guidance of well-trained personnel. These programs are designed to
obtain skills and knowledge of higher levels. Such programs are necessary for
people entering skilled jobs, like, plumbers, electricians, etc. These apprentices
are trainees who enter into these programs and invest some time working under
the guidance of a professional or a trainer. The trainees are required to spend a
specified time here where both fast and slow learners are trained together. The
slow learners may be provided with additional training.

B) Coaching: In this method, the trainer who is known as the coach guides
and instructs the trainee. The coach or the trainer sets the required goals with a
mutual discussion, advises on how to achieve those goals, analyses the trainees’
progress from time to time, and suggests changes necessary in the attitude and
performance. The trainee works under the senior manager and the manager
takes full responsibility for the employees’ training. The training is done to take
the place of the senior manager so that he can be freed from some of his duties.
This is also a chance for the trainee to learn about his job and the working of the
organization.
C) Internship Training: Internship training is a cooperation of educational
institutions and business firms. These trainings are generally a joint program.
The candidates who are selected continue to pursue their studies regularly and
also work in a factory or office to gain the practical knowledge and skills
required for a job.
D) Job Rotation: Job rotation involves shifting trainees from one job to
another or from one department to another. This allows the trainee to gain a
better understanding of the working of the organization and all its parts. The
rotation enables the trainee to indulge in all kinds of operations from different
departments, and also allows them to enhance their knowledge and skills. This
is also beneficial for the trainees, as they get to interact with other employees,
which creates cooperation among different departments. Such training of
employees makes it easier for the organization at the time of promotions,
replacements, or transfers.

2 Faculty Name : [Link] Fatema ,©2024

BBA II Year SUBJECT: HUMAN RESOURCE MANAGEMENT III Sem

2] Off-the-Job Training Methods

Following are the Off-the-Job methods:
a) Class Room Lectures or Conferences: The lecture or conference method is
generally used for conveying specific information, rules, procedures, or
methods. The use of audio-visual means makes a formal classroom presentation
more interesting along with increasing the memory and proving an instrument
for clearing difficulties or doubts.

b) Films: Films supply information and show a definite display of skills that are
not easily represented by other techniques. The use of films together with
conference discussion is a very effective method in most cases.
c) Case Study: Case studies are the actual experiences faced by the
organization. They display the events that the managers have faced in real life.
The trainees study these cases and analyse them sincerely to find out the
problems and their causes, come up with possible solutions, select the best
solution and at last, implement it.
d) Computer Modelling: It encourages the work environment by developing a
computer program that copies a few of the realities of the job and enables
learning to take place securely. It also allows the organization to see the
mistakes that may occur and how much they would cost. This saves the
organization from making mistakes in such situations in real life.

 identifying training needs

7 steps for identifying employee training needs

1. Set clear expectations for each role

To identify employee training and development needs, you must first set clear
expectations for each role within your business. This creates a benchmark to
monitor performance against.

Review job descriptions when new positions are created, or when making
substantial changes to existing roles. Remember to periodically account for
smaller changes as well.

2 Faculty Name : [Link] Fatema ,©2024

BBA II Year SUBJECT: HUMAN RESOURCE MANAGEMENT III Sem

Doing this makes it easier to understand what skills an employee needs if they are
to be successful in each role. And in turn this helps you identify skills gaps and
potential training and development needs.

2. Monitor employee performance

Measuring and monitoring performance should be embraced as a means of

supporting employees (not penalising them) and can be a valuable tool in
identifying development opportunities.

Set clear goals for employees and respond to performance blips on an individual
basis. Understanding why performance is off kilter puts you in a better position to
respond positively and offer appropriate training.

3. Ask away

Now this may seem obvious, but employee feedback can be a valuable addition to
your SMEs training and development plan.

Instead of traditional employee surveys, use focused employee evaluation to

encourage honest and open feedback. This will create helpful dialogue about
career development and help you identify specific employee training
requirements.

4. Analysis (and lots of it)

You’ll already have your SME's strategies and goals set up. Complement this with
an analysis of the work that delivers those goals. This should help you identify
employee training and development needs that are specific to each team and job.

Tapping into what's going on under the surface will help you spot gaps in your
training and development schedule.

2 Faculty Name : [Link] Fatema ,©2024

 BBA II Year SUBJECT: HUMAN RESOURCE MANAGEMENT III Sem

It’s likely that training and development needs will fall into one of three
categories:

 Improving staff knowledge about your industry

 Job-related needs
 Personal development
5. Make the most of personal development plans

Giving employees the opportunity to lead their personal development can have a
profound effect on their motivation and their engagement in your business.

Well-managed personal development plans improve communication and will also

help you identify any relevant training and development needs.

6. Use focus group to understand employee training and development needs

Focus groups are a useful tool to help you identify training and development
needs within your business. A focus group looks at a cross-section of employees
within your business under the guidance of an expert facilitator.

They are a useful way of gathering employees’ views and opinions about current
training and how to improve what is on offer. Focus groups also help demonstrate
that you are genuinely interested in your employees' opinions.

7. Set up a system of mentoring & coaching

Closely aligning staff with a mentor will help develop skills while identifying
additional employee training and development needs. Mentoring programmes are
a great way of helping employees succeed in their careers and can be as powerful
for the mentors as they are for the mentees.

2 Faculty Name : [Link] Fatema ,©2024