Human Resources Management - Training and Development, Study notes of Human Resource Management

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Training

Developmen

t

Training &

Development

Training and development of human resource is an important activity in any organization. It has become essential, as all types of jobs in the organization generally require some type of training and development for efficient and effective performance. Training: Training is the act of increasing the knowledge and skill of an employee for doing a particular job. Development: Development means growth of the individual in all respects. Development is the process of transition of an employee from a lower level of ability, skill, and knowledge to that of higher level. This transition is influenced by education, training, work experience, and environment. This will improve value of individual

Objectives and Importance of Training

1. Better Performance

2. Less Supervision

3. Economy in use of Material and

Equipment

4. Increased Morale

5. Uniformity and Standardization

6. Less Learning Time

7. Effective Management

8. Filling Human Resource Requirements

Need for basic purposes of

training

1. To Increase Productivity

2. To Improve Quality

3. To Help a Company Fulfill its Future

Personnel Needs

4. To improve Organizational Climate

5. To Improve Health and Safety

6. Obsolescence Prevention

7. Personal Growth

I. Identification of Training

Needs

Following are the different techniques

adopted for knowing the Training

needs analysis.

1. OOM Analysis:

a. Organizational Analysis

b. Operational Analysis

c. Man Analysis

2. Task -Description Analysis

i. List duties and responsibilities of job as per job

description.

ii. List the desired performance standard on the

job.

iii. List actual performance of employee in the job

and compare against the standard fixed in

(ii)above.

iv. Locate trouble spots of work where the

employees’ performance is below standard.

v. Determine training need of that particular

employee to overcome his handicap/shortfall.

vi. Repeat this to cover all jobs and all employees

4. Appealed Training



Fall in productivity.



High rejection rate.



High rate of accidents



High rate of internal conflicts.



High rate of applications for redressal of

grievances.



Up gradation of technology of product or

production method.



Changes in product mix expansions, etc.

5. Other Methods: (Determining Training

Needs)

a. Analysis of organization

b. Job analysis

c. Analysis of technical Impact

d. Interviews

e. Discussion among experts

f. Business games technique

III. Preparation of Trainees

a. Individual Differences

b. Adult Training

c. Motivation

IV. Implementation of Training

A. Introduction to the Course

• (^) Put the Learner at ease.
• (^) Give a birds-eye view of the course.
• (^) Explain “why” the course is important.
• (^) Indicate various advantages accrued by

trainee by the course.

• (^) Give an outline “how” he wants to cover the

course indicating various steps/topics being

discussed.

• (^) Create interest in trainee by encouraging them

to ask questions and their experience relevant

to the course.

• (^) Simulate/duplicate training

conditions/environment as close as the ‘working

place’ for which the present training is

imparted.

• (^) Whenever any equipment, tools, workbenches,

or machines are used for training, familiarize

Executive Development Programme

(EDP)

Development means growth of the individual in all respects. Organizations work for the development of its executives or potential executives in order to enable them to be more effective in performing the various functions. Objectives:

1. To overhaul the management machinery.
2. To improve the performance of the managers.
3. To give the specializes on overall view of the functions of an organization and equip them to co- ordinate each others efforts effectively.
4. To identify the persons with the required potential

5. To increase the morale of the members of the management group.
6. To increase the versatility of the management group.
7. To keep the executives abreast with the changes and developments in their respective fields.
8. To create the management succession which can take over in case of contingencies.
9. To improve thought process and analytical ability.
10. To broaden the outlook of the executive regarding his role position and responsibilities.
11. To understand the conceptual issues relating to economic, social, and technical areas.
12. To understand the problems of human relations and improve human relations skills.
13. To stimulate creative thinking.

III. Job Knowledge

A. On the job:

i. Under study

ii. Coaching

iii. Committee assignment

iv. Special meeting of staff

B. Off the job :

i. Seminar/Workshop

ii. Programmed instruction

C. Off-the- Organization Programme i. Inter-establishment training ii. Project work iii. Courses in Management Institutes / Colleges IV. Organizational Knowledge

1. Job rotation (Position rotation)
2. Multiple management V. General Knowledge
3. Special courses
4. Special meetings
5. Selective reading