TRAINING

INTRODUCTION:

Every organisation needs to have well-adjusted, trained and experienced

people to perform the activities that must be done. As jobs in today’s dynamic

organizations have become more complex, the importance of employee

education has increased. When jobs were simple, easy to learn and influenced

to only a small degree by technological changes, there was little need for

employees to upgrade or alter their skills. But that situation rarely exists today.

Instead, rapid job changers are occurring, requiring employee skills to be

transformed and frequently updated. In organizations, this takes place through

what we call employee training.

MEANING:

Training is concerned with bringing about improvement in performance

of work of the employees.

Training starts after the recruitment of the employees. Training is the

process through which employees are made capable of doing the job prescribed

to them.

Training is the acquisition of knowledge, skills, and competencies as a

result of the teaching of vocational or practical skills and knowledge that relate

to specific useful competencies. Training has specific goals of improving one's

capability, capacity, and performance. It forms the core of apprenticeships and

provides the backbone of content at institutes of technology (also known as

technical colleges or polytechnics). In addition to the basic training required for

a trade, occupation or profession, observers of the labour-market recognize as of

2008 the need to continue training beyond initial qualifications: to maintain,

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upgrade and update skills throughout working life. People within many

professions and occupations may refer to this sort of training as professional

development.

The purpose of training is to achieve a change in behaviour of those

trained and to enable them to do their jobs in a better way. Training is not a one

step process but it is a continuous or never ending process. Training makes

newly recruited workers fully productive in a minimum of time. Even for odd

Workers, training is necessary to refresh them and enable them to keep up with

new methods and techniques.

Training implies learning the basic skills and knowledge required for a

particular job. On the other hand, development involves the growth of the

individual in all respects. In training non managerial employees the primary

focus is on imparting manual skills, technical procedures and routine methods.

But managers require generalized managerial skills

DEFINITION:

According to Prof. R.C. Dooley defined as, “Training is not something

that is done once to new employees. It is used continuously in every well-run

establishment. Every time you get someone to work in the way you want it

done, you are training”.

According to Gary Dessler training refers to, “The methods used to give

new or present employees the skills they need to perform their jobs”.

According to Dale Yoder defined as, “Training is the process by which

manpower is filled for the particular jobs it is to perform”.

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According to Edwin B. Flippo refers to, “Training is the act of increasing

the knowledge and skills of an employee for doing a particular job”.

NEEDS FOR TRAINING

TO ENABLE THE NEW RECRUITS TO UNDERSTAND WORK:

A person who is taking up his job for the first time must become familiar

with it. For example, if a fresh graduate is appointed as a clerk in a bank, he

must first of all gain knowledge of the work assigned to him. For this, basic

training is needed. Without any basic training the individual will not be able to

do his work. An existing employee of the bank will probably teach him the

basics.

TO ENABLE EXISTING EMPLOYEES TO UPDATE SKILL AND

KNOWLEDGE:

Training is not something needed for the newly recruited staff alone.

Even the existing employees of a concern may require training. Such training

enables them to update their skill and knowledge.

TO ENABLE AN EMPLOYEE WHO HAS BEEN PROMOTED TO

UNDERSTAND HIS RESPONSIBILITIES:

Training is essential for an employee who has just been promoted to a

higher level job. With an elevation in his position in the organisation, his

responsibilities are also going to multiply. Training, in the case of such an

employee, will help to understand the intricacies of his new job.

TO ENABLE AN EMPLOYEE TO BECOME VERSATILE:

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Sometimes an employee may have to gain knowledge of several related

jobs. It will not be enough if he is only good in the work he does presently. For

example, a clerk in a bank must be able to serve in different sections, e.g. saving

bank, fixed deposit, loan, foreign exchange, cash and so on.

TYPES OF TRAINING

ON - THE - JOB TRAINING:

On-The-Job training is considered as the most effective and widely used

method of training. Under this method, a specific job is assigned to a worker.

His immediate supervisor or an experienced employee of the same department

generally instructs him. The nature of the job, the method of handling the

machine and using the tools and the method of performing the tasks are all

explained to him. Then he is asked to operate the machine in the course of

actual production process. Thus, training and output go hand-in-hand.

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TRAINING

ON - THE JOB

VESTIBULEAPPRENTICESHIPCLASS ROOMINDUCTIONINTERNSHIP

OFF - THE JOB

SIMULATIONBUSINESS GAMESCONFERENCEREADINGSREFRESHER

In this method the trainee is placed on regular jobs and taught the skills

necessary to perform it. The trainee learns under the guidance and supervision

of the supervisor or an instructor. The trainee learns under the guidance and

supervision of the supervisor or an instructor. The various On-The-Job training

methods are as follows:

Vestibule Training:

In this method a training centre called vestibule is set up and actual job

conditions are duplicated are simulated in it. Expert trainers are employed to

provide training with equipment and machines which are identical with those

used in work places. The main advantage of vestibule training is that the trainee

can concentrate on learning without disturbance of the workplace noise.

Apprenticeship training:

In this method, theoretical instruction and practical learning are provided

to trainees in training institute. The main advantage of this method is that it

combines theory and practice. Secondly the trainee acquires skills that are

valuable in job market. One of the demerits of apprenticeship training is that it

is time consuming and expensive as the training period ranges from one year to

five years.

Classroom training:

Under this method, training is provided in company classrooms or in

educational institutions. Lectures, case studies, group discussions, and audio

visual aids are used to explain knowledge and skills to the trainees. Classroom

training is suitable for teaching concepts and problem solving skills. It is also

useful for orientation and safety training programmes.

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Internship training:

It is a joint programme of training in which educational institutions and

business firms cooperate. Selected candidates carry on regular studies for the

prescribed period. They also work in some office or factory to acquire practical

skills and knowledge. This method of training is used in professional work e.g.

ICWA, CA, Company Secretaries etc.

Induction Training:

Induction or orientation refers to the activities involved in introducing the

new employees to the organisation and its policies, procedures, rules and

regulations. When a new employee reports for work, he must be helped to get

acquainted and adjusted with the work environment and fellow employees. It

provides the foundation for new employees to start working efficiently and

comfortably in the new job.

OFF - THE - JOB TRAINING:

Under off-the-job training, the trainee is separated from the job situation.

His attention is focussed upon learning the material related to his future job

performance. As the trainee is not distracted by job requirements, he can

concentrate fully on learning the job rather than spending his time in performing

it. There is an opportunity for freedom of expression for the trainees. The

various Off-The-Job training methods are as follows:

Simulation training:

Simulation involves creating atmosphere which is very similar to the

original work environment. The method helps to train manager handling stress,

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taking immediate decisions, handling pressure on the jobs etc. An actual feel of

the real job environment is given here.

Business games:

This method involves providing a market situation to the trainee manager

and asking him to provide solutions. If there are many people to be trained they

can be divided into groups and each group becomes a separate team and play

against each other.

Conference or Discussion:

Conference or Discussion is a method of training used to train the

clerical, professional and supervisory personnel. It involves a group of people

who pose ideas, examine and share facts, ideas and data, test assumptions and

draw conclusions. All these contribute to the improvement of job performance.

Discussion involves two way communications and hence feedback is provided.

The participants feel free to speak in small groups. The success of this method

depends on the leadership qualities of the person who leads the group.

Readings:

This method involves encouraging the trainee manager to increase his

reading related to his subject and then ask him to make a presentation on what

he has learned. Information can be collected by trainee manager from books,

magazines and internet etc.

Refresher Training:

Refresher training is helpful in acquainting personnel with latest

improvements in their work. The changing technological methods require fresh

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training to existing employees even if they are well trained or

qualified. Everybody requires attending refresh courses to know the latest

techniques of doing the work. Such training also helps in refreshing the memory

of employees.

It is not necessary for a worker to undergo refresher training outside his

workplace. He will send his technicians for the purpose of assisting and guiding

the workers.

ADVANTAGES AND DISADVANTAGES OF TRAINING

ADVANTAGES:

This type of training gets employees away from their work environment

to a place where their frustrations and bustle of work are eliminated.

This more relaxed environment can help employees to absorb more

information as they feel less under pressure to perform.

Can be a source to supply the latest information, current trends, skills and

techniques for example current employment legislation or other company

law and regulation, current computer software or computerized

technologies of improved/innovative administrative procedures. These

new skills can be brought back and utilized within the company.

Experts in their field would cover these courses and this would mean that

training for staff members would be taught to a reasonable standard.

As the courses are held externally, our company would not have added

costs incurred as a result of extra equipment or additional space.

Sending an employee on a course could help to make an employee fee

more valued as they would feel as if they are receiving quality training.

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As many courses or seminars invite employees from other companies to

attend, this would allow employees to network and perhaps drum-up

business.

Low cost: does not require the development of potentially expensive

training materials or classroom/computer-based instruction.

Task based: Since training is performed at the work area, training tends to

be focused on performing real job tasks.

As every trainee learns the work from a senior employee of the same

organisation, the training will be more relevant to the specific

organizational needs.

DISADVANTAGES:

Depending on the course, the overall cost could prove quite expensive for

example: many courses may require an overnight stay at a hotel if the

course is outside the area of the course itself may prove to be expensive

due to the level of expertise or equipment need to deliver the course.

As there is no real way to know the abilities both as a trainer and their

subject knowledge of the people delivering the external training courses,

there is no guarantee that sufficient skills of knowledge will be transfers

or valuable.

Many courses do not have a system of assessment or standardization of

learning. So there is no set yardstick that can be guarantee learning has

been achieved to a specified standard.

There is also no guarantee that the trainee after the training shall continue

in the same firm. If the worker fails to learn sufficiently, he shall not be

appointed in the firm.

Incomplete: Without a structured lesson guide, trainers often forget to

cover important information. What is learned is likely to be based on

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what happened that day rather than on what a new employee needs to

know to be safe and productive.

Bad habits: The trainee observes and may adopt the trainer's habits and

attitudes about all aspects of the job including safety, quality, customer

service, and relationship with management. Poorly selected trainers can

have many unintended consequences.

Inconsistent: Traditional Training relies heavily on an experienced

employee to provide the instruction based on what they are feel the most

important topics. What is important to one employee may not be

important to another. The result is what is learned may vary greatly,

depending on who is assigned as the trainer.

SCOPE OF TRAINING

Training scope gives you the opportunity to manage your Standard and

Procedures and your staff training and certification in real time.

STANDARDS AND PROCEDURES:

Standards and Procedures are created for every important task. Some will

even be created at the corporate level, while others will be established at the

branch level. These are maintained in the central Standards and Procedures

repository, where they can be recalled at any time.

POSITION TRAINING PROFILES:

A Position Training Profiles are developed at the branch level for every

position and this is entered into the system. Standards and Procedures are

simply recalled from the central Standards and Procedures repository and added

to the Position Training Profiles with one click. This fast tracks the generation

of Position Training Profiles when creating new Position Training Profiles or

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perhaps preparing for the opening of new operation where the same or similar

positions will be required.

RATING STAFF PERFORMANCE:

The Position Training Profiles contains a reference line for each and

every Standards and Procedures that the staff member needs to know. So the

staff member and their mentors can quickly see exactly what they are required

to be able to do. Their mentor can rate the staff member’s performance to the

required Standards and Procedures and easily update their Position Training

Profiles with the status of their training effort.

CERTIFICATION:

Training scope tracks and records the required training and certification

and monitors that member’s training progress.

REPORTING:

The central data repository enables a range of reports that identity the

status of training not only in the business as a whole but also at each department

within the business and within defined regional areas.

MULTILAYERED SYSTEM:

Training Scope is multilayered. The system can be configured to allow

for up to 8 levels within any organisation including Head Office, Regional

Office, Property, Department, etc.

ACCESS ABILITY:

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Training scope is delivered via the internet and can be ported into a

company intranet, web portal or can simply be accessed directly via Standard

and Procedures Net. All participants are issued with a username and password

which is assigned their authorized access rights. So participants can only access

the content and level that they have authority to access.

SECURITY:

The central repository resides in a Secure Sockets Layer can only be

accessed with an appropriated username and password. The security is bank

strength.

IMPORTANCE OF TRAINING:

IMPROVEMENT IN SKILL AND KNOWLEDGE:

Training, certainly, results in improvement in the skill and knowledge of

the employee. This helps the employee to perform his job much better. This

benefits the enterprise as well.

HIGHER PRODUCTION AND PRODUCTIVITY:

If an enterprise has a team of well trained employees, it will be able to

expand its production. There will be a rise not only in production in terms of

number of units but also in productivity. Productivity is the input-output ratio.

REDUCTION IN ACCIDENTS:

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Trained employees are aware of the safety precautions to be taken while

at work. They are always alert and cautious. This is bound to bring down the

number of accidents in the work place.

BETTER USE OF RESOURCES:

Trained employees will be able to make better use of the materials and

machines. This reduces the rate of wastage and spoilage of materials and

machines. This reduces the rate of wastage and spoilage of materials and also

breakage of tools and machines. The maintenance cost too is bound to come

down.

ADAPTABILITY:

Trained workers do not resist change. They have the capacity to adapt

themselves to any kind of situation. They are good in crisis management too.

This indeed is beneficial for the organisation.

JOB SATISFACTION:

Well-trained employees are able to perform their jobs with a higher

degree of skill. This increases their level of self-confidence and commitment to

work. Such employees are bound to have a higher level of job satisfaction.

REDUCED SUPERVISION:

Well-trained employees do not need much supervision. They can do their

work without having to approach their superiors often for guidance. This

enables the superior to manage more employees. In other words, he can have a

wider span. This reduces the cost of supervision.

REDUCTION IN COMPLAINTS:

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Only bad workers blame the tools. An employee who has acquired the

necessary skill and job knowledge would certainly love his job. Such an

employee does not complain about anyone and anything.

SCOPE FOR MANAGEMENT BY EXCEPTION:

With trained workers working under them, it becomes easy for the

managers to get things done by delegating authority. This enables the managers

to concentrate more on important issues confronting the organisation. Thus,

provision of training for employees gives the managers the scope to practice the

technique of Management by Exception.

ELIMINATION OF MISFITS:

More selection and induction are not sufficient to procure proper

personnel for the organisation. It is only training that makes him available for

the given job. Besides, promising candidates can also be brought into the light.

STABILITY:

If an organisation has a team of trained employees it can face future

challenges easily. The employees of today are going to be managers tomorrow.

The retirement of key managers may not affect the stability of an organisation if

it has a team of trained, efficient and committed employees who are ever ready

to take over management.

ELIMINATION OF WASTAGE:

The quantity of spoiled work or wastage is also reduced sizably. It leads

to reduction in the cost of production.

REDUCTION IN LABOUR TURNOVER:

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Scientific training reduces the labour turnover and introduces stability

and flexibility of employees. If employees are given training for various jobs,

short-term adjustments can be made in times of need by transferring one

employee from one department to another.

HIGH MORALE:

Training also motivates employees to work hard. Employees who

understand the job are likely to have higher morale. They are able to maintain a

closer relationship between their effort and performance.

LESSER LEARNING PERIOD:

Training reduces the learning time considerably. The employees need not

indulge in trial and error method or self training. Besides, the training cost and

waste of time are also reduced to the minimum.

INSTITUTIONAL TRAINING

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MEANING:

An internship is a system of On-The-Job training for white-collar and

professional careers. Internships for professional careers are similar to

apprenticeships for trade and vocational jobs. Although interns are typically

college or university students, they can also be high school students or post-

graduate adults. On occasion, they are middle school or even elementary

students.

Generally, an internship works as an exchange of services for experience

between the student and his or her employer. They can also use an internship to

determine if they have an interest in a particular career, create a network of

contacts, or gain school credit. Some interns also find permanent, paid

employment with the companies in which they interned. Thus, employers also

benefit as experienced interns need little or no training when they begin full-

time regular employment.

The internship opportunity in India are career specific, college students

often choose internship based on this major at the University / Corporate house /

NGO / Volunteer organization. At grass root level volunteer non-profit

organization such as Paryawaran Sachetak Samiti (PSS) has been lobbying for a

change of their environment. Students see it as way to develop their capabilities

by utilizing the academic elements of their degree in a practical sitting. Short

term (1 Month to 3 Months) internship provides an opportunity to learn about

the environment while helping society meet a critical priority, monitoring &

protecting the natural resources, the environment in organizational operation

and the communities where Paryawaran Sachetak Samiti serve nature. Student

internship is the most intense learning experiences that organization offer and

link together Paryawaran Sachetak Samiti's network. Its fee-based program and

charity auctions restrict internship opportunity to students in wealthier families.

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