Manmohan Joshi Training and Development Download free eBooks at bookboon.com Training and Development 1st edition © 2015 Manmohan Joshi & bookboon.com ISBN 978-87-403-1145-7 Download free eBooks at bookboon.com Training and Development Contents Contents 1 Need for training in organizations 1.1 Importance of Human Resource Department 1.2 Need for training in organizations 2 Identifying specific areas in training 12 2.1 Methods of assessment of training needs 12 2.2 Training department 14 2.3 The role of training manager 17 2.4 Training budget 18 2.5 Wrong assumptions about training 19 2.6 Training programmes 20 2.7 Training for employees at different levels 23 Training methodology 24 3.1 Introduction 24 3.2 Objectives of the training programme 24 3.3 Designing the training programme 25 www.sylvania.com We not reinvent the wheel we reinvent light Fascinating lighting offers an infinite spectrum of possibilities: Innovative technologies and new markets provide both opportunities and challenges An environment in which your expertise is in high demand Enjoy the supportive working atmosphere within our global group and benefit from international career paths Implement sustainable ideas in close cooperation with other specialists and contribute to influencing our future Come and join us in reinventing light every day Light is OSRAM Download free eBooks at bookboon.com Click on the ad to read more Training and Development Contents 3.4 Methods of evaluation 26 3.5 Field related on-the-job training methodology 26 3.6 Simulating real life and role playing 26 3.7 Experiential or laboratory training 28 3.8 Real life related methodology 29 3.9 Individualized training or counselling 31 3.10 Discussion method 31 Instructional aids 32 4.1 Introduction 32 4.2 Choice of aids 32 4.3 The use of visuals 32 4.4 Design and conduct of the training programme 34 Evaluation of training 5.1 Introduction 5.2 Purpose of evaluation 5.3 Uses of evaluation 5.4 Evaluation forms 360° thinking 360° thinking 39 39 39 40 42 360° thinking Discover the truth at www.deloitte.ca/careers © Deloitte & Touche LLP and affiliated entities Discover the truth at www.deloitte.ca/careers Deloitte & Touche LLP and affiliated entities © Deloitte & Touche LLP and affiliated entities Discover the truth at www.deloitte.ca/careers Click on the ad to read more Download free eBooks at bookboon.com © Deloitte & Touche LLP and affiliated entities Dis Training and Development Contents 5.5 Concurrent evaluation 43 5.6 Evaluation of entry and exit behaviour 44 5.7 Classroom and post-training evaluation 44 5.8 Trends in training 46 6 Development 50 6.1 Introduction 50 6.2 Areas of organization development 50 6.3 Integration of training and development areas 57 References 58 59 About the Author We will turn your CV into an opportunity of a lifetime Do you like cars? 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We will appreciate and reward both your enthusiasm and talent Send us your CV You will be surprised where it can take you Download free eBooks at bookboon.com Send us your CV on www.employerforlife.com Click on the ad to read more Training and Development Need for training in organization 1 Need for training in organizations 1.1 Importance of Human Resource Department Human resources play a pivotal role in an organization The growth of any organization has a direct correlation with its human resources These resources are highly perishable and critical in nature So they have to be monitored on an ongoing basis There are various factors which contribute to the growth of Human Resources Department They are: • Selection, recruitment and placement • Training and development • Performance appraisal and counselling • Reward – punishment (motivation) • Career planning • Management succession plan • Quality of work life • Organizational development All these factors are quite essential, and specific exercises have to be undertaken to harness the effectiveness of human resources These exercises have to be planned, be specific, and done on a continuous basis In spite of the equal importance to all these factors, training and development may be considered as the foundation on which the entire human resource development edifice is built up 1.2 Need for training in organizations Earlier it was a matter of conventional management thought that training is needed only for the employees in supervisory positions and is irrelevant to other subordinate employees Now there is a marked change regarding the training scenario It is now accepted categorically that training is very much needed for all employees irrespective of cadre, rank, salary and designation Download free eBooks at bookboon.com Training and Development Need for training in organization An organization without adequate exposure to training will have innumerable problems, conflicts and clashes which may not be visible or understood at surface level Moreover, there are tremendous all round changes in the working atmosphere due to development of science and technology In almost all organizations the working methods and procedures, processing and storage of data, management information systems, marketing, methods of transportation, wages etc are being changed continuously It is imperative on the part of the employees to have the necessary skills, knowledge and attitude orientation in order to adapt to the changing environment and for better performance Figure 1.1 below depicts the base block of the training and development form 0LVFHOODQHRXV &DUHHU3ODQQLQJ 2UJDQL]DWLRQDO'HYHORSPHQW 0RWLYDWLRQ 4XDOLW\RI:RUN/LIH 0DQDJHPHQW6XFFHVVLRQ 5HZDUG3XQLVKPHQW 6HOHFWLRQ 5HFUXLWPHQW 3HUIRUPDQFH$SSUDLVDO 3ODFHPHQW &RXQVHOOLQJ 7UDLQLQJ 'HYHORSPHQW Fig 1/1 Following are the specific needs for training in different organizations 1.2.1 Improvement in productivity In order to survive and also to develop further, the organizations have to produce certain optimum quantity of products – manufactured or service oriented So they strive hard to improve the productivity to the maximum extent possible To so they undertake regular systematic training programmes for their employees Download free eBooks at bookboon.com Training and Development 1.2.2 Need for training in organization Maintaining the quality of products It is the product quality which creates extensive and intensive market, nationally and internationally Without the quality, whatever the exercises, like advertising, campaigning, canvassing etc., the existence of the organization may prove to be useless Quality is a relative and a moving concept Improving quality continuously is also necessary to compete with similar products of other organizations In order to enable this, Research and Development maneuvers should be launched Training should be given to all employees in the areas like creativity, innovation, quality circles and others 1.2.3 Industrial climate A congenial and conducive working environment has its own influence on the productivity of the employees thus leading to healthy quality of work life The following factors are extremely important for the growth of the organization: • Physical atmosphere: It includes ventilation, light, adequate space, canteen facilities etc • Behavioural climate: It includes interpersonal relations, industrial relations, and ways and means for motivation Troublesome industrial climate leads to absenteeism, labour turnover, disputes, conflicts and other negative factors which affect the growth of the organization Adequate training in these areas contributes to healthy industrial environment in all the areas and also in achieving the corporate goals 1.2.4 Level of performance The mismatch between the existing and the expected level of performance of employees necessitates the formulation of training programmes both on emergency level as well as on regular basis The training formula can be depicted as: Training need = Expected level of performance - Existing level of performance It has been observed in many organizations that the lack of training is one of the major contributing factors resulting in the shortfall of quantity or quality of products Moreover, there may also be discrepancy between the actual job roles set out by the organization and the job roles perceived by the employees In such situation training plays a major role in setting right this role ambiguity Download free eBooks at bookboon.com ... in training 12 2.1 Methods of assessment of training needs 12 2.2 Training department 14 2.3 The role of training manager 17 2.4 Training budget 18 2.5 Wrong assumptions about training 19 2.6 Training. .. Deloitte & Touche LLP and affiliated entities Dis Training and Development Contents 5.5 Concurrent evaluation 43 5.6 Evaluation of entry and exit behaviour 44 5.7 Classroom and post -training evaluation... Download free eBooks at bookboon.com Training and Development 1.2.8 Need for training in organization Research and development Launching of new products and improving the existing products enhances