Objectives Of Training And Development 2g6g1e

INDEX 9





I

Introduction

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II

Traditional and modern approach of

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training and development

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Nature of training and development

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Objectives of training and development

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V

Importance of training and development

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VI

Methods of training and development

7-8

VII

Inputs in training and development

8-9

VIII

Conclusion

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3-5

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?c ? ? TRAINING AND DEVELOPMENT: Human Resource Management (HRM), a relatively new term, that emerged during the 1930s. Many people used to refer it before by its traditional titles, such as personnel istration or personnel management. But now, the trend is changing. It is now termed as Human Resource Management (HRM). Human Resource Management is a management function that helps an organization select, recruit, train, and develops. HUMAN RESOURCE MANAGEMENT: Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organization, such as education, healthcare, etc Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness. Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM. The divisions included in HRM are recruitment, payroll, performance management, training and development, retention, industrial relation, etc. Out of all these divisions, one such important division is training and development. TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness if reduced and learning or behavioral change takes place in structured format. ??c ??









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Traditional Approach most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views the training is a very costly affair and not worth. Organization used to believe more in executive pinching. But now the scenario seems to be changing.

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The modern approach of training and development is that Indian Organization have realized the importance of corporate training, Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results. ???c ?? In simple , training and development refers to the imparting of specific skills, abilities and knowledge to an employee. A formal definition of training & development it is any attempt to improve current or future employee performance by increasing an employee¶s ability to perform through learning, usually by changing the employee¶s attitude or increasing his or her skills and knowledge. The need for training & development is determined by the employee¶s performance deficiency, computed as follows: Training & Development need = Standard performance ± Actual performance. We can make a distinction among training, education and development. Such distinction enables us to acquire a better perspective about the meaning of the . Training, as was stated earlier, refers to the process of imparting specific skills. Education, on the other hand, is confined to theoretical learning in classrooms.

Table 1. Training and Education Differentiated Training

Education

Application

Theoretical Orientation

Job Experience

Classroom Learning

Specific Tasks

General Concepts

Narrow / Perspective

Broad Perspective

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Training refers to the process of imparting specific skills. Development refers to the learning opportunities designed to help employees grow. Education is theoretical learning in classroom.

Though training and education differ in nature and orientation, they are complementary. An employee, for example, who undergoes training, is presumed to have had some formal education. Furthermore, no training programmed is complete without an element of education. In fact, the distinction between training and education is getting increasingly blurred nowadays. As more and more employees are called upon to exercise judgments and to choose alternative solutions to the job problems, training programmers seek to broaden and develop the individual through education. For instance, employees in well-paid jobs and/or employees in the service industry may be required to make independent decision regarding there work and their relationship with clients. Hence, organization must consider elements of both education and training while planning there training programmes. Development refers to those learning opportunities designed to help employees grow. Development is not primarily skill-oriented. Instead, it provides general knowledge and attitudes which will be helpful to employees in higher positions. Efforts towards development often depend on personal drive and ambition. Development activities, such as those supplied by management developmental programmes, are generally voluntary. To bring the distinction among training, education and development into sharp focus, it may be stated that ³training is offered to operatives´, whereas ³developmental programmes are meant for employees in higher positions´. Education however is common to all the employees, there grades notwithstanding. c

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?c ?9 ?? The principal objectives of training and development division are to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individuals, Organizational, Functional, and Societal. 1.c Individual Objectives- Help employees in achieving their personal goals, which in turn, enhance the individual contribution to an organization. 2.c Organization Objectives- Assist the organization with its primary objectives by bringing individual effectiveness. 3.c Functional Objectives- Maintain the development¶s contribution at a level suitable to the organization¶s needs. ù.c Societal Objectives- Ensure that an organization is ethically and socially responsible to the needs and challenges of the society. c ? ?? Optimum Utilization of Human Resources ±Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. 1.c Development of Human Resources ± Training and Development helps to provide an opportunity and broad structure for the development of human resources¶ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. 2.c Development of skills of employees ± Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. 3.c Team spirit ± Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

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ù.c Organization Culture ± Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. 5.c Organization Climate ± Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. 6.c Quality ± Training and Development helps in improving upon the quality of work and work-life. 7.c Healthy work-environment ± Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. 8.c Health and Safety ± Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

c ?c9 ?? 1.c COGNITIVE METHODS 2.c BEHAVIORAL METHODS 1. COGNITIVE METHODS: Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. FOCUSES- changes in knowledge and attitude by learning. Methods that come under Cognitive approach: 1.c LECTURES : This method is used to create understanding of a topic

or to influence

behaviour, attitudes through lecture. A lecture can be in printed or oral form. Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic.

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2.c DEMONSTRATIONS: This method is a visual display of how something works or how to do something. Example, trainer shows the trainees how to perform or how to do the tasks of the job. Helps the focusing their attention on critical aspects of the task 3.c DISCUSSIONS: This method uses a lecturer to provide the learners with context that is ed, elaborated, explains, or expanded on through interactions both among the trainees and between the trainer and the trainees. Discussion method is a two-way flow of communication ƒc knowledge in the form of lecture is communicated to trainees ƒc Then understanding is conveyed back by trainees to trainer.

2. BEHAVIORAL METHODS: Behavioural methods are more of giving practical training to the trainees. The various methods in this allow the trainee to behaviour in a real fashion. These methods are best used for skill development.

Methods that comes under Behavioral approaches: 1.c GAMES AND SIMULATIONS: Game is defined as spirited activity or exercise in which trainees compete with each other according to the defined set of rules. Simulation is creating computer versions of real-life games. 2.c BUSINESS GAMES: These are based on the set of rules, procedures, plans, relationships, principles derived from the research. 3.c ROLE PLAYS: Role play is a simulation in which each participant is given a role to play. Information is given to Trainees related to: ‰c Description of the role ‰c Concerns c c

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?"# The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. That any training and development programme must contain an element of education is well understood by HR specialist. Any such programme has university professors as resource persons to enlighten participants about theoretical knowledge of the topic proposed to be discussed. In fact organizations depute or encourage employees to do courses on a part time basis.

c c Another component of a training and development is development which is less skill oriented but stressed on knowledge. Knowledge about business environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of the company. c

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"$ There is need for imparting greater ethical orientation to a training and development programme. There is no denial of the fact that ethics are largely ignored in businesses. Unethical practices abound in marketing, finance and production function in an organization. They are less see and talked about in the personnel function. ???c9? A business' most important asset is often its people. Training and developing them can be one of the most important investments a business can make. The right training can ensure that your business has the right skills to tackle the future. It can also help attract and retain good quality staff, as well as increasing the job satisfaction of those presently with you increasing the chances that they will satisfy your customers. Training and development refer to the imparting to specific skills ability and knowledge to an employee.

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