Training
and Development
Introduction
After suitable
candidates are selected for various jobs, there is a need for the management to
provide for training and development. Training and Development of the personnel
is quite essential in these days when the process and techniques of the
management have become highly complicated. Training and Development is
essential for the improvement of the personnel and for making them fit into
their jobs. The efficiency of an organization depends on the training and development
of the personnel.
Meaning
of Training and Development:
Training is the act
of imparting information and special skills to trainee for the purpose of
increasing his knowledge and skills for doing the particular job. Training is
mainly job oriented. It is given to both new and old personnel throughout their
stay in the organization.
On the other hand,
development includes the process by which the personnel acquire not only skills
and competence in their present jobs, but also capacities for future tasks or
positions. Development includes all those activities and programmes, when
recognize and controlled, have substantial influence in changing the capacity
of the individual to perform is assignment better, and in so doing, are likely
to increase potential for future higher assignments. In short, development
refers to the programmes which contribute to the growth of the personnel to all
respects.
Needs
for, and importance and benefits of Training:
Training and
Development of the personnel is quite essential for the successful working of
any concern. B. Flippo has highlighted the importance of training in the
following words “No organization as a choice of whether to train or not, the
only choice is that of methods”.
Training offers
several benefits. They are:
1.
Training increases the knowledge and skill of
the personnel, and there by helps them to increase the quantity and quality of
the output.
2.
Training helps the trainee to utilize and
develop is full potential
3.
When there is a training, a person doesn’t
take much time to achieve the required level of the performance. These gives
him job satisfaction.
4.
When training is imparted to personnel, they
feel that they are taken care of by the management. This will increase moral of
the personnel.
5.
Training enables the personnel to make the
best and the most economical use of the resources of the organization. This
result in reduction in cost of production.
6.
Trained personnel needs less supervision.
That means, training contributes to increase in the span of the management.
That is, when personnel are trained, a superior can supervise more
subordinates. This results is reduced cost of supervision.
7.
Training helps in building a second in line
of competent officers or managers. As a results ,there will be competent replacement
for more responsible positions.
8.
The availability of trained personnel ensures
the long –term stability and flexibility of the organization.
9.
Buy exposing the personnel to the latest
concept, information and techniques, trainings makes the personnel better
qualified , and thereby , increases there employability {i.e., their market
value and earning power.
10.
Training gives an employee personnel
confidence in handling the job assigned to him.
Types
of training programmes
Training programmes
are four types .There are :
1.
Induction or orientation training.
2.
Job training
3.
Promotional training
4.
Refresher training
Training
and Development Methods:
There are a number of training and
developed methods for different types of personnel at different levels. The
various training and development methods can be broadly classified into two
categories. They are (1) On – the –job methods and (2) off-the-job methods.
On-the-job methods:
Refers to the methods
which required the trainee to undergo training, while he is actually engaged in
work.
There are many
on-the-jobs methods of training. There are:
- Apprenticeship training
- Internship training
- Training on specific job
- Job rotation
- Special project or task force on special assignment
- Visible training (i.e., giving training to a
employee by the specialists of the concern by duplicating as nearly place
as possible the actual working conditions of the work)
- Committees and junior boards
Off-the-job
methods:
Off-the-job methods
refers to methods which require the trainee to leave his work place for under
going training programmes. The training programmes may be conduct by the
enterprise itself or by the external agencies.
Off-the-job methods
include:
- Special courses and lectures
- Conferences and Seminars
- Case studies
- Simulation-role playing
- Sensitivity training
Under simulation role
playing, instead of taking of the trainees to the field, the real situation of
the work environment in an organization is presented to the trainees in the
training session itself, and the trainee and made to act on samples of real
business situation in order to practice in decision-making. Role-playing is one
of the common simulation method of training.
Sensitivity training
or T-group training means the development of awareness and sensitivity to behavioural
pattern of oneself and another. In other words, it is an experiences in
inter-personnel relationship which result in a change in feeling an attitudes
towards oneself and another. Under this method, the trainees are unable to see
themselves as other see them, and develop an understanding and others views and
behavior.
This method aims to
influence an individual behaviour through group discussion. This method helps
the participants to understand how groups actually work and gives them a chance
to discuss how they are interpreted by others. It also aims to increasing
tolerance for the points of individuals and his ability to understand others.
Performance
Appraisal, Employee Appraisal, Employee Rating or Merit Rating
Introduction:
Performance appraisal
means the systematic appraisal or evaluation of the performance of personnel by
some qualified person. In other words, it is the systematic evaluation of the
personality, performance and potential of each of the personnel by his superior
or by some other qualified person. In short, it is the systematic evaluation of
an Employee’s performance of his job in terms of its requirements
Importance
and Advantages of Performance Appraisal
1.
It helps the management to appraise the
performance of the personnel, which of immense help to the running of the
organization.
2.
It is helpful to the management to rate all
the personnel on the same method of measurement.
3.
It forms a scientific basis for management
decisions like increase in pay, transfer, promotion, etc.,
4.
It provides the personnel with information
relating to their strong and week points. This provides and incentive to the
personnel to improve there performance.
5.
It serves as an guidance for the management
to consider the types of training, which should be imparted to the personnel.
6.
It helps the management in the proper
placements of the personel.
7.
It will help in preventing the grievances of
the personnel, if it is conducted scientifically and systematically.
8.
It provides job satisfaction to the
personnel, and there by, improves the morale of the personnel.
9.
The records of performance appraisal will be
available permanently, and there will protect the management against subsequent
charges of discrimination.
10.
It helps management to ensure that the
personnel or assigned jobs for which they are best suited.
11.
It helps to evaluate the suitability of the
selection policy and procedure of the organization
12.
It helps to evaluate the suitability of the
training and development methods adopted by the concern
13.
It helps in improving the employer-employee
relations.
Performance
Appraisal Methods:
- Check List Method
- Man-to-man comparison Method
- Easy Method
- Confidential Report Method.