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Training & Development

By Assistant Professor RBMI group of institutions

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kcmtrolim
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16 views

Training & Development

By Assistant Professor RBMI group of institutions

Uploaded by

kcmtrolim
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Tranning and Development

TRAINING OF EMPLOYEES

Training is essential for enhancing individual and organizational performance,


fostering employee growth and satisfaction, and maintaining a competitive
edge in the market. Skills of people for a definite Purpose. It involves
systematic procedures for transferring technical know-how to the employees
so As to increase their knowledge and skills for doing specific jobs with
proficiency. In other words, the Trainees acquire technical knowledge, skills
and problem solving ability by undergoing the training Programme.

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


knowledge and Skills of an employee for doing a particular job”

Development

Development in an organizational context refers to the process of enhancing


the skills, knowledge, abilities, and competencies of employees beyond their
current job roles. While training focuses on improving job-related skills and
performance, development aims to prepare employees for future
responsibilities, challenges, and opportunities within the organization.

Importance of training
1. Skill Enhancement: It helps employees acquire new skills and refine
existing ones, making them more proficient in their roles.
2. Improved Performance: Proper training can lead to increased
productivity and efficiency, as employees become better equipped to
handle their tasks effectively.
3. Employee Satisfaction: Investing in training demonstrates that the
organization values its employees’ growth and development, leading to
higher levels of job satisfaction and engagement.
4. Retention: Employees are more likely to stay with an organization
that invests in their professional development, reducing turnover rates
and associated costs.
5. Adaptability: In today’s rapidly changing business environment,
training ensures that employees can adapt to new technologies,
processes, and market trends, keeping the organization competitive.
6. Promotion of Innovation: Training encourages a culture of learning
and experimentation, fostering innovation and creative problem-
solving within the workforce.
7. Risk Mitigation: Properly trained employees are less likely to make
costly errors or engage in unethical behavior, reducing legal and
financial risks for the organization.
8. Succession Planning: Training programs can identify and develop
future leaders within the organization, ensuring a smooth transition in
key roles and reducing the impact of talent gaps.

Objectives of Training
(i) To impart to new entrants the basic knowledge and skill they need
for an intelligent performance Of definite tasks;
(ii) To assist employees to function more effectively in their present
positions by exposing them To the latest concepts, information and
techniques and developing the skills, they will need in their
Particular fields
(iii) To build up a second line of competent officers and prepare them to
occupy more responsible Positions;
(iv) To broaden the minds of senior managers by providing them with
opportunities for an interchange of experiences within and outside
with a view to correcting the narrowness of the outlook that May
arise from over specialization;
(v) To impart customer education for the purpose of meeting the
training needs of Corporations Which deal mainly with the public. In
a nutshell, the objectives of training are ―to Bridge the gap
Between existing performance ability and desired performance.

Need and Importance of Training


1. Increasing Productivity: Instruction can help employees increase
their level of performance On their present job assignment. Increased
human performance often directly leads to increased Operational
productivity and increased company profit.
2. Improving Quality: Better informed workers are less likely to make
operational mistakes. Quality increases may be in relationship to a
company product or service, or in reference to the Intangible
organizational employment atmosphere.
3. Helping a Company Fulfil its Future Personnel Needs:
Organizations that have a good Internal educational Programme will
Have to make less drastic manpower changes and Adjustments in the
event of sudden personnel alternations. When the need arises,
organizational Vacancies can more easily be staffed from internal
sources if a company initiates and maintains And adequate
instructional Programme for both its non-supervisory and managerial
employees.
4. .Improving Organizational Climate: An endless chain of positive
reactions results from a Well-planned training Programme. Production
and product quality may im

Methods of training
1. On-the-Job Training (OJT):

- Apprenticeships: New employees work alongside experienced workers to


learn job-specific skills.

- Job Rotation: Employees are rotated through different departments or


roles to gain exposure and experience.

- Coaching/Mentoring: Experienced employees provide guidance and


support to less experienced colleagues.

2. Off-the-Job Training:

- Classroom Training: Traditional instructor-led training conducted in a


classroom setting.

- Workshops/Seminars: Interactive sessions focusing on specific topics or


skills, often facilitated by experts.

- Conferences/Symposiums: Opportunities for employees to learn from


industry experts and network with peers.

- Online Learning/E-Learning: Training delivered through digital platforms,


including videos, webinars, modules, and interactive courses.

3. Simulations and Role-Playing:

- Case Studies: Analyzing real-life scenarios to develop problem-solving and


decision-making skills.

- Role-Playing: Acting out different scenarios to practice interpersonal skills,


conflict resolution, or customer interactions.

- Business Games: Simulated business environments where employees


make decisions and see the consequences.
4. Experiential Learning:

- Outdoor Training: Activities such as ropes courses or wilderness


experiences to promote teamwork, leadership, and communication skills.

- Action Learning: Solving real organizational problems as part of a team,


with reflection and learning integrated into the process.

5. Technology-Based Training:

- Computer-Based Training (CBT): Interactive training modules accessed via


computers or mobile devices.

- Virtual Reality (VR) Training: Immersive simulations that replicate real-


world environments for hands-on learning.

- Augmented Reality (AR) Training: Overlaying digital information onto the


real world to provide contextual guidance and instruction.

6. Self-Directed Learning:

- Reading Materials: Books, articles, manuals, and other written resources


for independent learning.

- Online Resources: Websites, blogs, podcasts, and forums for accessing


information and learning at one’s own pace.

- Job Aids: Reference materials, checklists, and quick guides to support


learning and performance on the job.

Development

Development in an organizational context refers to the process of enhancing


the skills, knowledge, abilities, and competencies of employees beyond their
current job roles. While training focuses on improving job-related skills and
performance, development aims to prepare employees for future
responsibilities, challenges, and opportunities within the organization.

Development initiatives focus on broader personal and professional


growth, typically with a longer-term perspective. This may include:

1. Career Development: Providing employees with opportunities for


advancement and progression within the organization through structured
career paths, succession planning, and promotional opportunities.
2. Skill Enhancement: Offering programs and resources to help employees
develop new skills and competencies that are relevant to their current roles
or future career aspirations.

3. Leadership Development: Identifying and nurturing leadership


potential among employees through training, mentoring, coaching, and
exposure to leadership roles and responsibilities.

4. Succession Planning: Identifying and grooming high-potential


employees to fill key positions in the organization in the event of retirements,
resignations, or other leadership transitions.

5. Cross-Functional Exposure: Providing opportunities for employees to


gain experience and expertise in different departments, functions, or projects
to broaden their perspectives and capabilities.

6. Feedback and Coaching: Offering constructive feedback, guidance, and


support to employees to help them identify areas for improvement, capitalize
on strengths, and achieve their developmental goals.

7. Performance Management: Aligning development initiatives with


performance management processes to ensure that employees'
developmental needs are identified and addressed effectively.

Importance of Development
Development is crucial in organizations for several reasons:

1. Talent Retention: Providing opportunities for growth and


advancement increases employee satisfaction and loyalty,
reducing turnover rates and retaining top talent.
2. Succession Planning: Developing a pipeline of skilled and
experienced employees prepares the organization for future
leadership needs, ensuring a smooth transition in key roles.
3. Adaptability: Continuous development enables employees to
acquire new skills and knowledge, allowing them to adapt to
changes in technology, market conditions, and organizational
priorities.
4. Innovation: Developing a diverse range of skills and
perspectives fosters creativity and innovation within the
organization, driving competitiveness and growth.
5. Employee Engagement: Investing in employee development
demonstrates a commitment to their professional growth and
well-being, leading to higher levels of engagement, motivation,
and job satisfaction.
6. Improved Performance: Developing employees’ skills and
competencies enhances their ability to perform effectively in
their current roles, leading to increased productivity, quality, and
customer satisfaction.
7. Leadership Development: Developing future leaders within
the organization ensures a strong leadership pipeline, capable of
driving strategic initiatives and guiding the organization through
periods of change and growth.
8. Organizational Agility: A workforce that is continuously
learning and developing is more agile and responsive to evolving
business needs, enabling the organization to innovate, adapt,
and thrive in dynamic environments.

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