Final Hrm Training N Development

Functions Of HRM

INTRODUCTION

Meaning

Definition

Distinguish between

Training and Development Nature Importance Skills Methodology Frequency Who Imparts Relevance Cost Involved Duration

Why is Training often Neglected? • • • • • • • •

Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds of jobs (simple-complex) Not knowing exactly what you want your people to do and how

Vishnu Steels Is training provided to everyone???

Vishnu Steels • Training Sessions conducted & the outcome of such sessions…

Need & Importance of Training Growth of organization Creates high Skill Manpower Flexibility Emergence of Technology Efficient utilization of resources • Recruitment • • • • •

Vishnu Steels

Objectives of Training • To enhance technical skill and thus productivity • To enhance employee growth • To improve the quality of workforce • To prevent obsolescence of technical skills and competencies • To improve Health and Safety

Vishnu Steels – Discuss how training can help companies gain a competitive advantage – Explain the role of the manager in identifying training and supporting use of training on-thejob. – Conduct a needs assessment – Evaluate employees readiness for training – Discuss the strengths and weaknesses of presentation, hands-on and group training methods – Choose an appropriate evaluation design – Design a cross cultural preparation programme

The Benefits of Training • Gives the supervisor more time to manage, standardized performance, less absenteeism, less turnover, reduced tension, consistency, lower costs, more customers, better service • Gives the workers confidence to do their jobs, reduces tension, boost morale and job satisfaction, reduces injuries and accidents, gives them a chance to advance. • Gives the business a good image and more profit.

Vishnu Steels • Improves the skill and efficiency. • Helps to Compete with changing technology. • Helps to deliver the right product with right quality. • Helps to produce the product at minimum possible cost.

Types of Training • Induction training • Job Training • Training for Promotion • Refresher Training • Corrective Training

Vishnu Steels • Techno Intensive • Seminars • Workshops

Principles of Training • Training should be exactly as per the Training needs • Elaborate & systematic • Motivation of trainees • Theoretical & practical character • Provision of periodical tests for Evaluation •

Superior in quality

Principles of Training • Longer Period Training • Training by Experts • Involvement of Trainees • Periodical updating • Provision for rewards and penalties •

Convenient place

Training Techniques • Need to consider the following before selecting a technique: – cost effectiveness – desired content – appropriateness of facilities – trainee preferences & capabilities – trainer pref. & capabilities – learning principles

Training Methods

On the Job

Off the Job

On the Job Training – Training received directly on the job – Used in teaching how to do – Can use cross training to help with absents, resignations etc. – 2 employees train each other on their jobs

On the Job Methods • Job Rotation • Coaching • Committee Assignment • Job Instruction

Job Instruction Training (JIT) • Also called on the job training. • Consists of 4 steps: 1. Prepare the learner 2. Demonstrate the task 3. Have the worker do the task 4. Follow through: put the worker on the job, correcting and supporting as necessary.

Off the Job Methods 1. Class Room Methods – Lectures – Discussion – Case Study

Off the Job Methods 2. Vestibule Training 3. Committees & Conference 4. Reading, Television & Video instructions 5. Role Playing

Vishnu Steels Classroom Training Skills • Be aware of appropriate body language and speech. • Watch how you talk to employees. Covey respect and appreciation. • Handle problem behaviors in an effective manner. • Avoid time wasters. • Facilitate employee participation and discussion. • Use visual aids to avoid constantly referring to notes.

Vishnu Steels • Off the Job

– Presents less disruption to an organization – Some approaches include: • • • • • • •

Lectures Videos Vestibule training Computer based Role playing Self study Internet based

Training Process Assessment of training needs Establishment of Training goals

Designing Training Programme

Implementation of Training Programme

Following Up & evaluation of Programme

Assessment of Training Needs Training pressure points

legislation; lack of basic skills; poor performance; new technology; business support strategy Person Analysis Orgnisational Analysis Is it a training problem? Support for training? Who needs training? Sufficient resources? Are employees ready for Fit with strategic objectives training Task Analysis Identify tasks, skills, knowledge and behaviour

Establishment of Training Goals

Designing Training Programme – Conduct needs analysis – Ensure employee readiness for training – Create a learning environment – Ensure transfer of training – Select a training method – Evaluate training programme

Implementation of Training Programme • Deciding the Location and Organizing training and other facilities • Scheduling the training programme • Conducting the programme • Monitoring the progress of trainees

Following up & Evaluation of Training Process • Need of Evaluation • Principles of Evaluation • Criteria for Evaluation • Techniques of Evaluation

Hindrances of effective training • Management commitment is lacking and uneven. • Educational institutes award degree but not experience. • No help to workers displaced coz of downsizing. • Employers & B school must develop closer ties. • Organized labour.

Some Issues • • • • • •

Injury during training Injury outside training Confidentiality or defamation Use of copyrighted material Addition in training Equal treatment during training.

How to make training effective • Allocate major resources & time. • Contribute to Competitive strategies of a firm. • Comprehensive and systematic approach. • Proper Linkage. • Evaluation of training.

Development

Meaning

Definition

Objectives • Attitude Tuning • Motivation • Leadership • Communication •

Paradigm Shift

Importance • Moral & Motivation of Employees • Better Human Relation • Development & Promotion • Accuracy

Techniques • On the Job – Coaching – Job rotation – Understudy – Delegation – Promotion & Transfers

Off the Job • Class Room methods – – – –

Lectures Discussion Case Study Role Playing

• Simulation training • Audio/Visual Instructions • Sensitivity training • Business games

Management Development in India