Notes On Importance And Methods Of Trainning:

Meaning Of Trainning:

       Training is the act of increasing the knowledge and skill of an employee for doing a particular job. It makes the new employee fully productive and efficient in the minimum possible time. Even for the old workers it is necessary to refresh them to keep up with the new methods and techniques.

strong>Defined by Date S. Breach:

       He defines training as, "the organised procedure by which peole learn knowledge and skill for a defined purpose."

Importance Of Trainning:

       Training is a continuous process. Technological changes, automation etc, require updating the skill and knowledge. As such an organisation has to train the old employees as well as the new ones.

       The importance of training can be studied under the following broad heads:

1. Less Learning Period:

       A systematic training programme reduces the learning time. The employees wed not learn by observing the others and waste time.

2. Better Performance:

       The quality of work output of an trained employee is better than the untrained ones.

3. Economy of Material and Equipment:

       Trained personnel make better and economical use of materials and damages of equipments are minimized. This reduces the cost of production per unit.

4. Fill man power needs:

       Training chalks out the promising employees within the organiation. This helps to select prospective employees rather than recruit new employees from outside sources.

5. Less Supervision:

       Training of employees reduces the need of constant supervision

6. High Moral:

       Training increases the moral of employees by reducing their incmpetence, dissatisfaction. Absentees and labour turnover can also be reduced among the employees.

7. Better Management:

       Under the umbrella of training, several useful functions of manaement can be performed. A manager can delegate authority to his job subordinates who would willingly accept the new assignment if given proper training.

Assessment of Training Needs:

       Training needs are identified on the basis of the following:

  1. Training needs are identified on the basis of the analysis of objectives, resource utilization, environmental scanning and organisations strength and weaknesses.
  2. It is identified on the basis of departmental strength and weakness. It includes any special problem or a common problem of a dept.
  3. It is identified on the basis of job analysis such as mode of job, resignation from job due to changes, job enrichment etc.
  4. It is identified on the basis of man power analysis such as individuals, strength and weakness in the area of job.
Methods Of Trainning:

       All the training methods can be discussed under two broad groups:

I. On The Job Training Method:

       It may take any one or more of the following forms:

(1) Coaching:

       On the job coaching, a superior teaches job knowledge and skill to a subordinate. The emphasis is given in "learning by doing"

2. Under Study:

       Under this, a superior train a subordinate as his under study its purpose is to prepare someone to fill the vacancy caused by death, retirement, transfer, promotion etc.

3. Position Rotation:

       Its purpose is to broaden the background of the trainee in background of the trainee in various positions. The trainee is periodically rotated from job to job instead of sticking to one job.

4. Special Project:

       Under this, a trainee may be assigned a project that it closely related to the work of his department E.g.; a trainee may be assigned a system of cost control in the execution of an order.

5. Selective Readings:

       Every executive is required to be in touch with the new management techniques for successful managing. For this; he can read selected topics, articles and books dealing with management techniques to keep his knowledge upto date.

II. Off The Job Training Method:

       During this period, the trainee does not contribute anything to the organisation. Organisations like Tisco, Hindustan Lever, Larsen & Toubro ITC, etc in the private sector and LIC; SAIL, Coal India etc in the public sector have their own training institute. These institutes conduct training programmers for various levels of managers.

The methods used under this system are as follows:

1. Special Courses and Lectures:

       This is known as class room training. These special courses are devised to fit the needs of the organisation. Lectures are also supplemented by group discussions films demonstrations etc.

2. Conferences:

       A conference is a group meeting in which the member can develop knowledge and understanding by participating in conference. It over comes the limitations of lectures.

3. Case Study:

       Under this, the trainees may be given a problem to discuss which is more or less related to the principles already taught, case study's are extensively used in teaching case laws, personnel mgt, marketing mgt, etc.

4. Role of Playing:

       It is used for human relations and leadership training. Under this, method, a conflict is artificially constructed and two or more trainees are assigned different parts to play.

5. Sensibility Training:

       It was first used by National Training Laboratories at Bethel, USA. The training group called itself as T. Group. Therefore, it is called also T- Group Training means the development of awareness and sensibility to behavioral pattern of one self and others. It helps the participants to understand how group actually works.