Training and Development

Employee training is the responsibility of the organization. Employee development is a shared responsibility of management and the individual employee. The responsibility of management is to provide the right resources and an environment that supports the growth and development needs of the individual employee.

Training and Development helps in -

Improving quality of workforce- help in improving the quality of work produced by the workforce of organization

Enhance employee growth- By attending these training and development programs, employees are able to master the work of their jobs and that's how they develop and grow themselves in a professional way.

Prevents obsolescence- These programs help employees to keep themselves up to date with the new trends in latest technology, which reduces the chances of termination of the job.

Assisting new comer- These programs help new employees to adjust themselves in a new working environment, culture and technology. They feel themselves as regular employees of that organization.

Bridging the gap between planning and implementation- It helps organizations to easily achieve their targets and goals what they actually planned for. Employees know their job better and they deliver the quality performance according to needs of top management.

Health and safety measures- teaches employees about the different risk involved in their job, the different problems that can arise and how to prevent such problems

We provide on the job training and off the job training-

Off the job training-

1. Lectures and Conferences

2. Vestibule Training- An attempt is made to create working condition similar to the actual workshop conditions.

3. Simulation Exercises - There are four basic simulation techniques used for imparting training: management games, case study, role playing, and in-basket training.

4. Sensitivity Training - Sensitivity training is also known as laboratory or T-group training. This training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioural flexibility.

5. Transactional Analysis - provides trainees with a realistic and useful method for analyzing and understanding the behaviour of others. In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person.

This motivation reaction relationship between two persons is known as a transaction.

On The Job Training-

Under these methods new or inexperienced employees learn through observing peers or managers performing the job and trying to imitate their behaviour. On-the-job training is occasionally performed by an external provider as in the case of specialized equipment.

These methods do not cost much and are less disruptive as employees are always on the job-

1. Coaching: - Coaching is a one-to-one training. It helps in quickly identifying the weak areas and tries to focus on them.

2. Mentoring: - The focus in this training is on the development of attitude

3. Job Rotation- It is the process of training employees by rotating them through a series of related jobs.

4. Job Instructional Technique (JIT)- It is a Step by step (structured) on the job training method in which a suitable trainer (a) prepares a trainee with an overview of the job, its purpose, and the results desired, (b) demonstrates the task or the skill to the trainee, (c) allows the trainee to show the demonstration on his or her own, and (d) follows up to provide feedback and help. The trainees are presented the learning material in written or by learning machines through a series called 'frames'. This method is a valuable tool for all educators (teachers and trainers). It helps us:

a. To deliver step-by-step instruction

b. To know when the learner has learned

c. To be due diligent (in many work-place environments)

5. Apprenticeship - Apprenticeship is a system of training a new generation of practitioners of a skill. This method of training is in vogue in those trades, crafts and technical fields in which a long period is required for gaining proficiency. The trainees serve as apprentices to experts for long periods. They have to work in direct association with and also under the direct supervision of their masters.