24-08-2011, 09:48 AM
HR Project-Trg & Devlopment.doc (Size: 536 KB / Downloads: 80)
Introduction To Training & Development
Training is process of learning a sequence of programmed behavior. It is the application of knowledge. It gives people an awareness of the rules and procedures to guide their behaviors. It attempts to improve their performance on the current job and prepares them for an intended job.
Need for training :
Specifically, the need for training arises due to the following reasons: To match the employee specifications with the Job requirements and organizational Needs: Management finds deviations between employee’s present specifications and the job requirements and organizational needs. Training is needed to fill these gaps by developing and molding the employee skills, knowledge, attitude, behavior, etc… to the tune of the job requirements and organizational needs as felt Glaxo India, ICICI…
Organizational Viability and the Transformation Process: The primary goal of most of the organizations is that their viability is continuously influenced by environmental pressure. If the organization desires to adapt to these changes, first it has to train the employees to impart specific skills and knowledge in order to enable them to contribute to organizational efficiency and to cope with training in order to ensure a smooth transformation process.
Technological Advance: Every organization to survive and to be effective should adopt the latest technology i.e. mechanization, computerization and automation. So, the organization should train the employee’s train the employees to enrich them in the areas of changing technical skills and knowledge from time to time.
Organizational Complexity: With the emergence of increased mechanization and automation, manufacturing of multiple products and by-products or dealing in services of diversified lines, extension of operations to various regions of the country or in overseas countries, organization of most of the companies has become complex: This creates the complex problems of co-ordination and integration of activities adaptable for and adaptable to the expanding and diversifying situations. This situation calls for training in the skills of co-ordination, integration and adaptability to the requirements of growth, diversification and expansion.
Human relations: Trends in approach towards personnel management has changed from the commodity approach to partnership approach, crossing the human relations besides maintaining sound industrial relations although hitherto the managers are not accustomed to deal with the workers accordingly. Training in human relations is necessary to deal with human problems.
Change in the job assignment: Training is also necessary when the existing employee is promoted to the higher level in the organization and when there is some new job or occupation due to transfer. Training is also necessary to equip employees with advanced displaces, techniques or technology. Training also becomes essential when an organization has plans for modernization.
The need for training also arises to:
• Increased Productivity.
• Improved quality of the product/service.
• Help a company to fulfill its future personnel needs.
• Improved organizational climate.
• Improved health and safety.
• Prevent obsolescence.
• Effect personal growth.
• Minimize the resistance to change and
• To act as mentor
Training objectives
The personnel manager formulates the following training objectives in keeping with the company’s goals and objectives:
To prepare the employees, both new and old to meet the present as well as the changing requirement6s of the job and the organization.
To prevent obsolescence.
To impart the new entrants the basic knowledge and skills they need for an intelligent performance of a definite job.
To prepare employees for higher-level tasks.
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.
To build up a second line of competent officers and prepare them top occupy more responsible positions.
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 narrown3ess of outlook that may arise from over-specialization.
To develop the potentialities of people for the next level job.
To ensure smooth and efficient working of a department.
To ensure economical output of required quality.
To promote individual and collective morale, a sense of responsibility, co-operative attitudes and good relationship
Introduction to HRM
Need for the Study :
Shortage of skills.
Skills and knowledge people are always on short supply. Alternatively they are too costly to hire from outside. The best alternative is to improve skill and knowledge of existing employees.
Technological Obsolescence.
Growth of technology takes places very fast. This will render current technology obsolete in the future. There is a great need to upgrade technology. This needs suitable training.
Personal Obsolescence.
At the time recruitment employees possess certain of knowledge and skill. As time passes knowledge becomes obsolete, unless it is updated by proper training. This happens because of changes taking place in product technology, production methods, procurement of better machines, setting up of modern production lines, introduction of modern method of supervision and information processing through MIS and EDO..
Organization Obsolescence.
Modern management has introduced a number of innovative steps in functions of management like planning, organizing, controlling, coordinating and directing. Organization which is impervious to such changes is bound to fail and become obsolete.
Upgrading Ability of Threshold workers.
Public policy provides reservation to disadvantaged sections of the society like handicapped, minorities and dependents of deceased workers etc. All these are threshold workers having less than minimum prescribed level of knowledge and skill. They require extensive training to bring them up to the minimum level of performance standard.
Coercive training by government.
In order to provide better employability chances of unemployed youth, certain governments taken initiative to mobilize resources available at pubic/government and private sectors to outside candidates. One such example is the “Apprentice Training ” conducted by govt. of India. A part of expenditure incurred for this by private sectors are reimbursed by government.
Human capital
The latest thinking is to treat employees as “human capital”. The expenditure involved is training and developments are now being considered as an investment.