Discuss the importance of training and development in organizations. How do you identify the training needs in an organization? Describe the different methods of training.

Q. Discuss the importance of training and development in organizations. How do you identify the training needs in an organization? Describe the different methods of training.

Ans. Importance of training and development in organizations : The importance of HRM to a large extend depends on human resources development and training is its most important technique. No organization can get a candidate who exactly matches with the job and the organizational requirements. Hence training is important to develop the employee and make him suitable to the job. Training works towards value addition to the company through HRD. Organisational  efficiency, productivity, progress and development to a large extend depends on training. If training is not provided it leads to performance failure of the employees. Organizational objectives, like stability, viability and growth can also be achieved through training. Training is important as it constitutes a significant part of management control. Training enhances 4Cs viz competence, commitment, creativity and contribution for the organization.

Identification of training needs: Training needs are identified on the basis of organizational anaylsis, job analysis and manpower analysis. Training needs are those aspects necessary to perform the job in an organization in which employee is lacking attitude/aptitude, knowledge and skills. Basically there are two type of analysis done to identify the training. One is the Organizational Analysis and the other Individual Analysis.

Training needs = Job and organizational requirement-Employees specifications

Identification of Training Needs

The different methods of training:

There are basically two methods of training. 1) On-the-Job Methods and 2) Off-the job-Methods.

TRAINING METHODS

On the Job Training Methods : This type of training is also known as job instruction training. Under this method the individual is place on a regular job and taught the skills necessary to perform that job The trainee learns under the supervision and guidance of a qualified worker or instructor. On the job training has the advantage of giving first hand knowledge and experience under the actual working conditions. While the trainee learns how to perform a job, he is also a regular worker rendering the services for which he is paid. The emphasis is placed on rendering services in the most effective manner rather than learning how to perform the job.

1. Job Rotation : This type of training involves the movement of the trainee from one job to another.  The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different job assignments. Though this method of training is common in training managers for general management positions, trainees can also be rotated from job to job in workshop jobs. This method gives an opportunity to the trainee to understand the problems of the employees on other jobs and respect them.

2. Coaching : The trainee is placed under a particular supervisor who functions as a coach in  training the individual. The supervisor provides feedback to the trainee on his performance and offers some suggestions for improvement. Often the trainee shares some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of training is that the trainee may not have the freedom or opportunity to express his own ideas.

3. Job Instruction : This method is also known as training through step by step. Under this method, the trainer explains to the trainee the way of doing the jobs, job knowledge and skills and allows him to do the job. The trainer appraises the  performance of the trainee, provides feedback  information and corrects the trainee.

4. Committee Assignments : Under the committee assignments a group of trainees are given and asked to solve an actual organizational problem. The trainees solve the problem jointly. It develops team work.

Off the Job Methods : Under this method of training, the trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance. Since te trainee is not distracted by job requirements, he can place his entire concentration on learning the job rather than spending his time in performing it. There is an opportunity for freedom of expression for the trainees.

1. Vestibule Training : In this method, actual work conditions are stimulated in a class room. Material files and equipments which are used in actual job performance are also used in training. This type of training is commonly used for training personnel for clerical and semi skilled jobs. The duration of tis type of training ranges from days to a few  weeks. Theory can be related to practice in this method.

2. Role Playing : It is defined as a method of human interaction that involves realistic behaviour in imaginary situations. This method of training involves action, doing and practice. The participants play the role of certain characters such as the production manager, mechanical engineer, superitentents, maintenance engineers, quality control inspectors, foremen, workers and the like. This method is mostly used for developing inter-personal interactions and relations.

3. Lecture Method : The lecture is a traditional and direct method of instruction. The instructor organises the material and gives it to a group of trainees in the form of a talk. To be effective, the lecture method must motivate and create interest among the trainees. An advantage of the lecture method is that it is direct and can be used for a large group of trainees. Thus costs and time involved are reduced. The major limitation of the lecture method is that it does not provide for training effectively.

4. Conference or Discussion : It is a method in training the clerical, professional and supervisory personnel. This method involves a group of people who pose ideas, examine and share facts, ideas and data, test assumptions and draw conclusions, all of which contribute to the improvement of job performance. Discussion has the distinct advantage over lecture method as it involves two way communication. The participants feel free to speak in small groups. The success of this method depends on the leadership qualities of the person who leads the group.

5. Programmed Instruction : In recent years this method has become popular. The subject matter tobe learned is presented  in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instructions. The trainee goes through these units by answering or filling the blanks. This method is expensive and time consuming.