Training is essential for the employees of an organization as it helps in increasing their knowledge and skill.
Training helps the employees to practically apply what they have learned during their training period. This increases their overall performance which ultimately leads to enhancement of organizational performance.
Objectives Of Training:
The main objectives of the training are improving employee performance, updating employee skills, preparing employees for promotion and managerial succession, retaining and motivating employees, creating an efficient and effective organization and avoiding managerial obsolescence. Before conducting a training program an organization should consider the training needs of the employees and organizational goals and objectives.
The training needs can be analyzed by determining the skills required by employees, identifying deficiencies in skill and knowledge levels of employees, determining the organizational goals and prioritizing the tasks in meeting the organizational goals. An organization should set measurable, verifiable, tangible and clear goals of training.
Areas Of Training:
The organization gives its employees training in the following areas-
An employee of an organization should be aware of its practices, procedures, rules, organizational culture, business, processes, and structure. Training in this area helps the employees to work according to the standards of the organization.
Human Relations Training:
Training in this area helps the employees to manage their professional relationships. This training is important to develop the skills of the employees in the areas of leadership styles, interpersonal skills, self-learning, motivation, grievance redressal, and perception.
The employees of an organization have to perform managerial functions like planning, organizing, directing, controlling and decision making after a certain period. This training prepares them for their new roles and responsibilities.
Skill Based Training:
This training is essential to teach the skills to the employees required in their jobs. It also helps employees to accept the new development in technology easily.
Problem Solving Training:
This training is very essential for the employees as it helps them to deal with work-related problems.
Methods Used In Training Employees
The factors that determine the type of training methods to be used by the organization are organizational culture, the content of the program, time factor, cost-effectiveness, employee preferences, and capabilities, trainer preferences, and capabilities, learning principles and appropriateness of the facilities Projectfreetv. On-the-job methods and off-the-job methods are the two training methods commonly used by organizations.
On-The-Job Methods :
On-the-job training is given in the actual work environment where the trainee has to face real work problems and situations. This helps the employees to understand the requirements of their jobs better. Exposure of employees to real work situations helps them to apply their knowledge and skills gained during training effectively.
The only disadvantage of on-the-job training is that if an employee makes mistakes while performing his or her job then it may prove costly for the organization. On-the-job training methods used in organizations are apprenticeship and coaching, job rotation, job instruction training, and committee assignments.
Apprenticeship And Coaching:
This method is applicable for individuals interested in doing skilled trades, for example, electricians, carpenters, etc. They are supposed to undergo formal apprenticeship under experienced employees before taking the responsibility of their new jobs. The training period is usually from one year to five years. In coaching, HR professionals function as coaches and train the employee.
Job rotation- Here the trainee is required to shift from one department to another to learn new job skills. In this method, an employee learns to handle the responsibilities of different jobs. He or she gains new skills and knowledge required to perform different kinds of jobs.
Job Instruction Training:
In this method, the trainer gives instructions to the trainee on the working site and clears his or her doubts instantly.
In committee assignments, an organizational problem is given to a group of employees and they have to find a solution for it. This helps the trainees to develop their team management skills, communication skills, leadership skills, problem-solving skills, and interpersonal skills.
Off the job training helps the trainee to concentrate on learning the job without taking any job responsibility. The various off-the-job training techniques are programmed instruction, classroom lectures and simulation exercises.
In this method, the trainee is given a set of questions to answer after he or she learns and understands the study material designed to perform the job. He or she is provided with immediate feedback on his or her performance. The programmed instruction method increases the interaction between the trainer and the trainee.
This method helps the employees to understand the procedures, policies, and rules of the organization. The lectures are made interesting with the help of audio-visual tools and practical demonstrations. Both the trainer and the trainee take an active part in lectures. The feedback given by the trainer helps in improving the performance of the trainees.
In this method, the trainee is exposed to an artificial work situation that closely resembles the real work situation. This exercise can be in the form of complex computer modelling, vestibule training, case exercises, experiential exercises, and role-playing Pubg pc.
Complex Computer Modeling
In this technique, the trainee gains knowledge and experience by working on the computer.
In this method, the real work conditions are simulated and the equipment used is similar to the equipment used in a real job.
In this method, a case study is given to the trainees which consist of real organizational problems. The trainee is supposed to present his or her opinion on the matter and provide a solution to the problem.
In this method, the trainer creates a situation where the trainees are required to work in teams and face real work problems. After the completion of the exercise, the trainer discusses the problem with the trainees and gives them feedback on their performances.
In this method, the trainees are given real-life characters to play like an HR manager, union, etc. This method helps in improving the communication skills and relationship management skills of the trainees.