Conclusion

After the recruitment the induction of the new employees is done in which they get introduced to the new working conditions once that they go for training in which they get to learn many things which are the necessary requirements of the job. Whatever they learn from the training is verified by taking a follow-up in which it is examined that whether the training program is helpful for the recruits or not. After they become the actual employees of the organization, they get many opportunities for their development, like if the manager teaches the new employees something related their work, so the new employees get a chance to share their experiences or if he gets a specific task in which he has to compete himself then also he gets a chance to know his potential and so there are the instances when the employee gets an opportunity to develop himself mentally or physically for his unseen future. Training and Development is all about building the personality and attitude of the employee for facing future challenges. So they both are vital for an employee whether new or existing.

Training and Development Process

Training and Development Process

Training and development is a continuous process as the skills, knowledge and quality of work needs constant improvement. Since businesses are changing rapidly it is critical that companies focus on training their employees after constantly monitoring them & developing their overall personality.

The training cycle is circular, it begins with the needs assessment. A need of training always results from the difference between an ideal expect for employees’ performances and the actual performances. Training can also be provided for new employees to help them get familiar with the work environment and tasks etc. HR department should consider the related aspects for example job analysis, performance objectives etc. The second step in the training cycle is the planning of the training. Planning is separated into specifying training objectives, designing training program, selecting training methods. Training goals, training method, duration, program structure, location and selection of trainees etc. practical problems are to be answered in the planning stage. After successfully planning the training, the training programs should be effectively carried out following the plan. The trainer should be well prepared and skillful, and the trainees should be actively participating in the training. Evaluation of the training is an unavoidable stage in the training process, to get the feedback helps adjusting and organizing future training. Plans for future training can be done at this stage. Evaluation is the ending stage of a training cycle but at the same time it is the basis for the new training cycle (Woods 2006).

Steps for training and development processes are:

1. Determine the need of training and development for individuals or teams

2. Establish specific objectives & goals which need to be achieved

3. Select the methods of training

4. Conduct and implement the programs for employees

5. Evaluate the output and performance post the training and development sessions.

6. Keep monitoring and evaluating the performances and again see if more training is required.

Pre-Post Training Performance

In the Pre-Post Training Performance Method each of the participants is evaluated before the training and rated on the basis of the actual job performance. After instruction, of which the elevator has been kept unaware is completed the employee is re-valuated. As with the post training performance method the increase is assumed to be attributable to the instruction.

 However in contrast to the post-training performance method the pre post performance method deals directly with the job behavior. This method considers the performance evaluation of an employee based on the difference of before and after training performance of an employee. In this type performance evaluation method only individuals are considered before and after training for their performance evaluation and not evaluated as the group of individuals. This method also gives a clear idea about the improvement and learning capabilities of the employees being trained in the organization.

Advantages of the pre-post Training Performance Method 

1. This method reflects the improvement of the employee being trained.

2. This method helps managers to know their low performers.

3. It reflects the learning capabilities of the employees.

4. It helps to identify the employees who lack attention.

5. It is useful method of evaluating the value addition resulting from the training program.

6. The pre-post training performance method is completely based on the performance of the employee being trained.

Disadvantages the pre-post Training performance Methods

1. Employees past performances are neglected.

2. Employees are who disturbed due to some private issues cannot perform well impromptu.

3. There might be personal biases of the evaluator that might affect the fair evaluation of the employees.

4. This also might result in forced learning by the employees just for the sake of positive evaluation during the performance evaluation and later end up forgetting the important parts of training sessions when the situation come of its applications.

Retraining

Retraining is training given to long-term employees of an organization to make them equipped with the future needs of the organization. Retraining helps in developing employees and preventing them from being obsolete for the job requirements. As the name itself suggests, retraining is training of employees who were trained is the past. Retraining is usually done when there is a technological changes that led to the changes in the operational processes of the organization. Retraining is also done during job rotation. As job rotation involves change in the role and thus requires different skills retraining for such employees is done to equip employees with the required skills.

Organizations may view money spent on retraining as costs incurred. But from an HR manager’s perspective it is an investment that helps in developing the employees. This helps in motivating the employees and retaining them thereby resulting in lesser attrition rates. Often older members in the organization are retrained. However sometimes people who were laid off or suspended and taken back to organization are also retrained to make them aware of the operational changes and technological advancements. To reduce the skill gap between old and young employees retraining should be given to older employees at institutes of higher education. One of the researches estimates that the retraining at the community college lead to the long term increase in the earnings of the male older employees by 8 percentage and female older employees by 10 percent. Thus retaining also increases the employability of the individuals.

Rotational Training

Rotational Training is a type of Training and Development method where employees move from one task to another to broaden their experience in an Organization. Through Rotational Training understanding, knowledge and skills of an employee is enhanced by rotating them between departments or company functions. Such an alternative helps employees to overcome over-routinization of their work. By periodic shifting from one task to another with similar skill requirements at same organizational level several benefits can be achieved such as reduction in boredom, increase in motivation and a better understanding of how an employee’s work contributes to the organization. An indirect advantage is that employees with wider range of skills help management to schedule work and fill vacancies more flexibly.

Some of the disadvantages of Rotational Training are that the training costs increase, productivity is reduced when an employee is taken from one task to another just when he/she had reached greater efficiency in his/her previous task. Also disruptions can be caused during adjustments. However the bottom line remains that Rotational Training help employees to understand the various jobs in an organization and their interrelationships thus improving productivity.

References :

American Society for Training and Development state of the industry report. (2008) retrieved April 24, 2014 from http://www.astd.org/

Wikipedia on Training and Development retrieved April 24, 2014 from http://en.wikipedia.org/wiki/Training_and_development

Pros and Cons of Training and Development

Advantages of Training and Development

Training and development has a cost attached to it. However since it is beneficial for companies in the long run they ensure employees are trained regularly. Some advantages are

1. Helps employees develop new skills and increases their knowledge.

2. Improves efficiency and productivity of the individuals as well as the teams.

3. Proper training and development can remove bottle-necks in operations.

4. New & improved job positions can be created to make the organization leaner.

5. Keeps employees motivated and refreshes their goals, ambitions and contribution levels.

Disadvantages of Training and Development

Even though there are several advantages and some drawbacks of training and development are mentioned below

1. It is an expensive process which includes arranging the correct trainers and engaging employees for non-revenue activities.

2. There is a risk that after the training and development session the employee can quit the job.

Following are few benefits of the employee Training

1. Decreased Accidents- If the employee is trained there are less chances of any errors or accidents on the job.

2. Better Productivity- Training of the employees enhances their productivity as well as their efficiency.

3. Improved employee morale- Training increases the job security as well as the job satisfaction of the employee, which eventually results in lesser absenteeism and job turnover.

4. Declined Supervision- A trained employee is well aware of duties and responsibilities and will need less of supervision, which will result in less wastage of efforts and time.

5. Probability of Promotion- Training equips employees with better skills and knowledge which makes them more eligible for promotions.

Importance and Need of Training and Development

The design of the training should be according to the needs of the employees (Ginsberg, 1997). Those organizations which develop a good training design according to the need of the employees as well as to the organization always get good results (Partlow, 1996; Tihanyi et al., 2000; Boudreau et al., 2001). It seems that Training design plays a very vital role in the employee as well as organizational performance, and a poorly design training program is nothing but the loss of time and money (Tsaur and Lin, 2004).

Importance of Training and Development

For companies to keep improving, it is important for organizations to have continuous training and development programs for their employees. Competition and the business environment keeps changing and hence it is critical to keep learning and pick up new skills. The importance of training and development is as follows:

• Optimum utilization of Human resources

• Development of skills like time management, leadership, team management etc

• To increase the productivity and enhance employee motivation 

• To provide the zeal of team spirit

• For improvement of organization culture

• To improve quality, safety

• To increase profitability

• Improve the morale and corporate image

Need for Training and Development

Training and development of employees is a costly activity as it requires a lot quality inputs from trainers as well as employees. But it is essential that the company revises its goals and efficiencies with the changing environment. Here are a few critical reasons why the company endorses training and development sessions.

• When management thinks that there is a need to improve the performances of employees

• To set up the benchmark of improvement so far in the performance improvement effort

• To train about the specific job responsibility and skills like communication management, team management etc

• To test the new methodology for increasing the productivity

Sensitivity Training

Sensitivity Training

It is one of the Organizational Development techniques for bringing up change that try to improve organizational effectiveness and employee wellbeing. It also helps the participants to learn and adjust with the group dynamics. This technique was developed in 1940s by Ronald Lippitt and Kurt Lewin

It refers to changing behavior through unstructured group interaction. It can also be called laboratory training, T-groups and encounter groups interchangeably. Members of different gender, culture and abilities are brought together in a free and open environment in which participants discuss different issues in an interactive way. It is loosely directed by a professional behavior scientist who creates opportunities for everybody to express their ideas, emotions, perceptions, attitudes and beliefs. Nobody is a leader in such an interaction. This group in process oriented, meaning that everybody learns by observing and participating rather than being ordered or told to do a certain activity.

Disadvantages of Sensitivity Training:

• Many participants find these activities unstructured and chaotic

• It might damage the work relations between employees

• Superior-subordinate relationship is tampered because it is an informal activity

• Participants are not able to express what they truly believe because of the presence of a behavior scientist

• It doesn’t find out any deep psychological reason for a person behaving in a certain manner

Importance of Sensitivity Training:

• It helps employees be sensitive to the existing diversity in the workplace. It leads to better understanding between members of the organization

• Helps to build good interpersonal relationships with their team members

• Educates the members about constructive behavior which will benefit everybody working in the organization.

• Helps managers get an insight into their own behavior

• Helps to develop correct behavioral and emotional actions

This method of organizational development was extremely famous in 1960s By 1970s the use of this method diminished and has eventually disappeared. However organizational interventions such as diversity training, team building exercise and coaching have evolved of the organizational development technique. Feedback is a very important element of this training. It helps the manager know if the attitude and behavior he/she is inhibiting is effective or not.

Different Kind of Training and Development Actives

According to the dynamic developments of all work fields, the organization must develop  their  HR  to  strategic  HR,  because organizations cannot apply a strategic training plan unless they have a strategic human resource management system in place. In the strategic human resource management literature, strategic training is regarded as a vital way of raising employee efficiency (Richard et al.,  2009). Performance guide was included as an important association in training in a number of studies (Aycan,  2003;  House  et  al.,  2004;  Javidan,  2004). Training has its strategic positioning and it directly contributes for organizational business goals and objectives (Niazi, 2011).

1. Cross Cultural Training

Cross cultural training refers to the training given to employees related to the cultural differences between nations the awareness of which helps in running smooth business across the nations. Cross cultural training is essential for doing business in present scenario involving multiple nations and cultures. One needs in depth understanding of the culture of the country he or she is dealing with.

Cross-cultural training can be broadly divided into two types firstly General awareness training- covers handling foreign clients. Increasing the awareness about foreign employees of the same company, facilitating negotiations across the countries, managing and supervising staff belonging to different cultures etc. Second type of training could be specific training related to particular a culture or nation. This is useful for the people who frequently visits and interacts with that nation. The training mainly focus on general beliefs, values, traditions, ethics and protocols of particular nation.

Understanding the following things in a culture is essential in study of culture.

1. Power distance- It is the degree of inequality which is considered as acceptable. Examples of high power distant countries include Mexico, West Africa and Arab Countries.

2. Uncertainty avoidance- It is the degree to which people like planned and structured situations. In the countries with low uncertainty avoidance score, people will be more easy going and also risk taking than the countries with high score.

3. Individualism- It is the extent to which people prefer to be independent than being in groups.

4. Masculinity- it is possession of qualities, behaviors, attributes and roles traditionally associated with men.

5. Long termism - it is the extent to which a country focuses on long term versus short term. Great Britain and United States score low in this.

2. Diversity Training

Diversity Training is meant to give a broader perspective to the employees where they could interact with people from different cultural backgrounds improve their knowledge and skills. In a multinational organization we often come across employees from cross-borders working in teams to complete a project. In order to ensure that there are no civil rights violations and to promote better team work, diversity training plays an important role. Diversity training is appreciated in corporate culture as the project managers face certain issues in managing people from different cultures.

There is also a bit of negativity associated with it as critics point out that diversity training will deepen the differences across people from different cultures as it reminds of racialism where instead it is better to have commonality at the work place with standard ethics.

3. Job Instruction Training

Job instruction training or JIT is a form of simple on the job training where a new employee is trained step by step by a supervisor or an assigned coworker. This kind of training usually exists for jobs requiring manual skills such as factory workers. The jobs require relatively low skills and hence can be taught in a simple step by step procedure. Job instruction training can be provided on a one on one basis as well as one to many. JIT is also used to train existing workers about new technology. The benefit of JIT is that the training is real time and based on the real workplace. Hence the trainee not only observes the trainer perform the job but also gains hands on experience in performing the job under supervision. Another overall advantage is the reduction in wastage and accidents due to proper training.

One drawback is that productivity slows down during training as the workers are trained at the actual workplace. Furthermore the risk of accidents is higher as the workers are new and may not have enough knowledge about the equipment they are working on apart from what the instructor has told them.

4. Outdoor Training

Outdoor Training is a method of training employees outdoors through activities, games, tasks etc through physical activities which helps in team building, strategy making, personality development, crisis management etc. Outdoor Training is very different from other forms of training in the sense that the mangers participate with his/her employees instead of managers leading the session. This helps to break the ice between the two and establishes a sense of comfort between the employees and their managers. Companies started such training in the early 1980 with an aim to focus on developing team spirit among managers and employees. It emerged as one of the few big HR ideas as it combines the hands on practical experience and the typical training consisting of a challenging but safe physical activities.

Types of Outdoor games:

• Biking

• Camping

• Rock climbing

• Rappelling

• Water skiing

• Canoeing

• Team challenges

• Strategic games

• Trekking

Types of skills learnt:

• Problem solving

• Teamwork

• Risk taking

• Inter personal communication

• Self esteem

Advantages of outdoor training:

• Employees and upper level management are able to blend, learn and have fun together, making the learning stress free

• It provides hands on experience and a practical learning to all the employees

• It helps participants to overcome their flaws and limitations

• It improves the trust among the team members an enhances the team building experience

• It helps to bring out the true self and the actual attitude, feelings and behavior of an employee which may not come to notice when working indoors.

Disadvantages of outdoor training:

• It has a bad rapport in the sense that it is all fun and no work.

• Everybody doesn’t participates in outdoor training

• Have to consider the beliefs, culture and attitudes of all those involved

• Some people may not be comfortable with the touching involved in these outdoor trainings as they consider touching to be invasion of privacy

• It may be discriminating against physically challenged and older employees

• Outdoor training is very expensive, leading to incurring heavy costs

• Employees might have difficulty connecting what they learnt outdoors and what they do indoors

5. Informal Training

Informal training is a type of training in which people probably are not aware that they are in training. It is some somewhat casual and incidental. This type of training occurs so naturally. The most well- known form of informal training is learning from experience on the job.

Other examples of informal training are 

• book

• discussion groups

• informal discussions among employees related to a specific topic,

• journal articles about a topic

• reading newspaper

• sending employees to hear famous speakers

Characteristics

• Informal training is less planned

• more incidental.

There are a large number of informal training methods. These are few examples

• verbal and written communications,

• reading books

• mentoring

• discussions

• debates

• giving of directions

• Mentoring is one of the most important form of informal training

• Ad hoc training sessions taken by staff members in the organization are also considered as informal training- under which a staff member, who has strong skills or knows much about a thing in a particular area, such as a computer application can provide ad-hoc training to co-workers on the job

• Other methods of informal training are publications in internal systems via intranets. It keeps employees informed and provide them with a way in to various resources that help them advance their skills

• technical and specialized libraries

• circulation of journal

Advantage:

• However, this form of training often provides the most effective, deepest, enriching, and richest learning. This is so because this type of training occurs naturally in life

• avoid miscommunication and lack of coordination because more than one employee will know how to carry out each method required by the company

Disadvantage:

If one wants to learn about a specific area or knowledge or skill in a suitable way then, Informal training is less effective than formal training.

References : 

American Society for Training and Development state of the industry report. (2008) retrieved, April 24, 2014 from http://www.astd.org/

Warr, P. B. (2002). Learning and training. In P.B. Warr, (ed) Psychology at Work. London: Penguin Books.

Typical Topics of Employee Training

Typical Topics of Employee Training

1. Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs.
2. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks.
3. Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers.
4. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity
5. Ethics: Today's society has increasing expectations about corporate social responsibility. Also today's diverse workforce brings a wide variety of values and morals to the workplace.
6. Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace.
7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking etc. require basic training about quality concepts, guidelines and standards for quality etc.
8. Safety: Safety training is critical where working with heavy equipment , hazardous chemicals, repetitive activities etc. but can also be useful with practical advice for avoiding assaults etc.
9. Sexual harassment: Sexual harassment training usually includes careful description of the organization's policies about sexual harassment especially about what are inappropriate behaviors.

Training and Development Needs Analysis of an Organization

Training Needs Analysis (TNA) is often considered the most important step among the steps in the training cycle and therefore, should precede any training intervention. However, in spite of needs assessment’s important role, the literature contains little empirical work on the topic. Understand the role of existing training needs analysis process of organization and the factors that affect the process to identify the needs and the impact of this on improving organisational performance. TNA plays a vital role in current competitive business environment where machine continue to replace human workforce demanding much more focused contributions and skills from employees.

A number of theorists identify TNA as the starting point in the training process (Wright and Geroy, 1992). The rationale of the TNA is also explained as the only process through which an organizations performance objectives can be realized given that TNA’s basic task is to match the organization’s training needs and content of the training (Shibani, 2017). 2^nd phase of the TNA is to prioritize the more important and urgent training needs and design the training program accordingly (Wilson, 2005). researchers and theorists over the years have pointed out the gap between recommended systematic and theoretical approaches to training needs analyses and the ad hoc training decisions implemented by organizations in practice (Taylor, O'Driscoll and Binning, 2018).

Relation between Training and Development

There is a relation between training and development, and there is clear difference between the two based on goals to be achieved. Development is made to answer the training problems

TRAINING	DEVELOPMENT
Training is meant for operatives	Development is meant for executives
It is reactive process	It is pro- active process
AIM: To develop additional skills	AIM: To develop the total personality
It is short term process	It is continuous process
OBJECTIVE: To meet the present need of an employee	OBJECTIVE: To meet the future need of an employee
Initiative is taken by the management	Initiative is taken by an individual.

References :

Armstrong, M. (2006) Strategic Human Resource Management: A Guide to Action. Kogan Page, London

Aswathappa, K. (2008), Human Resource Management: Text and Cases, Tata McGraw-Hill Publishing Company Limited, Delhi.

Blanchard, P. N. Thacker, J. W. and Ram V. A., (2010). Effective Training System, Strategies, and Practices. 4th ed.  New Delhi, Pearson Education.

Erasmus, B.J., Loedolff, P.V.Z., Mda, T.V. and  Nel, P.S. (2011). Managing training and development, 5th ed. Cape Town, Oxford University Press.

Mondy, R. W. (2008) Human Resource Management (10th Edn) Pearson Prentice Hall, New Jersey