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HR Zone » Job Descriptions » TRAINING & DEVELOPMENT - Please Justify

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TRAINING & DEVELOPMENT - Please Justify
Aravind
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Posted 10-10-2008Reply

Definition of Training & Development: Improve performance

“Training & Development is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.”



MEANING OF TRAINING & DEVELOPMENT: -



The need for Training and Development is determined by the employee’s performance deficiency, computed as follows.

Training & Development Need = Standard Performance – Actual Performance



We can make a distinction among Training, Development and Education.



Distinction between Training and Education



Training Education

Application oriented

Job experience

Specific Task in mind

Narrow Perspective

Training is Job Specific Theoretical Orientation

Classroom learning

Covers general concepts

Has Broad Perspective

Education is no bar



Training: Training refers to the process of imparting specific skills. An employee undergoing training is presumed to have had some formal education. No training program is complete without an element of education. Hence we can say that Training is offered to operatives.



Education: It is a theoretical learning in classrooms. The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. That any training and development program must contain an element of education is well understood by HR Specialists. Any such program has university professors as resource persons to enlighten participants about theoretical knowledge of the topics proposed to discuss. In fact organizations depute or encourage employees to do courses on part time basis. CEOs are known to attend refresher courses conducted by business schools. The education is more important for managers and executives rather than low cadre workers. Anyways education is common to all employees, their grades notwithstanding.



Development: Development means those learning opportunities designed to help employees to grow. Development is not primarily skills oriented. Instead it provides the general knowledge and attitudes, which will be helpful to employers in higher positions. Efforts towards development often depend on personal drive and ambition. Development activities such as those supplied by management development programs are generally voluntary in nature. Development provides knowledge about business environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of a company.



Objectives of (MDP) Management Development Programs OR

Advantages of Development



1. Making them

• Self-starters

• Committed

• Motivated

• Result oriented

• Sensitive to environment

• Understand use of power

2. Creating self awareness

3. Develop inspiring leadership styles

4. Instill zest for excellence

5. Teach them about effective communication

6. To subordinate their functional loyalties to the interests of the organization



Difference between Training and Development



Training Development

Training is skills focused Development is creating learning abilities

Training is presumed to have a formal education Development is not education dependent

Training needs depend upon lack or deficiency in skills Development depends on personal drive and ambition

Trainings are generally need based Development is voluntary

Training is a narrower concept focused on job related skills

Development is a broader concept focused on personality development

Training may not include development. Development includes training wherever necessary

Training is aimed at improving job related efficiency and performance Development aims at overall personal effectiveness including job efficiencies



What are the Training Inputs?

• Skills

• Education

• Development

• Ethics

• Problem Solving Skills

• Decision Making

• Attitudinal Changes



Importance of Training & Development

 Helps remove performance deficiencies in employees

 Greater stability, flexibility and capacity for growth in an organization

 Accidents, scraps and damages to machinery can be avoided

Serves as effective source of recruitment

 It is an investment in HR with a promise of better returns in future

 Reduces dissatisfaction, absenteeism, complaints and turnover of employees



Need of Training

 Individual level

 Diagnosis of present problems and future challenges

 Improve individual performance or fix up performance deficiency

 Improve skills or knowledge or any other problem

 To anticipate future skill-needs and prepare employee to handle more challenging tasks

 To prepare for possible job transfers

 Group level

 To face any change in organization strategy at group levels

 When new products and services are launched

 To avoid scraps and accident rates



Identification of Training Needs (Methods)



Individual Training Needs Identification



1. Performance Appraisals

2. Interviews

3. Questionnaires

4. Attitude Surveys

5. Training Progress Feedback

6. Work Sampling

7. Rating Scales



Group Level Training Needs Identification



1. Organizational Goals and Objectives

2. Personnel / Skills Inventories

3. Organizational Climate Indices

4. Efficiency Indices

5. Exit Interviews

6. MBO / Work Planning Systems

7. Quality Circles

8. Customer Satisfaction Survey

9. Analysis of Current and Anticipated Changes



Benefits of Training Needs Identification



1. Trainers can be informed about the broader needs in advance

2. Trainers Perception Gaps can be reduced between employees and their supervisors

3. Trainers can design course inputs closer to the specific needs of the participants

4. Diagnosis of causes of performance deficiencies can be done

Neil
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  Rated 0 | Posted 10-10-2008

No Comment about ROI, why not?

Aravind
Aravind Picture
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  Rated 0 | Posted 10-10-2008

No Comment about ROI, why not?


Can you Suggest me few things Neil.

Neil
Neil Picture
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  Rated 0 | Posted 10-10-2008

No Comment about ROI, why not?


Can you Suggest me few things Neil.


ROI - Return On Investment

All training has costs, Not only course costs, equipment costs, trainer costs accommodation costs and administration costs, there can also be lost production costs and trainee salary costs to consider.

These occur for both internal (Both formal and informal) and external training.

Against these costs there are possible benefits to a company or organisation. These could be any or all of the following, efficiencies in processing, higher productivity, more effective allocation of resources, reduction of error/reject rates, smoother service/production, higher levels of innovation, improvement in management, improvement in sales, more efficient delivery of goods/services, shorter production times, more efficient use of resources and lower man/hours lost.

All these things can be costed (given a monetary value within the company). Remembering that the benefits will be long term and the costs will be incurred for only the duration of the training (sometimes plus a limited bedding-in period), it is possible to show how much the company can benefit from training, how quickly the costs would be off-set by the returns and how the long term prosperity of a business would improve. This is the ROI.

This is effectively the same process as deciding to invest in a new machine, after all training is an investment too.

Rekha
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  Rated 0 | Posted 10-10-2008

good stuff

Aravind
Aravind Picture
297 Posts
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  Rated 0 | Posted 10-10-2008

No Comment about ROI, why not?


Can you Suggest me few things Neil.


ROI - Return On Investment



All training has costs, Not only course costs, equipment c... See Neil's complete reply


Neil. Thats True I dont have more knowledge Training & Development since i am not exposed to. What ever known is put there. If its not true or some contents are missings kindly help me to improwise. thats why i keep postings and have been asking suggestions and comments on it.

Thanks,

Aravind Kumar

Supran
Supran Picture
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  Rated 0 | Posted 10-10-2008

No Comment about ROI, why not?


Hi,

I believe training is a short term investment for long term benefits, where yeild is repeated but the training provided is One time. Considering your point, but you need to consider the employees part. All the employers must consider this point that any professional who is working in any organisation from Small to Mid to Large sizes company can be a loyal & faithful employee provided that he should always be blessed with the Power of 2M - (Money & Motivation).
In todays scenario, their are lot of employers who are good pay-masters but aren't taking proper care of employees resulting into high manpower attrition rate.
So you need to agree that Training is not something which will give you immediate returns but will give you more long time association of employees & long term benefits.

Remember: " Happy Employees = Happy Profits "

Ikramur
Ikramur Picture
5 Posts
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  Rated 0 | Posted 10-10-2008

No Comment about ROI, why not?


Can you Suggest me few things Neil.


ROI - Return On Investment



All training has costs, Not only course costs, equipment c... See Neil's complete reply


This is very good, Neil!!

Ikramur
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5 Posts
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  Rated 0 | Posted 10-10-2008

Informative and explained....!

Sanjay
Sanjay Picture
14 Posts
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  Rated 0 | Posted 10-10-2008

I want to question parameters for quantification of qualitative aspects such as employee satisfaction or Morale Improvement .Are there any set benchmarks to authenticate numbers attched to intangibles such as team Work .

regards
Sanjay

Vikas
Vikas Picture
2 Posts
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  Rated 0 | Posted 10-10-2008

No Comment about ROI, why not?


It's very good



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