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Employee Training: Definitions

The document discusses employee training and development. It defines employee training as experiences designed to cause relatively permanent changes that improve job performance, while development focuses on personal growth not related to a specific job. The document outlines the differences between training, development, and education. It discusses determining training needs, areas of training, issues in training like diversity and ethics, and outlines the training process from assessing organizational objectives and needs to evaluating results.

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Hari Naghu
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82 views

Employee Training: Definitions

The document discusses employee training and development. It defines employee training as experiences designed to cause relatively permanent changes that improve job performance, while development focuses on personal growth not related to a specific job. The document outlines the differences between training, development, and education. It discusses determining training needs, areas of training, issues in training like diversity and ethics, and outlines the training process from assessing organizational objectives and needs to evaluating results.

Uploaded by

Hari Naghu
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Employee Training

Definitions
– Employee training
a learning experience designed to
achieve a relatively permanent
change in an individual that will
improve the ability to perform on the
job.
– Employee development
future-oriented training, focusing on
the personal growth of the employee.
Definition

Training is the formal and systematic modification


of behavior through learning which occurs as a
result of education, instruction, development and
planned experience.

Development is any learning activity, which is


directed towards future, needs rather than
present needs, and which is concerned more with
career growth than immediate performance.
Training, Development, and Education

HRD programs are divided into three main categories: Training,


Development, and Education.

Training is the acquisition of technology, which permits employees to


perform their present job to standards. It improves human performance on
the job the employee is presently doing or is being hired to do. Also, it is
given when new technology in introduced into the workplace.

Development is training people to acquire new horizons, technologies, or


viewpoints. It enables leaders to guide their organizations onto new
expectations by being proactive rather than reactive. It enables workers to
create better products, faster services, and more competitive organizations. It
is learning for growth of the individual, but not related to a specific present or
future job
Training, Development, and Education

Education is training people to do a different job. It is often given to


people who have been identified as being promotable, being considered for
a new job either lateral or upward, or to increase their potential. Unlike
training, which can be fully evaluated immediately upon the learners
returning to work, education can only be completely evaluated when the
learners move on to their future jobs or tasks.
Distinction between Training and Education

The following table draws a distinction between training and


education more clearly.

Training Education
Application Theoretical orientation
Job Experience Classroom learning
Specific Tasks General concepts
Narrow perspective Broad perspective
Distinction between Training and Development

Learning Training Development


Who Non-managers Managers
What Technical Theoretical
Why Specific job General
When Short term Long term
Purpose of Training

• 􀂉 To increase productivity and quality

• 􀂉 To promote versatility and adaptability to new methods

• 􀂉 To reduce the number of accidents

• 􀂉 To reduce labour turnover

• 􀂉 To increase job satisfaction displaying itself in lower labour turn- over


and less absenteeism

• 􀂉 To increase efficiency
3. Employee Training
Determining Training Needs
When does the need for training arise?

• 􀂃 The installation of new equipment or techniques

• 􀂃 A change in working methods or products produced

• 􀂃 A realization that performance is inadequate

• 􀂃 Labour shortage, necessitating the upgrading of some employees

• 􀂃 A desire to reduce the amount of scrap and to improve quality

• 􀂃 An increase in the number of accidents

• 􀂃 Promotion or transfer of individual employees.

• 􀂃 Ensures availability of necessary skills and there could be a pool of talent from
which to promote from.
Advantages of Training

1. Leads to improved profitability and/or more positive attitudes toward profits orientation.

2. Improves the job knowledge and skills at all levels of the organization.

3. Improves the morale of the workforce.

4. Helps people identify with organizational goals.

5. Helps create a better corporate image.

6. Fasters authentically, openness and trust.

7. Improves the relationship between boss and subordinate.

8. Aids in organizational development.

9. Learns from the trainee.

10. Helps prepare guidelines for work.


Disadvantages of training

– 1. Can be a financial drain on resources; expensive development and


testing, expensive to operate?

– 2. Often takes people away from their job for varying periods of
time;

– 3. Equips staff to leave for a better job

– 4. Bad habits passed on

– 5. Narrow experience
Areas of Training

The Areas of Training in which training is offered may be


classified into the following categories:
Knowledge
Here the trainee learns about a set of rules and regulations
about the job, the staff and the products or services offered
by the company. The aim is to make the new employee fully
aware of what goes inside and outside the company.

Technical Skills
The employee is taught a specific skill (e.g., operating a
machine and handling computer) so that he can acquire that
skill and contribute meaningfully.
Areas of Training Conti.

Social Skills

The employee is made to learn about himself and other, develop a right
mental attitude, towards the job, colleagues and the company. The
principal focus is on teaching the employee how to be a team member
and get ahead.

Techniques

This involves the application of knowledge and skill to various on-the-job


situations. In addition to improving the skills and knowledge of
employees, training aims at clouding employee attitudes: When
administered properly, a training programme. It will go a long way in
obtaining employee loyalty, support and commitment to company
activities.
Issues in 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
Issues in Employee Training Conti.

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.
Training Process
Steps in the Training Process

1. Organizational objectives

2. Assessment of Training needs

3. Establishment of Training goals

4. Devising training programme

5. Implementation of training programme

6. Evaluation of results
Organizational Objectives & Strategies

The first step in the training process in an


organization is the assessment of its
objectives and strategies. What business are
we in? At what level of quality do we wish to
provide this product or service? Where do
we want to be in the future? It is only after
answering these related questions that the
organization must assess the strengths and
weaknesses of its human resources.
Needs Assessment

Needs assessment diagnosis present problems and


future challenges to be met through training and
development. Organizations spend vast sums of
money (usually as a percentage on turnover) on
training and development. Before committing
such huge resources, organizations that
implement training programs without
conducting needs assessment may be making
errors. Needs assessment occurs at two levels-
group and individual.

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