employee training management

1. EMPLOYEE TRAINING
MANAGEMENT
BY: ROSHAN SOB
23/2/2016

2. EMPLOYEE TRAINING MANAGEMENT
 TRAINING is the systematic development of the knowledge , skills and attitudes required
by an individual to perform adequately a given task or job.
 ………….Training is the act of increasing knowledge and skill of an employee for doing a
particular job.
 …………Objectives of training: Improving performance, updating employee skills, Avoiding
Managerial Obsolescence, Promotion and succession, retaining and motivating employees,
create an efficient organization.

3. concept of Training
 The act of increasing the skills of an employee for doing a
particular job, and thus it’s a process of learning a
sequence of programmed behaviour to do that particular
job.
 It is an important part of HRD.
 It enhances capability required to improve performance in
the present job.

4. Objectives of Training
 Increase job satisfaction and morals among employees.
 Increase employee motivation
 To increase productivity
 To improve quality of work life
 To make people ready for change
 Increase capacity to adopt new technologies and methods
Class notes

5. Benefits of Training Program
 Improves morale of employees- Training helps the employee to get job security and job satisfaction. The
more satisfied the employee is and the greater is his morale, the more he will contribute to
organizational success and the lesser will be employee absenteeism and turnover.
 Less supervision- A well trained employee will be well acquainted with the job and will need less of
supervision. Thus, there will be less wastage of time and efforts.
 Fewer accidents- Errors are likely to occur if the employees lack knowledge and skills required for doing
a particular job. The more trained an employee is, the less are the chances of committing accidents in
job and the more proficient the employee becomes.
 Chances of promotion- Employees acquire skills and efficiency during training. They become more
eligible for promotion. They become an asset for the organization.
 Increased productivity- Training improves efficiency and productivity of employees. Well trained
employees show both quantity and quality performance. There is less wastage of time, money and
resources if employees are properly trained.

6. Methods of Training
On the job training-(OJT)
 On the job training methods are those which are given to the employees within the everyday working
of a concern.
 It involves learning by doing under the supervision of an experienced employee.
 It is well suited to train many employees in clerical positions, production floor and workers in manual and
repetitive jobs.
 Most common OJT types of training include: orientation, job-instruction, internship, apprenticeship, coaching
and job rotation.
 Motto “Learning by doing”

7. I. Internship training
 The goal is to combine practical experience with theoretical knowledge.
 The trainee is interned in organizations for a specified period and works as an
employee.
 Students of technical and management subjects generally undergo internship
training.
 Allows students to achieve on-the-job training for a white-collar and
professional career.
 Research intern and work intern.

8. Off the job training-
 Off the job training methods are those in which training is
provided away from the actual working condition.
 It is generally used in case of new employees.
 off the job training methods are workshops, seminars,
conferences, etc.
 Trainees are removed from the stresses and demands of
workplace.
 It includes lectures, films, TV, role plays, case studies,
simulation, computer assisted instruction and
programmed instructions.

9. I. Classroom lectures
 Lecture is a verbal presentation of information by an instructor to a large audience.
 It can be used for very large groups (low cost).
 This method is mainly used in colleges and universities.
 But its application is restricted in training factory workers.
 The lecture method can be made effective if it is combined with other methods of training.
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10. ii) The Conference Method:
 A conference is a formal meeting conducted in accordance with an organised plan, in
which the organisers seek to develop knowledge and understanding by obtaining
considerable participation of trainees.
 A subject matter is deliberated by the participants.
 The trainees explain the facts, principles or concepts and discussion takes place.
 The trainees pool their knowledge and try to find solution to the problem or develop
new ideas as per the inference of the discussion.
 This method is suitable for analysing problems and issues and examining them from
different viewpoints.

11. iii) Multimedia learning (This may include video and DVDs)
 This may include television, slides, overheads, video-types and films.
 These can be used to provide a wide range of realistic examples of job conditions and
situations in the condensed period of time.

12. Issues in Conducting Training Programmes
1. Management
 Management of training program is a key issue in conduct of training. The specific issues are related to
organization structure and coordination of training.
2. Trainees
 Trainees are targets for the conduct of training programs. The key trainee-related issues are selection of
trainees and management of trainee indiscipline.
3. Trainers
 Trainers are key actors in the conduct of training programs. The trainer related issues are selection of
trainers, compensation to trainers and evaluation of trainers.
4. Training Methods
 Training methods deliver training. The key issues in training methods are type of methods and practical
touch to training.
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13.  5. Training Materials
 Training materials are important learning resources. The key issues related to training materials are
development, distribution and updating of materials.
 6. Records
 Training records need to be carefully kept. The key issues related to development of training
information system and its safety,
 7. Resources
 Training requires adequate financial resources. They key issues are of budget, its release and control.
 8. Evaluation
 Training effectiveness needs to be evaluated. The key issues are variables for evaluation, type of
evaluation and follow-up of trainees.


14. THANK YOU