UNIT III

TRAINING AND EXECUTIVE DEVELOPMENT

TRAINING

Meaning:-
➢ Training is concerned with increasing knowledge and skill in doing a particular
job and the major burden of training falls upon the business organisation in which
the job is located.
➢ Training is the act of increasing the knowledge & skill of an employee for doing
a particular job. It is a short term educational process utilising s systematic &
organised procedure by which employees learns technical knowledge skills for
definite purpose.

DEFINITION
Dale S. Beach defines the training “the organised procedure by procedure by people
learn knowledge and/or skill for definite purpose”.

OBJECTIVES OF TRAINING
1. To provide the basic knowledge & skill to the newly joined people to perform
the tasks as designed by the organisation.
2. To develop the existing employees by exposing them to latest concepts,
information & techniques, and thereby strengthen their skills.
3. To develop second & third line executive to strengthen the working links &
levels, so that they can occupy higher positions.
4. To improve the outlook of senior level managers & other policy-makers
enabling them to look into new horizons of the organisation.
5. To make employees more effective & productive which increase the image of
employees’ earning power & job security.
6. To would the employee attitude with the purpose of achieving a better co-
operative with the company & develop loyalty to the organisation.

NEED/IMPORTANCE OF TRAINING
1. To Match the employee specifications with the job requirements &
organisational needs:- managements find deviations between employee’s
present specification & the job requirements & organisational needs. Training is
needed to fill these gaps by developing & moulding the employee’s skill,
knowledge, attitude, behaviour etc., to the tune of the job requirements &
organisational needs.
2. Organisational Viability and the Transformation process:- the primary goals
of most of the organisations is that their viability is continuously influenced by
environmental pressure. If the organisation does not adapt itself to the changing
factors in the environment, it will lose its market share. If the organisation desires
to adapt these changes, first it has to train the employees to impart specific skills
& knowledge in order to enable them to contribute to organisational efficiency
& to cope with the changing environment.

3. Technical Advances:- Every organisation in order to survive & to be effective

should adopt the latest technology i.e., mechanisation, computerisation &
automation. Adoption of latest technological means & methods will not be
complete until they are manned by employees possessing skills to operate them.
So, the organisation should train the employees to enrich them in the areas of
changing technical skills & knowledge from time to time.

4. Organisational Complexity:- with the emergence of increased mechanisation

& automation, manufacturing of multiple products & by-products or dealing in
services of diversified lines, extension of operations to various regions of the
country or in overseas countries, organisation of most of the companies has
become complex,. This creates the complex problems of coordination &
integration of activities adaptable for the expanding & diversifying.
5. Human Relation :- Trends in approach towards personnel management has
changed from the commodity approach to partnership approach, crossing the
human relations approach. So today, management of most of the organisation has
to maintain human relations besides maintaining sound industrial relations
although hitherto the managers are not accordingly.

6. Change in the Job Assignment:- training is also necessary when the existing
employee in promoted to the higher level in the organisation & when there is
some new job or occupation due to transfer. Training is also necessary to equip
old employees with the advanced disciplines, techniques or technology.
7. The training also need for
• Increase productivity
• Improve quality of the products/service.
• Help a company to fulfil its future personnel needs.
• Improve organisational climate.
 • Improve health & safety
• Prevent health & safety
• Prevent obsolescence.
• Effect personal growth
• Minimize the resistance to change.

METHODS OF TRAINING
I – ON THE JOB TRAINING

This type of Training, also known as job instruction training, is the most commonly used
method. Under this method, the individual is placed on a regular job & taught the skills
necessary to perform that job. The trainee learns under the supervision & guidance of a
qualified worker or instructor. On- the job training methods includes

1. Job Instruction Training:-

This method is also known training step by step. Under this method, the trainer
explains to the trainee the way of doing the job, Job knowledge & skills & allows
him to do the job. The trainer appraises the performance of the trainee, provides
feedback information & corrects the trainee.
2. Vestibule Training:-
In this method, actual work conditions are simulated in a classroom. Material,
files & equipment which are used in actual job performance are also used in
training. This type of training is commonly used to training personnel for clerical
& semi-skilled jobs. The Duration of this training ranges from days to a few
weeks. Theory can be related to practice in this method.
3. Simulation:-
The real situation of work environment in an organisation is presented in the
training session. In other words, in simulation, instead of taking participants into
the field, the field is simulated in the training session itself. The participants act
out samples of real business behaviour in order to get practice in making
decisions. It covers situations of varying complexities & roles for the
participants. Role Playing is one of the common simulation methods of training.
4. Job Rotation:-
This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge & gains experience from his
supervisor or trainer in each of the different job assignments. Though this method
of training is common in training managers for general management positions,
trainees can also be rotated from job to job in workshop jobs.
 5. Coaching :-
The trainee is placed under a particular supervisor who functions as a coach in
training the individual. The supervisor provides feedback to the trainee on his
performance & offers him some suggestions for improvements. Often the trainee
shares some of the duties & responsibilities of the coach & relieves him of his
burden. A limitation of this method of training it shat the trainee may not have
the freedom or opportunity to express his own ideas.

6. Apprenticeship:-
It is a structured process by which people become skilled workers through a
combination of classroom instructions & on-the-job training. It is widely used to
train individuals for many occupations. Many organisations have apprenticeship
laws with supervised plans for such training.

II OFF-THE-JOB TRAINING
Under this method o training the trainee is separated from the job situation & his
attention is focused upon learning the material related to his future job performance.
Since the trainee is not distracted by job requirements, he can place his entire
concentration on learning the job rather than spending his time in performing it. There
is an opportunity for freedom of expression for the trainees.

Off –the Job Training includes

1. Lecture Method:-
The lecture is traditional & direct method so instruction. The instructor organises
the material & gives it to group of trainees in the form of a talk. To be effective,
the lecture must motivate & create interest among the trainees. Thus, costs &
time involved are reduced. The major limitation of the lecture method is that it
does not provide for transfer of training effectively.
2. Conference or Discussion:-
It is a method in training the clerical, professional & supervision personnel. This
method involves a group of people who pose ideas, examine & share facts, ideas
& data test assumptions & draw conclusions, all of which contribute to the
improvement o job performance. Discussion has the distinct advantage over the
lecture method, in that the discussion involves two-way communication & hence,
feedback is provided. The participants feel free to speak in small groups. The
success of this method depends on the person who leads the group.
 3. Case Discussion (Case studies):-
The case study method, the instructor describes the actual situation or problem
on a specific concern of the problem. This method increases the trainee’s power
of observation & also his analytical ability.
4. Role Play:-
It is defined as a method of human interaction that involves realistic behaviour
in imaginary situations. This method of training involves action, doing &
practice. The participants play the role of certain characters such as the
production manager, mechanical engineer, superintendents, maintenance
engineers, quality control inspectors, foreman, workers & the like. This method
is mostly used for developing interpersonal interactions & relations.
5. Programmed Instruction:
In recent years, this method has become popular. The subject matter to be earned
is presented in a series of carefully planned sequential units. These units are
arranged from simple to more complex levels of instruction. The trainees go
through these units by answering question or filling the blanks. This method is
expensive & time consuming.
6. T- Group or Sensitivity Training:-
This method aims to influence an individual’s behaviour through group
discussion. In group discussion, the trainees freely express their ideas, beliefs &
attitudes. In this method the trainers are enabled to see themselves as others see
them & develop an understanding of others’ views & behaviour. Further, any. In
addition the trainees by interaction in a group become sensitive to one another’s
feelings & also develop increased tolerance for individual’s differences.
7. In basket Training:-
In this method to acquaint employees about their job where a number of problems
are kept in the in basket (usually kept on the desk of the employee). The worker
has to look at the problems which could also the complaints from different
employees & simultaneously deal with those problems.

Purpose of Training and Development:

From the point of view of the individual employee, there are three main aims of training:

• Improve the individual’s level of awareness

• Increase an individual’s skill in one or more areas of expertise
• Increase an individual’s motivation to perform their job well
When we consider the purpose of training from the perspective of the employer, we can add
one more objective to this list:

• Increase overall productivity and performance

We are aware that the modern organisation is forced to operate in a volatile, uncertain, complex
and

ambiguous business climate. In this context, it is important that if an organisation is to invest

in training, the skills and learning acquired stimulate relevant productivity, so the business
maintains a competitive edge in this competitive global market.

The importance of high-quality training is crucial because the cost to the organisation is often
significant. The cost of training includes the training course itself, travel expenses, and lost
hours from work to attend training. The national average spend on learning and development,
per employee per year, is £300 (The Independent 2018).

Training should be top priority to organisations because the benefits to employees are
numerous. According to Steptoe-Warren (2013) these benefits include:

• Reduction in poor quality and defective products and services

• Reduced waste (eg materials in the process of production)
• Reduction in absenteeism
• Reduction in staff turnover
• Reduction in customer complaints and customer turnover
• Increased staff loyalty/feelings of obligation and motivation A more flexible,
empowered and adaptable workforce
• Enhanced company image

Benefits / Advantages of Training and Development:

The benefits of training are not restricted to an individual only, but also to the organization
they work in, as well as to various inter and intra group relations along with policy
implementation.
Benefits to Organization:

• Improved organizational efficiency and productivity

• Identifying & Reducing / eliminating operational bottle necks

• Creation of learning Organization

• Profit Orientated attitude
• Enhanced job knowledge and skill at various levels of organization
• Organizational goal communication
• Enhanced Corporate Image
• Climate of trust and openness
• Boss and sub-ordinate relationship development
• Supports in Organizational Development
• Idea generation from trainees
• Recheck of organizational policy
• Better prepared for decision making & problem solving
• Developing leadership skills
• Move towards better QWL
• Reduction of cost in various organizational domains
• Develop sense of organizational commitment
• Foster Organizational citizenship
• Improve labour management relationship
• Organizational culture development
• Support Organizational communication

• Preparing organization to face uncertainties and changes

• Aid in conflict management (ultimately reducing stress and tension)

Benefits to Individuals (Employees):

• Develop new skills (for better decision and solving)
• Increase in knowledge base
• Enhanced individual productivity & efficiency
• Escalating motivation and morale
• Setting up career aspiration and ambitions (preparation for promotion and growth)
 • Source of reward and recognition
• Decision to stay back or move to other organization (in
case of no/ improper training)
• Preparedness for handling stress, conflict, tension and frustration.
• Enhanced communication (relationship development)

Benefits to Inter, intra groups, HR & policy implementations:

• Improved team efficiency and productivity
• Enhanced communication levels & interpersonal skills
• Employee orientation for fresher’s (or those transferred /promoted)
• Policy dissemination
• Relooking organizational policies towards viability
• Enhance morale and cohesiveness
• Climate for learning, development and synchronization

Disadvantages of training and Development:

With numerous advantages associated with training and

d e v e l o p m e n t , t h e r e are certain disadvantages also associated with it like:
• It’s an expensive process
• Risk of employee moving to other organizations or getting poached

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