Employee Training Introduction


Training & Development


Training is the process for providing required skills to the employee for doing the job effectively, skilfully and qualitatively. Training of employees is not continuous, but it is periodical and given in specified time.  Generally training will be given by an expert or professional in related field or job.

Training is required at every stage of work and for every person at work. To keep oneself updated with the fast changing technologies, concepts, values and environment, training plays a vital role. Training programmes are also necessary in any organisation for improving the quality of work of the employees at all levels. It is also required when a person is moved from one assignment to another of a different nature. Taking into account this context, this unit aims at providing insight into the concept, need and methods of training, also areas of evaluation of training, retraining and dimensions of organisational learning.

Training is a process of learning a sequence of programmed behavior. It is the application of knowledge & gives people an awareness of rules & procedures to guide their behavior. It helps in bringing about positive change in the knowledge, skills & attitudes of employees. Training is investment in getting more and better quality work from your talent.

Thus, training is a process that tries to improve skills or add to the existing level of knowledge so that the employee is better equipped to do his present job or to mould him to be fit for a higher job involving higher responsibilities. It bridges the gap between what the employee has & what the job demands.

Since training involves time, effort & money by an organization, so an organization should to be very careful while designing a training program. The objectives & need for training should be clearly identified & the method or type of training should be chosen according to the needs & objectives established. Once this is done accurately, an organization should take a feedback on the training program from the trainees in the form of a structured questionnaire so as to know whether the amount & time invested on training has turned into an investment or it was a total expenditure for an organization.

Recurrent training is training that is scheduled at periodic intervals in order to keep employee skill abilities at a maximum level. Recurrent training often occurs in certain industries, like health care and aviation where human safety is involved. Recurrent training can be outsourced, provided by a visiting instructor, or performed by instructors from a corporate training department.

TRAINING DEFINED

Training is that process by which the efficiency of the employees increases and develops. Training is a specialised knowledge which is required to perform a specific job.

Training has been defined by different scholars of management. Some important definitions of training are as under:

  • In the words of Dale S. Beach, "Training is the organised procedure by which people learn knowledge and Improve skill for a definite purpose."
  • In the words of Michael J. Jucius, "Training is a process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased."
  • According to Edwin B. Flippo, "Training is the act of increasing the knowledge and skill of an employee for doing a particular job."
  • In the words of Dale Yoder, "Training is the process by which manpower is filled for the particular job it has to perform."
In simple words, to provide ability to the employee to perform a specific job is called training. Thus, the art. Knowledge and skill to accomplish a specific job in a specific way is called training.

At all levels of organisation training and development programmes are needed in order to make qualitative improvement in the work of the employees.

Employee Training is bifurcated into on-the-job training and off-the-job training methods having different sub-methods of training given for different purposes  to different types of employees holding or going to hold different jobs. In India At NTPC (National Thermal Power Corporation), is providing one year training program to its newly joined employees, off-the-job training by way of classroom method for period of six months and on-the-job training by way of job rotation method for remaining six months. Boston Consulting Group's (BCG) India, is providing on-the-job training by live case studies for its newly joined employees followed by induction programme.


Topics to be Covered in New Employee Training Programs

Building an employee training program without following the right outline is a fool's errand.
What topics should you cover in new employee training programs? What is and isn't necessary? How much theory should you have versus practical?

This is an area that most everyone fails horribly at. Most employee training programs look like college textbooks and are done only for their own sake.

The key to building effective employee training isn't jamming as much relevant data as you can into a binder and calling it a training program. The key to building effective employee training is teaching only what is necessary to do the job and teaching it on the right gradient--that is to say, reducing the learning curve by teaching the fundamental aspects first and building upon those until you are teaching more advanced material.

One of the biggest problems most employee training programs have is that they were built with the wrong philosophy.

Too many training programs resemble half-baked college courses. They throw the employee headlong into technical details, case studies, articles and reports and utterly fail to answer simple questions about how to actually do the job.

We've found that the most common illnesses that training programs have are
  1. they don't teach the job as it's actually done--employees are promptly told to "forget whatever they said in training,"
  2. they're too complex,
  3. they are full of irrelevant data--data that isn't entirely necessary to just do the job,
  4. they have no practical to balance an overwhelming amount of theory,
  5. they try to use testing to compensate for the other problems.

Employee training is not done for its own sake. Employees are not in training simply so you can say you train your employees. They do not train to just pass a test.

Facts [+]

The four basic steps to effectively design a training program include the following. Define the training needs and requirements. Define the target audience to receive training. Develop the content to be used for training. Establish the goals to be achieved from training.

Recurrent training is training that is scheduled at periodic intervals in order to keep employee skill abilities at a maximum level. Recurrent training often occurs in certain industries, like health care and aviation where human safety is involved. Recurrent training can be outsourced, provided by a visiting instructor, or performed by instructors from a corporate training department.