Training And Development In HRM

Training And Development In HRM.

Training is the effort an employer puts forth to provide  people job-related culture, skills, knowledge, and attitudes that should result in  improved performance in the working environments. Employees will be developed from skills, Knowledge attitudes then they  will have intrinsic motivation to perform well. There is a process  of  training and it should be followed to get the maximum out come from the minimum in puts.

Example ;Employees need a training on presentations skills

Training Process .

                                                           Figure 1.

Example ;Employees need a training on presentations skills.

Training Need :presentations skills.

Purpose of Training.

To Supplements Knowledge, skills, attitude and culture ,Build deep interest and set in high sales force motivation ,Drive engagement with the JOB ,Build Trust, Job Security ,Team work ,Reduce sales force turnover .Reduce level of supervision ,Lowering the operation cost ,Build self confidence and moral ,Working environment habit.

According to the example :Purpose of the training Improve the presentation Skills.

Benefits of the Sales Training.

 Employee Training and Development reflects the importance of socially, environmentally and economically responsible training and development for achieving organizational success. (C Winkler – 2012).

Build knowledge, skills and attitudes to accomplish the given task ,Helps to develop function and activities in the job ,Expand thinking process build analytical skills. ,Balance activity and build planning and execution efficiencies in operation, Build products/Service quality and the benefits ,Law of Competition and it’s impact to the organization ,Motivates and counsel them to become a self-Starters, Work within the farm work of organization, Developed managerial skills for future leaders, Increase job satisfaction. ( control sales force turnover).§

According to the example Benefits of the Training :Developed managerial skills for future leaders, Increase job satisfaction. ( control employee turnover).Motivates and counsel them to become a self-Starters

Any organization, covering following in their training.

Product Knowledge ,Company Knowledge ,Knowledge on Customers ,Knowledge on Competition ,Industry Orientation ,Management Principles.

According to the example Product Knowledge ,Company Knowledge ,Knowledge on Customers ,Knowledge on Competition ,Industry Orientation  should be included to this training.

Training Methods  

Lecture Methods ,Conference Training ,Case Study ,On-The-Job Training ,Audio Visual Oriented Training ,Management Games ,Role-plying.Right training methods geared to generates right attitude and enhance the acceptability of training.

According to the example  On-The-Job Training ,Role-plying will be the best methods for this training.Training methods will depend on the Training topic or training need.

Training Program Effectiveness will be evaluated by the HR or Admin department.To get maximum effectiveness of the training Management has to  Select the same needs people,same experience people ,Same Knowledgeable people together  to improve effectiveness and reduce cost.    

 References.

R.A. and Schmitt, N., 1986. The influence of trainee attitudes on training effectiveness: Test of a model. Personnel psychology, 39(3), pp.497-523.

Miles, M.B., 1960. Human relations training: Processes and outcomes. Journal of Counseling Psychology, 7(4), p.301.

Collins, M., 2002, July. Discriminative training methods for hidden markov models: Theory and experiments with perceptron algorithms. In Proceedings of the ACL-02 conference on Empirical methods in natural language processing-Volume 10 (pp. 1-8). Association for Computational Linguistics.

Burke, M.J., Sarpy, S.A., Smith-Crowe, K., Chan-Serafin, S., Salvador, R.O. and Islam, G., 2006. Relative effectiveness of worker safety and health training methods. American journal of public health, 96(2), pp.315-324.

Kaynak, H., 2003. The relationship between total quality management practices and their effects on firm performance. Journal of operations management, 21(4), pp.405-435.