CONCEPT OF TRAINING
SMART LEARNING WAY
Human Resource Management is concerned with the planning, acquisition, training & developing human beings for getting the desired objectives & goals set by the organization.
The employees have to be transformed according to the organizations' & global needs. This is done through an organized activity called Training.
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.
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.
Training is a continuous or never ending process.
Training plays a significant role in human resource development. Human resources are the lifeblood of any organization. Only through trained & efficient employees, can an organization achieve its objectives.
MEANING OF TRAINING
Training is the acquisition of knowledge, skills and competencies as a result of the teaching of vocational or practical skills or knowledge that relate to specific useful competencies.
Training has specific goals of improving one's capability, capacity, productivity and performance.
OBJECTIVES OF TRAINING
1) To impart to the new entrants the basic knowledge & skills they need for an intelligent performance of definite tasks.
2) To prepare employees for more responsible positions.
3) To bring about change in attitudes of employees in all directions.
4) To reduce supervision time, reduce wastage & produce quality products.
5) To reduce defects & minimize accident rate.
6) To absorb new skills & technology.
7) Helpful for the growth & improvement of employee's skills & knowledge.
ROLE OF TRAINING
1) It enables the organization to contribute to the development of a country's human capital, through its influence on education policies and systems and training by public training institutions, to better serve business needs.
2) It also enables it to influence employers in regard to the need for them to invest more in training and employee development - which employers should recognize as one key to their competitiveness in the future.
3) It provides an important service to members, especially in industrial relations in respect of which sources of training for employers in developing countries are few.
4) It is an important source of income provided the organization can deliver relevant quality training.
5) It contributes to better human relations at the enterprise level and therefore to better enterprise performance, by matching corporate goals and people management policies.
6) It improves the overall image of the organization and invests it with a degree of professionalism, which can lead to increased membership and influence.
NEED FOR TRAINING
Good communications and consultation are essential for efficient operation in any organization.
Training can help employees better understand the information they are given and can encourage them to play a fuller part in the way the organization conducts its affairs.
Managers have an important role to play in communicating and consulting and good training can enable them to:
i) become more aware of the importance of good communication and consultation practice
ii) understand their roles and responsibilities as communicators
iii) support those who are less outspoken and improve their ability to communicate.
IMPORTANCE OF TRAINING
Optimum Utilization of Human Resources
Development of Human Resources
Development of skills of employees
Human Resource Development (HRD) is a process of developing skills, competencies, knowledge and attitudes of people in an organization.
The people become human resource only when they are competent to perform organizational activities.
Therefore, HRD ensures that the organization has such competent human resource to achieve its desired goals and objectives.
HRD imparts the required knowledge and skill in them through effective arrangement of training and development programs.
HRD is an integral part of Human Resource Management which is more concerned with training and development, career planning and development and the organization development.
The organization has to understand the dynamics of HR and attempt to cope with changing situation in order to deploy its HR effectively and efficiently. And HRD helps to reach this target.
Hence, HRD is a conscious and proactive approach applied by employers which seeks to capacitate employees through training and development to give their maximum to the organization and to fully use their potential to develop themselves.
ROLE OF DEVELOPMENT
To compete in an ever-changing world, businesses must frequently realign themselves. Organizational development is a way to improve a company through this change process. When done effectively, organizational development focuses on the best use of the company's employees.
The human resources department plays a vital role in this development by recruiting highly-skilled people who fit into the culture of the company. The HR department also manages the growth of employees through training and fills employment gaps to help secure a competitive advantage.
1) Strategic Planning
2) Job Analysis and Design
3) Recruitment Skill
IMPORTANCE OF DEVELOPMENT
1) Human resource development develops the skills and knowledge of individual, hence, it helps to provide competent and efficient HR as per the job requirement.
2) HRD helps to grasp the career development opportunities through development of human skills and knowledge.
3) When people in the organization are well oriented and developed, they show higher degree of commitment in actual work place. This inspires them for better performance, which ultimately leads to job satisfaction.
4) HRD facilitates planning, and management of change in an organization. It also manages conflicts through improved labor management relation. It develops organizational health, culture and environment which lead to change management.
5) Trainings and development programs are tools of HRD. They provide opportunity for employee's development by matching training needs with organizational requirement. Moreover, HRD facilitates integrated growth of employees through training and development activities.
6) HRD develops necessary skills and abilities required to perform organizational activities. As a result of which, employees can contribute for better performance in an organization. This leads to greater organizational effectiveness.
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* Chhabra T.N. "Human Resources Management – Concepts and Issues, Fourth Edition", Shampat Rai & Co., Delhi.
* Gupta, C. B. (2004), "Human Resource Management", Sixth Edition, Sultan Chand & Sons, New Delhi.
* Kothari, C. R. (2005), "Research Methodology", Second Edition, New Age International Publishers, New Delhi.