INTRODUCTION:
The term training refers to the
acquisition of knowledge, skills and competencies as result of the teaching of
vocational or practical skills and knowledge that relate to specific useful
competencies.
TRAINING
DEFINITION:
1. Training is a structured
process that provides participants with the knowledge and skills to perform job
tasks and the desire to use them. The “trainer” is the person who performs
those duties.
2. It is a learning process
that involves the acquisition of knowledge, sharpening of skills, concepts,
rules or changing of attitudes and behaviours to enhance the performance of
employees.
3. Training is the process of
acquiring the skills necessary to do job. – Robert N. Lussier
IMPORTANCE
OF TRAINING OBJECTIVES:
Training objectives are one of
the most important parts of training program. While some people think of think
of training objective as a waste of valuable time. But it provides the clear
guidelines and develops the training program in less time because objectives
focus specifically on needs. Thus, Training objective tell the trainee that
what is expected out of him at the end of the training program.
i.e,
1. Trainer
2. Trainee
3. Designer
4. Evaluator
1. TRAINER – The training objective is also beneficial to trainer
because it helps the trainer to measure the progress of trainees and make the
required adjustments.
2. TRAINEE – The training objective is beneficial to the trainee
because it helps in reducing the anxiety of the trainee up to some extent. Not
knowing anything or going to a place which is unknown creates anxiety that can
negatively affect learning. Therefore, it is important to keep the participants
aware of the happenings, rather than keeping it surprise.
3. DESIGNER – The training designer would then look for the training
methods, training equipments, and training content that deal effectively with
customers to increase the sales.
4. EVALUATOR – It becomes easy for the training evaluator to measure the
progress of the trainees because the objective is an important to tool to judge
the performance of participants.
PURPOSE
OF TRAINING:
1. Improve productivity
2. To Improve Quality
3. To improve Organizational Climate
4. To increase Health and Safety
5. Personal Growth
STEP
IN TRAINING PROCESS:
1. DISCOVERING OR IDENTIFYING TRAINING NEEDS: A training program is
designed to assist in providing solutions for specific operational problems or
improve performance of a trainee.
2. GETTING READY FOR THE JOB:
The trainer has to be prepared
for the job. And who needs to be trained – the newcomer or the existing
employee or the supervisory staff.
3. PREPARATION OF THE LEARNER:
- Putting the learner of the
learner at ease
- Stating the importance and
ingredients of the job
- Creating interest
- Placing the learner as close
to his normal working position
- Familiarizing him with the equipment, materials and trade terms.
4. PRESENTATION OF OPERATION AND KNOWLEDGE: The trainer should clearly
tell, show illustrate and question in order to convey the new knowledge and
operations. The trainee should be encourages to ask questions in order to
indicate that he really knows and understands the job.
5. PERFORMANCE TRY OUT: The trainee is asked to go through the job
several times. This gradually builds up his skills, speed and confidence.
6. FOLLOW – UP: This evaluates the effectives of the entire.
SOME
OF THE IMPORTANT ROLE OF TRAINING:
Training plays an important
role in the organization, which can be understood from the following points
given below:
1. INCREASE IN EFFICIENCY/ PRODUCTIVITY:
Training brings about increase
in quality and quality of goods produced resulting in high productivity.
2. HEIGHTENED MORALE:
Training results in increased
morale of employees because of reduction in dissatisfaction at work, reduced
complaints and reduced absenteeism, and increased interest in work during the
post – training period. Heightened morale results in increased loyalty to the
organization.
3. BETTER INDUSTRIAL RELATIONS:
Training provides a platform
for maintaining smooth industrial relations. Employees develop a feeling that
organization is talking care and interest in them through training programs.
4. REDUCED SUPERVISION AND DIRECTION:
A trained employee knows what job he has to do
and how to do that job and requires no guidance and supervision. Supervision
can devote their time to solve more important problems rather than
concentrating on constant and regular supervision.
5. INCREASING ORGANIZATIONAL STABILITY AND FLEXIBILITY: Training
provides opportunities for the employees to learn and acquire skills to work in
several departments in an organization. Training also results in low rate of
labour turnover which means high organizational stability.
6. TECHNICAL ADVANCES:
The technological is changing
so fast that, if a company wants to stay in the competition it must develop the
technical knowledge of its employees through continuous training.
7. ORGANIZATIONAL COMPLEXITY:
With the emergence of
automation and mechanization, manufacturing of multiple products and by –
products, etc., skills of co-ordination, integration and adaptabilities to the
requirements of growth and expansions.
8. STANDARDIZATION:
The methods of production are
standardized through training. By using standardized methods, the quality of
output would be increased.
9. FUTURE MAN POWER NEEDS:
Through proper training
employees become eligible for promotion handling more responsibility.
10. REDUCED ACCIDENTS AT WORKPLACE:
Proper training and development
programs ensure safety in handling the organization’s resources which results
in reduction in the accident rates.
11. REDUCED LEARNING TIME:
A Trained work consumes a lot
of time to learn the methods, technique of doing the work. Skilled and trained
employees reach the acceptable level of performance within no time. Therefore,
training results in reduced leaning time.
12. CONFIDENCE:
Training creates a feeling of
confidence in the minds of workers. It gives safety and security to then at the
workplace.
13. NEW SKILLS:
Training develops skills which
serve as a valuable personal asset of a worker. It remains permanently with the
worker himself.
14. PROMOTION:
Training provides opportunity
for quick promotion and self development.
15. BETTER
MANAGEMENT:
A manager can make use of
training to manage in a better way. To him, training the employees can assist
improve his planning, organizing, directing, and controlling.
Hence,
Training is a sub-system of the
organization because the departments such as, marketing & sales, HR,
production, finance, etc. depends on training for its survival. Training is a
transforming process that requires some input and in turn it provides output in
the form of knowledge, skills, and
attitude (KSAs).
So, training involves changing skills, knowledge,
Attitudes, or behavior. This may means changing what employee know, how they
work, or their attitudes towards their jobs, coworkers, managers and the
organization.
Hence KNOWLEDGE, SKILLS AND ABILITIES (KSA’S) are characteristics that enable an employee/worker to accomplish the activities that need to be performed in his/her job. It is a measure of how well a candidate is suited for the job that he/she holds presently.
Hence KNOWLEDGE, SKILLS AND ABILITIES (KSA’S) are characteristics that enable an employee/worker to accomplish the activities that need to be performed in his/her job. It is a measure of how well a candidate is suited for the job that he/she holds presently.
The three components of the
same are:
Knowledge – What all and how
well the candidate knows the necessary information about the job
Skill – It is the ability to
perform a task without conscious monitoring
Abilities – It is the attitude
towards learning and perception about ability to perform & deliver
SOME
OF THE IMPORTANT CHARACTERISTICS OF GOOD TRAINERS:
Before going through
characteristics of trainers. At first let us discuss about trainer (who is the
trainer?).
TRAINER:
The trainer or facilitator is
an important person in the learning process. The knowledge, skill, trait, self
concept and motive that he brings with him to the learning environment can make
or break the success of learning. Even in a self study learning approach, the
trainer/facilitator plays a role in the way he was developed the learning
material. Therefore, trainers should be selected scientifically, trained
appropriately, motivated enough with proper service conditions and provided
with development opportunities and feedback to improve their capabilities
continuously.
Successful trainers involve the trainee’s
right from the beginning to evolve the lesson plan, identify learning methodology,
and benchmark best practices. They teach in the ways appropriate for the
trainees rather than those appropriate for themselves. They own responsibility
for the learning of their disciples.
CONCLUSION:
Trainers are an important part
of any company because they are directly responsible for the future growth and
performance of their organization.
CHARACTERISTICS
OF GOOD TRAINERS:
1. CHARACTER:
Training as a career choice is
different from all other professions. You need to have a passion towards
training your disciples to success especially since you, as a trainer, would be
responsible for several young enthusiasts’ career.
2. UNDERSTANDING OF THE SUBJECT:
Comprehensive understanding of
the subject or skills that is important for a trainer to have is a thorough
grasp of his subject. Willingness to grow and update your professional
development
3. GOOD COMMUNICATIONS SKILLS:
To have the necessary
qualifications and expertise of a subject and another to be able to communicate
your knowledge to an audience effectively! Some trainers lose the respect and
interest of their audience despite their superior knowledge of the subject
because they lack the confidence and the communication skills to connect with
their students.
4. CONTACT:
The trainer must be capable
enough to address the needs of every individual participant in his class. Every individual is different, as far as
intelligence is concerned, so the trainer needs to ensure that everyone is
progressing at the same pace and nobody gets left behind.
5. CLARITY:
A good trainer is one who is
able to make his subject as simple and interesting as possible. There should be no element of ambiguity. If
the topic under discussion is challenging and the trainer try to go slow and be
patient enough to repeat himself as many times as needed.
6. CHARISMA:
Being charismatic and dynamic
will dramatically improve the trainer's acceptability and likeability amongst
his audience. They then won’t have to make an effort to listen but will listen
despite themselves, and will keep up with everything that’s being taught to
them.
POWER
FOR TRAINERS:
MEANING: Power
a trainer can achieve has nothing to do with manipulating people so that they
will do what one wants them do what one wants them to do. The power to
influence is more subtle and ultimately more powerful. The training enterprise
can truly make a difference as it helps to move a company toward its stated
mission and goals.
TYPES
OF TRAINER POWER:
1. Power position
2. Expertise Power
3. Environmental Power
4. Personal Power
5. Relational Power
6. Power Centering
1. POWER POSITION:
The trainer who is placed in
charge of a group of learners automatically has power and authority.
2. EXPERTISE POWER:
The trainer, who has been given
responsibility for a program of training, should have a good knowledge of the
subject and be an expert in the techniques of training.
3. ENVIRONMENTAL POWER:
The trainer has considerable
power, again at least in the early stages of a program, to control the
environment for the learners. The place, time, etc., has been determined by the
trainer who also has power over such aspects as the timing of events and the
duration of the training program.
4. PERSONAL POWER:
It is often described as
“charisma”, but this may be a dangerous assumption. Even charisma can wear thin
and more mere mortals are advised to concentrate on knowledge, technical
skills, and feeling for people to maintain their position in the group.
5. RELATIONAL POWER:
This power depends on the
relationship that trainer’s build-up between themselves and learners, and which
often needs to be fostered in out-of-training hours. It can so easily be
misunderstood by both the trainer and the learner.
6. POWER CENTERING:
It combines the power preferences of the
trainer and the need of the methods employed in the training event and
represents an important area in training and development program
decision-making. The range of approaches demonstrates the increasing risk to
the trainer where there is an increased sharing of responsibility with the
learners.
ROLE
OF TRAINER:
The effective transfer of
training depends a lot on the trainer because it is the trainer only who can
remove the mental block of trainee, motivate the trainee to learn, delete the
negative perception of the trainee regarding the training. Besides all that, a
lot depends on personality of trainer also.
THE
MAJOR COMPETENCIES THAT ARE REQUIRED TO BE PRESENT IN A TRAINER IS:
a. Presentation Skills
b. Business Skills i.e.
budgeting, time management, negotiation, etc.
c. Content Development i.e.
material production, graphics, layouts, etc
d. Self development i.e.
interpersonal skills, good listening skills, flexible, accepting the share of
accountability, etc
TRAINER’S
SKILLS:
The skills that need to be
present in a trainer are:
1. Training Design
2. Evaluating the training
program
3. Training need analysis
4. Worksheet design
5. Exercises design
TRAINERS
STYLE:
Each trainers has unique style,
some trainers have preference for directing the learning activities; others are
more comfortable in helping trainees to share and interpret the reactions to a
training event, some trainers are proficient at helping the trainees to
generalize concepts and some trainers adopt the style imparting trainees to apply
how to use the learning in their own situations. The generic styles are as
follows:
1. INSTRUCTOR: He adopts a directing style during the learning
activity. He is most comfortable in talking charge of the training activity.
The instructor trainer is well – being relies on lecture method giving examples
and controlling trainees’ participation. The trainer concentrates on one thing
at a time.
2. EXPLORER: He is adept at
helping trainees to share and interpret the reactions to a learning activity.
This style of trainer is open, good listener, encourages free expressions and ensures
that everyone participates.
3. THINKER: He is most comfortable in helping the trainees to
generalize concepts. They help the trainees to categorize, organize, and integrate
theories, principles, and concepts. This style focuses on ideas rather than
feelings. They are more conceptual and objective.
4. GUIDE: This style of the trainer helps the trainees to apply the
learning in their own situations. They impact training through activates,
Problem-solving exercise, discussion, etc. Practical application is encouraged
by them. The trainer acts as a facilitator to translate theory into practice.
They emphasize more on applications oriented solutions to real-life problems
and encourage active participation.
CONCLUSION:
Training and development programs
may be conducted by several people, including the following:
1. Immediate supervisors,
2. Co-workers,
3. Members of the personnel
staff,
4. Specialists in other parts
of the company,
5. Outside consultants,
6. Industry associations, and
7. Faculty members at universities.
Which of these people are
selected to teach, often depends on where the program is held and the skill
that is being thought.
SOURCES:
Master of Business Administration (MBA) Note
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