Sunday, July 13, 2014

EXPLAIN ABOUT TRAINER AND TRAINING? – By MaddaliSwetha





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.
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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