NEED FOR TRAINING AND DEVELOPMENT

NEED FOR TRAINING AND DEVELOPMENT

INTRODUCTION-
In modern times, business environments are fast changing. Fast changing technology and radical economic reforms have led to the emergence of new opportunities and threats for business organisation and their employees. The survival and success of business organisation depends upon its level of preparation to deal with emerging scenario.

By constantly training and development its workforce from shop floor operations to senior managers so as to upgrade the knowledge and skills .By enhancing employees skills and knowledge level, a company also develops loyalty updating and commitment among them. To gain these returns, companies must be prepared to invest heavily in training.
In this present competitive and globalize economic environments, Successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training, supervisors managers and executives also need to be developed in order to enable them to grow and
acquire maturity of thought and action. Training and development constitute an ongoing process in any organisation.
In simple term training and development refer to the imparting of specific skills, abilities and knowledge to an employees. It is an attempt to improve current and future employees performance by increasing an employee‘s ability to perform through learning. Usually by changing the employees attitude or increasing the skills and knowledge. The need for training and development is determined by the employee‘s performance deficiency.

PRINCIPLES OF LEARNING-
Training by trail and error results in wastage of time, efforts and resources. Since training is a form of education some of the principles that emerge from learning theory can be logically applied to training. Learning is the human process by which Skills, knowledge, habits and attitudes are acquired and utilised in such a way that behavior is modified.
The following Principles of learning should be satisfied by a good training program:-
1. Practice- Employees learn more fast when theory and practice go hand in hand. Employees under training should be given an opportunity to participate in actual work performance.
2. Active Process- the individual learn better when more of his senses are utilised in the efforts and he become more involved in the process of learning.
3. Guidance- Learning is more efficient if it is not by trail and error but by guiendence from expert. Guidance can speed the learning process and provide feedback as well.
4. Trainee Readiness- People who are not ready to learn will not learn. Consequently an effective training program must comprise individuals
who are ready to learn the skill at hand. Determining trainee readiness involves examining certain important issues.
5. Motivation- Trainee must be motivated to improve his skills or knowledge by increased compensation, promotion, Recognition etc.
6. Relevance- Most trainees quickly develop perception about whether training is relevant. If trainee perceives that the instruction will actually help them on the job, they are much more likely to be receptive to the training. If they do not perceive they are more likely to demonstrate active or passive resistance in the training.
7. Reinforcement-Reinforcement is another critical principles of learning. It involves the process of providing financial rewards or non-financial incentives such as praise or recognition. Reinforcement can often encourage trainees to become more interested and involved in the training.
8. Standard of performance- standard of performance must be set for the learner. The standard provide goals and give a feeling of accomplishment when the employees achieve them.
9. Feedback-In order to understand the potentialities and limits of improvement of an employees the progress of his training must be received from time to time. Such feedback will be a valuable aid in adjusting training to the needs of the individual workers.
Any training and development program must contain inputs, which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into the distant future. The inputs in Training and developments are as follows :-
SKILLS- A worker needs skills to operate machine and use other equipments with least damage and scrape. This is a basic skill without which the employees
will not be able to function. Employees, particularly supervisors and executives need interpersonal skills popularly known as the people skills. Interpersonal skills are needed to understand one and others better, and act accordingly. Interpersonal skills include Listing, persuading and showing an understanding of others feelings.
EDUCATION:- The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgments. Any training and development program must contain an elements of education is well understood by HR specialist.
DEVELOPMENT:-Development is an another components of training and development which is less skill oriented but stresses on knowledge. Knowledge about business environment, management principles and techniques, human relation specific industry analysis is useful for better management of a company.

The managements of any organisation expects the following from its managers when they are deputed to attend any training and development program:-
1. How do we make our managers self-starters? How do we imbibe them with a sense of commitment and motivation so that they become self-generating?
2. How do we make them subordinate their parochial, functional loyalties to the interests of the organisation as a whole?
3. How do we make them result-oriented? How do we help them see and internalize the difference between activity and results, and between efficiency and effectiveness?
4. How do we make them sensitive to the environment in which they function, both at the workplace and outside?
5. How do we make them aware of themselves- their potential and their limitations? How do we help them see themselves as others see them and accept this self-image as a prelude to change?
6. How do we teach them to communicate without filters, to see and feel points of view different from their own?
7. How do we help them understand power and thereby develop leadership styles which inspire and motivate others?
8. How do we instill a zest for excellence, a divine discontent, a nagging dissatisfaction with the status quo?
Companies derive competitive advantage from training and development. Training and development programme, as was pointed out earlier, help remove performance deficiencies in employees. This is particularly true when-(i) the deficiency is caused by a lack of ability rather than a lack of motivation to perform, (ii)the individual(s) involved have the aptitude and motivation need to learn to do the job better, and (iii) supervisors and pe4ers are supportive of the desired behaviors.
There is greater stability, flexibility, and capacity for growth in an organisation. Training contributes to employee stability in at least two ways. Employees become efficient after undergoing training. Efficient employees contribute to the growth of the organisation. Growth renders stability to the workforce. Further, trained employees tend to stay with the organisation. They seldom leave the company. Training makes the employees versatile in operations. All rounder can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits from year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise?
Accidents, scrap and damage to machinery and equipment can be avoided or minimised through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well.
Future needs of employees will be met through training and development programme. Organizations take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future.