VALORES ASIGNADOS A LAS CIRCUNSTANCIAS EN LA MATRIZ DE DESVENTAJAS.

less of supervision. Thus, there will be less wastage of time and efforts.

3. Fewer Accidents- Errors are likely to occur if the employees lack knowledge and skills required for doing a particular job. The more trained an employee is, the less are the chances of committing accidents in job and the more proficient the employee becomes.

4. Chances of Promotion- Employees acquire skills and efficiency during training. They become more eligible for promotion. They become an asset for the organization.

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5. Increased Productivity- Training improves efficiency and productivity of employees. Well trained employees show both quantity and quality performance. There is less wastage of time, money and resources if employees are properly trained.

Types of Employee Training

Some commentator use a similar term for workplace learning to improve performance:

“training and development”. One can generally categorize such training as on-the-job or off-the-job:

• On-the-job training takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use when fully trained. On-the-job training has a general reputation as most effective for vocational work.

• Off-the-job training takes place away from normal work situations — implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training has the advantage that it allows people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective in inculcating concepts and ideas.

The most frequently used method in smaller organizations that is on the job training. This method of training uses more knowledgeable, experienced and skilled employees, such as mangers, supervisors to give training to less knowledgeable, skilled, and experienced employees.

OJT can be delivered at the work place in informal manner and is characterized by following points:

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1. It is done on ad-hoc manner with no formal procedure, or content

2. At the start of training, or during the training, no specific goals or objectives are developed

3. Trainers usually have no formal qualification or training experience for training 4. Training is not carefully planned or prepared

5. The trainer are selected on the basis of technical expertise or area knowledge

Formal On-the-job Training programs are quite different from informal On-the-job Training.

These programs are carried out by identifying the employees who are having superior technical knowledge and can effectively use one-to-one interaction technique. The procedure of formal on the job training program is:

1. The participant observes a more experienced, knowledgeable, and skilled trainer (employee) 2. The method, process, and techniques are well discussed before, during and after trainer has explained about performing the tasks

3. When the trainee is prepared, the trainee starts performing on the work place 4. The trainer provides continuing direction of work and feedback

5. The trainee is given more and more work so that he accomplishes the job flawlessly

SELF ASSESSMENT TEST

Distinguish between training and development.

Advantages of On the Job Training Methods

On the job training method has the following advantages that can be considered:

1. Generally most cost-effective

75 2. Employees are actually productive 3. Opportunity to learn whilst doing the job 4. Training alongside real colleagues.

5. Training can be delivered on time and at the optimum time.

6. The trainee will have the good opportunities to practice and implement.

7. The trainee will have feedbacks.

8. Trainee builds confidence by working with own speed and productivity.

4.0 CONCLUSION

Training is a process of learning a sequence of programmed behaviour. It is the application of knowledge that gives people an awareness of rules and procedures to guide their behaviour. It helps in bringing about positive change in the knowledge, skills and attitudes of employees.

For any organization to achieve optimum performance, training of the workforce should taken seriousely.

5.0 SUMMARY

The unit begins with an introduction of the concept and explains the importance of training. It explains the difference between training and development. The need and importance of training, and the benefits of training to the individual and the organization.

6.0 TUTOR MARKED ASSIGNMENTS

1. Explain the term training and the need of training for organizations.

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2. Explain various On the job and off the job training methods in detail.

7.0 REFERENCES/FURTHER READING

Aswathappa K.(2009) “Human Resource and Personnel Management” – Text and Cases, Tata McGraw Hill Publishing Company Ltd., New Delhi.

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.

Dessler, G. (2000); ‘Human Resource Management’; Prentice Hall, New York.

Grundy, T., & Brown, L. (2003); ‘Value-based Human Resource Strategy; Elsevier, Boston.

Mabey, C., & Salaman, G. (2000); ‘Strategically Managing Human Resources’; Infinity Books, New Delhi.

Rao, V.S.P. (2001); ‘Managing Human Resources- Text and Cases, Excel Books, New Delhi.

Thite, M. (2004); Managing People in the New Economy, Sage Publications, New Delhi.

77 MODULE 2

Unit 1 Employee Appraisal I Unit 1 Employee Appraisal II

Unit 2 Employee movement IN and OUT of the Organization I Unit 3 Employee movement IN and OUT of the Organization II Unit 4 Employee movement IN and OUT of the Organization III Unit 5 Motivation and Integration of Employee