HUMAN RESOURCE MANAGEMENT, SY BBA (Sem 4), VNSGU, Surat
UNIT 3
TRAINING & CAREER PLANNING
TOPICS TO STUDY
1. Definition & Meaning of Training
2. Need for Training
3. Systematic approach to training
4. Training Methods
5. Concept of Management Development
6. Methods of Management Development
7. Performance Management System – Concept
8. Uses of Performance Appraisal
9. Performance management methods
10. Factors that distort appraisal
11. Appraisal Interview
12. Career Anchor
13. Career Life stages
TRAINING – Definition & Meaning
Definition of Training:
According to Edwin Flippo, ‘training is the act of increasing the skills of an employee for doing a
particular job’.
Meaning:
Training is a basic concept in human resource development. It is concerned with developing
a particular skill to a desired level. It is given by instruction and practice.
Training can help an employee to do the job correctly, effectively and efficiently. It
increases the knowledge and skills of an employee for doing a particular job.
NEED FOR TRAINING
Every organization should provide training to all the employees irrespective of their qualifications
and skills. The need for training arises because of following reasons:
1. Environmental changes:
Mechanization, computerization, and automation have resulted in many changes in the organisation
and jobs. This requires trained staff possessing enough skills. The organization should train the
employees make them learn the latest technology and acquire latest knowledge. For example, it is
1
now necessary for every employee to learn computer skills in order to perform his job well.
Page
Dr. Zakir Patel, Prof, Naran Lala College of Commerce & Management, Navsari
, HUMAN RESOURCE MANAGEMENT, SY BBA (Sem 4), VNSGU, Surat
2. Organizational complexity:
With modern inventions, technological upgradation, and diversification most of the organizations
have become very complex. This has increased the problems of coordination. So, in order to cope
up with the complexities, training has become compulsory for every employee in an organisation.
3. Human relations:
Every management has to maintain very good human relations, and this has made training as one of
the basic conditions to deal with human problems. Management must be trained to develop and
maintain human relations with the human resources of an organisation.
4. To match employee specifications with the job requirements and organizational needs:
An employee’s specification may not exactly suit to the requirements of the job and the
organization even though it has past experience and skills. There is always a gap between an
employee’s present specifications and the organization’s requirements. For filling this gap training
is required.
5. Change in the job assignment:
Training is also necessary when the existing employee is promoted to the higher level or transferred
to another department. Training is also required to equip the old employees with new techniques
and technologies.
6. New employees:
Training becomes necessary when employees are new to the organisation. Freshers do not have any
corporate experience. Our education system is not job-oriented. As a result, new and fresh
employees need to be trained in order to make him employable in the organisation.
7. Employee promotion:
Existing employees require refresher training. This is necessary so that they become familiar with
new and latest developments in their fields. Training helps the existing employees in
understanding the developments in their area of expertise.
8. Transfer of employees:
Training is necessary when a person moves from one job to another (transfer). After training the
employee can change job quickly, improve his performance levels and achieve career goals
comfortably
9. Higher Productivity:
It is important to increase the productivity of employees so that the cost of production can be
decreased. This helps in fighting against the competition. Hence, training is necessary for
improving productivity of employees.
10. Quality improvement
Nowadays customers are more and more quality conscious. It is important that employees focus
on quality of their work. Training is necessary to make employees learn the importance and of
quality and improve their work accordingly.
11. Employee management:
Training creates a feeling of confidence in the minds of the employees. It gives them security at
the workplace. Because of this, the rate of turnover and absenteeism decreases. Less absenteeism
2
and turnover of employees results into better growth of organisation.
Page
Dr. Zakir Patel, Prof, Naran Lala College of Commerce & Management, Navsari
, HUMAN RESOURCE MANAGEMENT, SY BBA (Sem 4), VNSGU, Surat
SYSTEMATIC APPROACH TO TRAINING
Meaning:
A systematic approach to training is an in-depth training programme which involves the systematic
development of various competencies, knowledge, skills and attitude required by the employees at
work.
Process:
Following is the procedure for systematic approach to training;
1. Understanding Organization’s Aims and Objectives
In a systematic approach to training, first of all, it is important to understand the aims and
objectives of the organisation. After that, proper strategies must be developed which will
help in achieving those pre-determined aims and objectives.
In other words, the first stage of a systematic approach to training begins with the
determination of a blueprint or a training & development roadmap / plan.
2. Assessing/Analysing Training Needs
Training Needs Assessment involves assessment of the gap between the desired level of
competencies and existing competencies required for handling a job.
Training Needs Analysis aims at assessing the variance between what an employee should
be doing at work and what he or she is capable of doing.
3. Determining the Aims and Objectives the Learning & Development Programme
Now, it is important to determine aims and objectives of the training programme for
conducting in-depth training programme.
It details what the trainees will be able to learn at the end of the training programme and
how they will be able to apply the learning at work.
If training objectives are specified well in advance during the planning stage, then it will
improve the effectiveness of the training programmes and maximize the return on
3
investment.
Page
Dr. Zakir Patel, Prof, Naran Lala College of Commerce & Management, Navsari
, HUMAN RESOURCE MANAGEMENT, SY BBA (Sem 4), VNSGU, Surat
4. Training Strategy Design
The Training Strategy Design stage is a very important stage of the Systematic Framework
of Training & Development process.
During this stage, the various possible alternatives are compared for getting the optimum
benefits from a training & development programme.
It includes analysis of the different parameters such as designing course content framework,
deciding upon the training methodologies (Experiential or Classroom exercises),
Preparation of the Preview Learning Materials for the trainees and identifying the critical
learning pointers for the trainees at the end of the training programme.
5. Implementation of the Training Strategy
During the training implementation stage, the trainer gives maximum importance to the
selection of the right training methodology for maximizing the learning experience and
providing value with the help of the training programme.
The different methods of training are on the job methods, off the job methods, practical
training, case studies etc.
Implementation means the training is put into practice.
6. Evaluating the quality and effectiveness of the Training
One of the most important stages of the Systematic Approach to Training is the evaluation
of the effectiveness of the training programme.
After evaluating the training programme’s effectiveness, necessary corrective actions can
be taken to remove the defects of the training programme implemented.
TRAINING METHODS
There are two methods through which managers can improve their knowledge and skills.
One is through formal training and other is through on the job experiences. On the job
training is very important since real learning takes place only when one practices what they
have studied.
But it is also equally important in gaining knowledge through classroom learning. Learning
becomes fruitful only when theory is combined with practice. Therefore on the job methods
can be balanced with classroom training methods (off-the-job methods).
I. ON-THE-JOB TRAINING (OJT) METHODS:
(1) Orientation or Induction Training:
It is meant for the newly-selected employees. Its objective is to adapt them to the
specialized job requirements and work methods of the enterprise.
Thus, the new employee is given a description of his job. At the same time, he is provided
with a set of policies, rules and procedures which will affect his performance. He is also told
about his immediate superior and the subordinates who will work under him—the person
from whom he will take orders and those to whom he will give orders.
In many organizations, there is a formal orientation program for new employees. It helps
them to adjust to their work environment. This includes taking new employees round the
offices or plants of the organization, giving lectures, and showing them films which
familiarize them with the history, growth and achievements of the organization. Also, they
are informed about the HR policies of the Company and the benefit schemes for employees.
4
Many small and medium-size organizations provide orientation training by attaching the
Page
new employees with a senior employee who teaches him techniques of performing the job.
Dr. Zakir Patel, Prof, Naran Lala College of Commerce & Management, Navsari
UNIT 3
TRAINING & CAREER PLANNING
TOPICS TO STUDY
1. Definition & Meaning of Training
2. Need for Training
3. Systematic approach to training
4. Training Methods
5. Concept of Management Development
6. Methods of Management Development
7. Performance Management System – Concept
8. Uses of Performance Appraisal
9. Performance management methods
10. Factors that distort appraisal
11. Appraisal Interview
12. Career Anchor
13. Career Life stages
TRAINING – Definition & Meaning
Definition of Training:
According to Edwin Flippo, ‘training is the act of increasing the skills of an employee for doing a
particular job’.
Meaning:
Training is a basic concept in human resource development. It is concerned with developing
a particular skill to a desired level. It is given by instruction and practice.
Training can help an employee to do the job correctly, effectively and efficiently. It
increases the knowledge and skills of an employee for doing a particular job.
NEED FOR TRAINING
Every organization should provide training to all the employees irrespective of their qualifications
and skills. The need for training arises because of following reasons:
1. Environmental changes:
Mechanization, computerization, and automation have resulted in many changes in the organisation
and jobs. This requires trained staff possessing enough skills. The organization should train the
employees make them learn the latest technology and acquire latest knowledge. For example, it is
1
now necessary for every employee to learn computer skills in order to perform his job well.
Page
Dr. Zakir Patel, Prof, Naran Lala College of Commerce & Management, Navsari
, HUMAN RESOURCE MANAGEMENT, SY BBA (Sem 4), VNSGU, Surat
2. Organizational complexity:
With modern inventions, technological upgradation, and diversification most of the organizations
have become very complex. This has increased the problems of coordination. So, in order to cope
up with the complexities, training has become compulsory for every employee in an organisation.
3. Human relations:
Every management has to maintain very good human relations, and this has made training as one of
the basic conditions to deal with human problems. Management must be trained to develop and
maintain human relations with the human resources of an organisation.
4. To match employee specifications with the job requirements and organizational needs:
An employee’s specification may not exactly suit to the requirements of the job and the
organization even though it has past experience and skills. There is always a gap between an
employee’s present specifications and the organization’s requirements. For filling this gap training
is required.
5. Change in the job assignment:
Training is also necessary when the existing employee is promoted to the higher level or transferred
to another department. Training is also required to equip the old employees with new techniques
and technologies.
6. New employees:
Training becomes necessary when employees are new to the organisation. Freshers do not have any
corporate experience. Our education system is not job-oriented. As a result, new and fresh
employees need to be trained in order to make him employable in the organisation.
7. Employee promotion:
Existing employees require refresher training. This is necessary so that they become familiar with
new and latest developments in their fields. Training helps the existing employees in
understanding the developments in their area of expertise.
8. Transfer of employees:
Training is necessary when a person moves from one job to another (transfer). After training the
employee can change job quickly, improve his performance levels and achieve career goals
comfortably
9. Higher Productivity:
It is important to increase the productivity of employees so that the cost of production can be
decreased. This helps in fighting against the competition. Hence, training is necessary for
improving productivity of employees.
10. Quality improvement
Nowadays customers are more and more quality conscious. It is important that employees focus
on quality of their work. Training is necessary to make employees learn the importance and of
quality and improve their work accordingly.
11. Employee management:
Training creates a feeling of confidence in the minds of the employees. It gives them security at
the workplace. Because of this, the rate of turnover and absenteeism decreases. Less absenteeism
2
and turnover of employees results into better growth of organisation.
Page
Dr. Zakir Patel, Prof, Naran Lala College of Commerce & Management, Navsari
, HUMAN RESOURCE MANAGEMENT, SY BBA (Sem 4), VNSGU, Surat
SYSTEMATIC APPROACH TO TRAINING
Meaning:
A systematic approach to training is an in-depth training programme which involves the systematic
development of various competencies, knowledge, skills and attitude required by the employees at
work.
Process:
Following is the procedure for systematic approach to training;
1. Understanding Organization’s Aims and Objectives
In a systematic approach to training, first of all, it is important to understand the aims and
objectives of the organisation. After that, proper strategies must be developed which will
help in achieving those pre-determined aims and objectives.
In other words, the first stage of a systematic approach to training begins with the
determination of a blueprint or a training & development roadmap / plan.
2. Assessing/Analysing Training Needs
Training Needs Assessment involves assessment of the gap between the desired level of
competencies and existing competencies required for handling a job.
Training Needs Analysis aims at assessing the variance between what an employee should
be doing at work and what he or she is capable of doing.
3. Determining the Aims and Objectives the Learning & Development Programme
Now, it is important to determine aims and objectives of the training programme for
conducting in-depth training programme.
It details what the trainees will be able to learn at the end of the training programme and
how they will be able to apply the learning at work.
If training objectives are specified well in advance during the planning stage, then it will
improve the effectiveness of the training programmes and maximize the return on
3
investment.
Page
Dr. Zakir Patel, Prof, Naran Lala College of Commerce & Management, Navsari
, HUMAN RESOURCE MANAGEMENT, SY BBA (Sem 4), VNSGU, Surat
4. Training Strategy Design
The Training Strategy Design stage is a very important stage of the Systematic Framework
of Training & Development process.
During this stage, the various possible alternatives are compared for getting the optimum
benefits from a training & development programme.
It includes analysis of the different parameters such as designing course content framework,
deciding upon the training methodologies (Experiential or Classroom exercises),
Preparation of the Preview Learning Materials for the trainees and identifying the critical
learning pointers for the trainees at the end of the training programme.
5. Implementation of the Training Strategy
During the training implementation stage, the trainer gives maximum importance to the
selection of the right training methodology for maximizing the learning experience and
providing value with the help of the training programme.
The different methods of training are on the job methods, off the job methods, practical
training, case studies etc.
Implementation means the training is put into practice.
6. Evaluating the quality and effectiveness of the Training
One of the most important stages of the Systematic Approach to Training is the evaluation
of the effectiveness of the training programme.
After evaluating the training programme’s effectiveness, necessary corrective actions can
be taken to remove the defects of the training programme implemented.
TRAINING METHODS
There are two methods through which managers can improve their knowledge and skills.
One is through formal training and other is through on the job experiences. On the job
training is very important since real learning takes place only when one practices what they
have studied.
But it is also equally important in gaining knowledge through classroom learning. Learning
becomes fruitful only when theory is combined with practice. Therefore on the job methods
can be balanced with classroom training methods (off-the-job methods).
I. ON-THE-JOB TRAINING (OJT) METHODS:
(1) Orientation or Induction Training:
It is meant for the newly-selected employees. Its objective is to adapt them to the
specialized job requirements and work methods of the enterprise.
Thus, the new employee is given a description of his job. At the same time, he is provided
with a set of policies, rules and procedures which will affect his performance. He is also told
about his immediate superior and the subordinates who will work under him—the person
from whom he will take orders and those to whom he will give orders.
In many organizations, there is a formal orientation program for new employees. It helps
them to adjust to their work environment. This includes taking new employees round the
offices or plants of the organization, giving lectures, and showing them films which
familiarize them with the history, growth and achievements of the organization. Also, they
are informed about the HR policies of the Company and the benefit schemes for employees.
4
Many small and medium-size organizations provide orientation training by attaching the
Page
new employees with a senior employee who teaches him techniques of performing the job.
Dr. Zakir Patel, Prof, Naran Lala College of Commerce & Management, Navsari
