Role of Training

Role of Training

Some Definitions of Training:

• According to Flippo, “Training is the act of increasing the knowledge and skills of an employee for doing a particular job”.

• Training can also be defined as  as “any planned or structured activity or approach designed to help an individual or a group of people to learn as to do things differently or to do different things leading to more effective performance and results”.

Role of Training in Organizations

 Role of Training:

Training is the best way to reach the enterprise goals in minimum time period with maximum efficiency.

1. Training unlike experience can reduce the time required to reach maximum efficiency.

2. Cost of training in much less than the cost of adding experience .

3. The results of experience sometimes can be accidental.

4. The expected results are very much assured in a well conceived and well conducted training program.

5. Its purpose is to achieve a change in the behaviour of those trained and to enable them to do their jobs better.

6. Training makes newly appointed employees fully productive in lesser time.

Identifying Training Needs:

There are three elements of training – purpose, place and time. Training without a purpose is useless because nothing would be achieved out of it. The purpose must be identified carefully and now there are a large number of techniques available for establishing training needs.

Having identified the purpose of a training programme, its place must be determined i.e. whether it has to be on the job or off the job. Place would decide the choice of training method and also affect its effectiveness.

The next element is the time. Training must be provided at the right time. A late training would provide obsolete knowledge, which would be useless for the employees.

 1. Organizational Analysis: – Comprehensive analysis of organizational structure, objectives, culture, processes of decision – making, future objectives and so on. Analysis begins with an understating of short term & long-term goals of the organization.

• Is there  adequate manpower to fulfill organizational objectives?
• Whether the work-force  possess required skill & knowledge?
• Are the employees willing to learn? 

2. Task analysis: Thorough analysis of various components of jobs and how they are performed has to be done. Task analysis would indicate whether tasks have changed over period of time & whether employees have adequate skill in performs their tasks.

3. Man Analysis: The focus is on individual, his skill, abilities, knowledge & attitude. Key Indicators are

• Meeting Deadlines
• Quality of performance
• Work behavior
• Absenteeism