Benefits of Training to Employees Why training is needed for an Employee? Increases Confidence Training creates a feeling of confidence in the minds of employees, who feel comfortable while handling newer challenges. It gives a feeling of safety and security to them at the work place. New Skills Training develops skills, which serves as a valuable personal asset of a worker. It remains permanently with the worker himself. Career advancement The managers can develop their skills to take up higher challenges and work in newer job dimensions. Such an exercise leads to the career development of the employees, who can move up the corporate hierarchy faster. Higher Earnings Higher earnings are a consequence of career development. A highly trained employee can command high salary in the job market and feel more contended. Resilience to change In the fast changing times of today, training develops adaptability among workers. The employees feel motivated to work under newer circumstances and they do not feel threatened or resist any change. Such adaptability is essential for survival and growth of an organization in the present times. Increased Safety Trained workers handle the machines safely. They also know the use of various safely devices in the factory, thus, they are less prone to accidents.   Use these popular and handy HR Quotes in your Blogs, Books, Journals, Presentations, Tweets, Facebook posts, Pinterest boards and Instagram posts. EVALUATION PHASE Training Evaluation Once you’ve implemented a training program based on careful needs analysis, how can you be sure that your training translates into real performance improvements?  Evaluation can be used to determine whether the training program achieves its objectives. Evaluation can also assess the value of training, identify improvement areas, and identify unnecessary training that can be eliminated. Need for Evaluation Many training professionals agree that evaluation is important to successful training, but few conduct complete and thorough evaluations. Evaluation can seem anti-climatic to the excitement and creativity of creating a new course. Don Kirkpatrick’s 4 Levels of Evaluation One of the most widely used model for evaluating training programs is one that was proposed in 1959 by Donald L. Kirkpatrick. The model maintains that there are four levels to meas ure the quality or effectiveness of a training course. Don Kirkpatrick’s 4 levels of evaluation is the basis of discussion on evaluation of the effectiveness of training programs.  Level 1 measures the learner’s reaction to the training program. Level 2 measures learning that has occurred. Level 3 measures changes in behavior on the job as a result of the training program. Level 4 measures the results of the training program as it affects the company’s bottom line. Each level has its advantages and disadvantages. It is important to plan the evaluation process, as the training is being planning. It is important to consider all levels at the outset, even though only one or two levels may be used ultimately. http://www.kirkpatrickpartners.com/OurPhilosophy/TheNewWorldKirkpatrickModel/tabid/303/Default.aspx   Design of a Training Programme Some of the typical steps in designing a training programme are: Identification of training needs. Setting training objectives. Organizational set-up for training. Training operations. Evaluation of...

Objectives of Training The objectives of training is different according to the employees belonging to different levels of organization. The objectives depend on the nature of the organization where training has to be provided, the skills desired and the current skill levels.     1. To increase the knowledge of employees or workers in doing specific jobs. 2. To scientifically and systematically impart new skills to the human resources so that they learn quickly. 3. To bring about change in the attitudes of the workers towards fellow workers, supervisor and the organization. 4. To improve the overall performance of the organization. 5. To make the employees handle materials, machines and equipment efficiently and thus to avoid wastage of time and resources. 6. To reduce the number of accidents by providing safety training to employees. 7. To prepare employees for higher jobs by developing advanced skills in them. 8. The basic objective of training however is to establish a match between man and his job. 9. The training is designed to improve knowledge, skills and attitude and thus equip the individual to be more effective in his present job or prepare him for future assignments. From the point of view of an organization individual growth is a means to organized effectiveness.   The objectives of training can be summarized as follows: – 1. Induction : – Training constitutes a significant entry into the company’s way of life. Organizations have to provide induction training to all employees entering the organization to let them know, 1. What is company’s culture? 2. How does structure function? 3. What are policies & rules of organization? 4. What are designs of freedom or limits of behavior?  2.Updating :-A significant objectives of training is to prevent the Obsolescence of the employees by updating their skills & knowledge.  3.Preparing for future Assignments. 4.Improvement in Performance: Training will be an important aid to managers for developing themselves as well as their subordinates. It is not a substitute for development on the job, which comes from doing, experiencing, observing, giving and receiving feedback and coaching. Training can bring about an improvement in a person’s: Knowledge Skills Attitude, there by raising his potential to perform better on the job.  5. Growth Training is also focused towards developing people for higher levels of responsibility thereby reducing the need for recruiting people from outside. This would have the effect of improving the morale of the existing employees. 6.Organizational Effectiveness Training provides a means for bringing about organizational development. It can be used for strengthening values, building teams, improving inter-group relations and quality of work life. The ultimate objective of training in the long run is to improve the company’s performance through people performing...

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: 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...