Why is there a need for training and development?

Training and development are needed because they enhance employees' skills and reveal hidden capabilities in the area in which they work. By training and developing workers, the productivity of a company can be increased and company growth in many areas can be realized. This increases company proffitibility and (hopefully) allows employees to make more money and rise in the company structure. All this equates to a win-win for the company and those employed there. Once the employee is selected for a particular job, his success depends upon how he applies his knowledge in the performance of a particular job. Training is the process by which the skill and knowledge of an employee can be developed to perform a particular job. A person learns, while learning during the job is known as self-development. Objectives of Training:-

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Development of skill and knowledge. Adjustment to work-life balance situation. To minimize cost of production. To increase the performance of an individuals.
OF TRAINING:-

ADVANTAGES (NEEDS)

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To increase productivity. To reduce waste. To reduce need of supervision. Raises morale. Prepare Workers for new techniques. Prepare for promotion. To raise individual capacity. Continuous Skill-improvement.

Importance Of Training and Development Optimum Utilization of Human Resources - Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources - Training and Development helps to provide an opportunity and broad structure for the development of human resources' technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of skills of employees - Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of

human intellect and an overall personality of the employees. Productivity - Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit - Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture - Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate - Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality - Training and Development helps in improving upon the quality of work and work-life. Healthy work-environment - Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety - Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale - Training and Development helps in improving the morale of the work force. Image - Training and Development helps in creating a better corporate image. Profitability - Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organizati on gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

Training and Development demonstrates a commitment to keeping employees on the cutting edge of knowledge and practice. Methods and types of Training Employees

On the Job Training

Some companies cannot afford the time to take personnel away from their jobs and provide off site training. On the job training provides instructions at the workplace and is focused on training employees in techniques for their current jobs. The training is usually provided by a supervisor or others in a department. Lecture and Course-Based Training

This type of training is conducted in a classroom environment or on line. The classroom version provides the trainee with an easy way to interact and exchange ideas with others in the class at scheduled times. Online training is often more flexible and allows the trainee to work when and where he wants to. Lecture and course based training, whether in a classroom or on line, is often used to teach an employee new skills or update his current knowledge with new information. One advantage of lecture- and course-based training is that the trainee can focus primarily on the material being provided. A disadvantage is that there is often a lag between the training sessions and time spent back on the real job. Role Playing

Role playing is a training approach where the trainee pretends and acts in a hypothetical situation. For example, a supervisor could receive a description of an employee problem and interact with another class member who played the role of the supervisor experiencing the problem employee. Role playing is often used to train others in personnel related management skills or other interactive environment such as training focused on team building. Role playing provides an opportunity for a trainee to practice a behavior as if it is real. This behavior based approach often makes it easier for the trainee to exhibit the trained behavior in a real life situation. Simulation

Simulation training involves working in an environment that is similar to a real life situation. For example, pilots and astronauts practice first in simulators, enclosed containers that appear like the vehicle with controls they would normally fly. The pilot looks out a window that appears as if he was looking out a real cockpit window. Simulation provides an environment most closely matching a real life situation. Apprenticeship Training :-This method of training is meant to give the trainee sufficient knowledge and skill in those trades and crafts in which a long period of training is required for gaining complete proficiency. Internship Training :- This method of training is generally provided to the skilled and technical personnel. The object of this type of training is to bring about a balance between theoretical and practical knowledge, under this method, students from a technical institution possessing only theoretical knowledge are sent to some business enterprise to gain practical work experience. Simultaneously, the employees of business enterprises are sent to technical institutions to gain the latest theoretical knowledge on a subject. Conference and Seminars :Often an executive is deputed to attend a conference, seminar or workshop to receive a quick orientation in various areas of Management with which he might be unfamiliar. One advantage of this type of training is that all the participants coming from different organizations get an opportunity to pool their ideas and experience in attempting to solve mutual problems. The attitude is one of joint exploration. This encourages cross fertilization of ideas. Physical training concentrates on mechanistic goals: training-programs in this area develop specific skills or muscles, often with a view of peaking at a particular time. Some physical training programs focus on raising overall physical fitness. Categories of training
Job Training, Self-Development Training, and Job Experiences. job Training is training required by management to: (a) qualify an employee for presently assigned duties; (b) improve an employees performance of assigned duties; (c) prepare an employee for a future assignment subject to selection procedures. Self-Development Training is that which is taken in order to attain self-determined goals or career objectives but is not directly related to the employees current job. This training is noncompensable for FLSA -nonexempt employees and must be approved by management in advance if postal resources are to be used. Before approving such training, management should take into account the provisions of 713.1 and 713.2. Job Experiences can contribute significantly to maintaining, improving, or developing knowledge, skills, and abilities. Outside Current Job Assignment The temporary assignment of an employee to work or to a position outside his or her current job and location is a productive way to serve both employee-development and organizational needs. From the employees perspective, such assignments provide opportunities to learn new and different skills and abilities. From the organizations perspective, such assignments provide an efficient way to draw on an employees technical or managerial expertise to accomplish work for the organization. Examplesinclude the following: