TRAINING

Training as it is commonly understood is different from education as such to an extent. The

difference is more in comparison to the education system. Ideally training should be a part of
education but the connotation of training is taken as that part of education, which relates to its
practical aspects. Training normally visualizes action and in addition to other things provides
skills of different types in a field of work. The rationale and purpose of training can be
understood from the following definitions. "Training is a process of learning and de-learning
which helps individuals to acquire knowledge and put it into practice to develop and implement
skills to achieve goals and objectives of the work that they are doing. It helps people to
understand their abilities and enables them to develop their potential for optimum utilization in
their field of work."

Training might thus mean
- Showing a machinist how to operate his new machine.
- A sales person how to sell his / her firms product.
- Or a new supervisor how to interview and appraise employees.


A learning experience in that it seeks a relatively permanent change in an individual that
will improve his or her ability to perform on the job. To make training a success, a trainer
should take care of the following points:

Make learning meaningful.
Make skills transfer easy and
Motivate the learner



Employee Training Method
On-the-job Training:


On the job training is a training that shows the employee how to perform the job and allows him
or her to do it under the trainers supervision. On the job training is normally given by a senior
employee or a manager like senior merchandiser or a manager. The employee is shown how to
perform the job and allowed to do it under the trainers supervision.






Advantages:

Relatively inexpensive
Trainees learn while producing
No need off-site facilities

Drawbacks:

Low productivity while the employees develop their skills
The errors made by the trainees while they learn.

Apprenticeship Training: It traditionally involves having the learner study under the tutelage of
a master craftsperson.

Informal Learning: This learning process is not determined or designed by the organization.
But the organization may ensure it by creating a learning environment in the organization.

Job Instruction Training: Listing each jobs basic task, along with key points, in order to
provide step-by-step training for employees.

Lectures: The most simple and quick way to provide knowledge to large groups of trainees.

Simulated Training: It places the trainee in an artificial environment that closely mirrors actual
working conditions.

Off-the-job Training:
It includes:

The Case Study Method: Here the manager is presented with a written description of an
organizational problem to solve in a discussion with other trainees.



Management Game: The manager presented with a computerized decisions regarding but
simulated situations.

Outside Seminars: Many organizations now are using this popular method on various
aspects of business and management.


Behavior modeling: It involves the Modeling-Role playing-Social reinforcement-Transfer
of training.



TRAINING PROCEDURE

As the company has been trying to achieve the milestone of USEDA and MCA certification, it
has taken an extensive program of training for it employees and workers. The usual duration of
training is of six months. Some of the training in given in the probationary period and some is
after the conformance.
.

Usual topics of the training programs are

Current Good Manufacturing Practices (CGMP).
Good Laboratory Practices (GPL) on the light of Active Pharmaceutical Ingredients.
Quality Control Process. Equipment and cleaning validation change Control Procedure.
Total Quality Management (TQM. six-sigma. systematic problem solving)
Specifications and stability protocols.
Health and Hygiene.
Calibration and maintenance of equipment.
Environment Control and safety procedure (like material handling, and storage of chemicals
and regents, fire fighting.( Personal protective equipment, etc.)


Development:
Executive Development is an attempt to improve an individuals managerial effectiveness
through a planned and deliberate process of learning. In other words, it is the process of a
conscious and systematic improvement of managerial effectiveness within the organization to
achieve organizational goals and strategies. More specifically explained, Development is activity
designed to increase the capacity and to improve the performance of existing manpower and
provide a supply of efficient and capable managers for the future, to achieve the desired
organizational objectives. Any attempt to improve current or future management performance by
imparting knowledge, changing attitudes, or increasing skills. Any effort toward developing
employees must begin by looking at the organizations objectives. The objectives tell us where
were going and provide a framework from which our managerial needs can be determined.

Employee Development Method
Managerial On-the-Job Training: The development of employees abilities can take place on
the job. It includes:
Job Rotation: It involves moving a trainee from department to department to broaden
their understanding of all parts of the business and test their abilities.
Coaching Approach: The trainee works directly with a senior manager or with the
person they are to replace.
Action learning: Here the management trainees are allowed to work full-time analyzing
and solving problems in other departments.


Types of Training:
Technical Training







Training Process
Identifying the training needs: What kind of training is needed for how many people to
what standard of performance the objectives of the training must be determined.
Analyzing the attitudes, skills & knowledge (ASK) of the job:
Designing what has to be learned.
Planning the training program & implementing



Evaluating the results


Training Aids
The following training aids are generally used in training programs in BAT


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