Chapter-3: Training and Induction Induction Induction is the process of receiving and welcoming an employee when he first joins

s the company and giving him the basic information he needs to settle down quickly and happily and start work. The process gains importance as the turnover rate of new employees are at higher rate. Lecture, handbook, film, group seminars are used to impart the information to new employees. Information given during the time of induction About the company history, objectives, policies, rules, regulations etc About the department About the subordinates About the products, markets, customers Hours of work, shifts, holidays Pay, allowances, deductions Sickness rules Leave rules Disciplinary procedure Grievance procedure Career path/ career progression Welfare measures Training and development facilities Objective and purpose of induction Putting the employees at ease Creating interest in job and company Providing basic information about working arrangements Indicating the standards of behaviors and performance expected of him Creating a feeling of security Minimizing the reality shock (employee expectation & company expectations and vise versa) Advantages of induction First impression matters a good deal and results in fewer turnovers. Newcomer adjusts himself to the work quickly; it saves the time of supervisor. Reduces employee dissatisfaction and grievances Develops a sense of belongingness and commitment Induction problems Busy/ untrained supervisors. The new employee may not cope up, if too much information is provided during the induction process. The employees may be required to fill too many forms during the orientation programme

Training No organisation can get a candidate which exactly matches with job & organizational requirement. Along with this Job and organizational requirement changes from time to time. Hence training is important Organisation and individual should develop and progress simultaneously for their survival and attainment of mutual goals. Training is the act of increasing the knowledge and skills of an employee for doing a particular job. Definition: Dale s beach defines training as the organized procedure by which people learn knowledge and/or skills for a definite purpose Training improves, changes and moulds the employees knowledge, skills, behavior and aptitude and attitude towards the requirements of the job and the organisation Training bridges the difference between job requirements and employees present specifications Training Vs Development Area Training Development Content Technical skills and Managerial and behavioral knowledge skills and knowledge Purpose Specific job related Conceptual Knowledge Duration Short term Long term For whom Mostly technical and non Mostly managerial personnel managerial personnel Benefits of Training Benefits for organisation Increased profitability Improve productivity Improve morale of workforce Effective decision making & problem solving Improves labour management relationships Eliminate undesirable behaviour Benefits for individual Increase job satisfaction & recognition Promotional opportunities Increase in knowledge, skills and Abilities Helps in achieving Self confidence Better decision making & problem solving Helps in eliminate fear in attempting new task Benefits in personnel and human relations, intra and inter-group relations Improves communication between groups and individuals Improves interpersonal skills Builds cohesiveness in groups Provides a good climate for learning, growth and co-ordination

Need & importance for Training To match the employee specifications with job requirements and organizational needs. Technological advances. Organizational complexity (mergers & acquisition) Change in job assignments Increased productivity Less supervision Less wastage Easy adaptability Reduced turnover & absenteeism Employee development Less Accidents Training objectives To prepare the employee both new and old to meet the present as well as the changing requirements of the job and the organisation To prevent obsolescence To prepare employees for higher level tasks To build up a second line of competent officers and prepare them to occupy more responsible positions. To assists the employees to function more effectively. To broaden the minds of the senior managers Identification of training needs Training Needs = Standard performance- Actual performance While assessing the training need we need to assess Individual training needs Group training needs Organizational training needs Training needs Assessment Methods Organizational requirements Departmental requirements Managements request Observation Interviews Questionnaire survey Performance Appraisal

Training Methods
On the job Methods Job Rotation Coaching Job Instruction Committee assignment/ Junior Boards Understudy Mentoring Off the job Methods Vestibule Training Role play Lecture Conference/ Discussion Programmed Instruction Case study Sensitivity Training

On the job Training This method is also known as job instruction training. The individual is placed on a regular job and taught the skills necessary to perform that job. The trainee learns under the supervision and guidance of a qualified worker. It has the advantage of giving first hand knowledge and experience under the actual working conditions. Job rotation In this method the person is transferred from one job/ equipment to the other for a fixed amount of time until he is comfortable with all the jobs equipments. At the end of the training the employee becomes comfortable with all the equipment/job. This method gives the opportunity to the trainee to understand the problems on other jobs and to respect them. Coaching The trainees are placed under a particular supervisor who functions as a coach in training the individual. The supervisor provides feedback to the trainee on the performance and offers him some suggestions for improvements. The trainees share some of the duties and responsibilities of the coach and relive him of his burden. Job Instruction Also known as training through step by step. The trainer explains to the trainee the way of doing the jobs, job knowledge and skills and allow him to do the job. The trainer appraises the performance of the trainee, provides feedback information and corrects him. Committee Assignments A group of trainees are asked to solve an actual organizational problem. The trainees solve the problem jointly. It develops team work Understudy Programme In this method, an individual works as an assistant to the senior manager so that, eventually the deputy can assume full responsibilities and duties of the job held by the senior manager Mentoring A senior person in the organisation assumes responsibility for training as well as grooming of a junior person

Off the job methods The trainee is separated from the job situation and his attention is focused up learning the material related to his future job performance. There is an opportunity for freedom of expression for the trainees. Vestibule training In this method of training an atmosphere which is very similar to the real job atmosphere is created. The surroundings, equipment, noise level will be similar to the real situation. When an employee is trained under such conditions he gets an idea about what the real job situation will be like. Eg: This method is used to train pilots and astronauts Role playing Mostly used for developing interpersonal interactions and relations. The participants play the role of certain characters in imaginary situations Lecture method Traditional and direct method of instruction. The instructor organises the material and gives it to a group of trainees in the form of a talk. Advantage: Used to train a large number of trainees Cost and time involved is less Disadvantage: Transfer of training is not that effective. Conference or Discussion This method involves a group of people who pose ideas, examine and share facts, ideas, data, test assumptions, all of which contribute to the improvement of job performance. Advantage: Tow way communication Participants feel free to speak in small groups Disadvantage: Success of this method depends on the leadership qualities of the leader who leads the group. Programmed Instruction The subject matter to be learned is presented in a series of carefully planned sequential units These units are arranged from simple to more complex levels of instruction. The trainee goes through these units by answering questions or filling the blanks Its a very expensive and time consuming method Sensitivity Training This method aims to influence an individuals behaviour through group discussion. In GD, trainees freely express their ideas, beliefs and attitudes. In sensitivity training the trainees are enabled to develop an understanding of others view and behaviour

The Training Procedure The most important steps in the training procedure are Preparing the Instructor Preparing the trainee Getting ready to teach Presenting the operation Try out the trainees performance Follow-up

The Training procedure

cont
Job & Organisational analysis

Evaluate the trainees

Identify the Training needs

Design the Training needs

Cost benefit Analysis

Design Training contents

Prepare the instructor

Prepare the trainee

Get ready To teach

Implement The training

Present The operations

Gain the Acceptance for programme

Try out the Trainees performance

Evaluate the results

chapter-3

Update the programme

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System Model of Training

Feedback

Evaluate

Execute

Develop Design Analyze Feedback

Advantages of Training Increased productivity. Heightened morale Reduced supervision Reduce Accidents Increased organizational stability

Evaluation of Training Programme Any attempt to obtain information on the effects of training performance and to assess the value of training. Information necessary for evaluation should be determined at the planning stage. Training can be evaluated on the basis of Reactions Learning Job behavior Organisation/Results Ultimate value/ROI(Return on investment) Recent developments in Training Employee Self initiative: Employees started playing the role of change agent. Employees identify their own training needs , select appropriate training programmes organized by various organisations and undergo the training programmes Online training: Trainees can undergo training by staying at the place of their work. Participants complete course work from wherever they have access to computer and internet