1. Employee Training

2. Definition
• Training is a planned programme designed to
improve performance and bring about
measurable changes in knowledge, skills,
attitude and social behaviour of employees.

3. Features of Training
Increases knowledge and skills for doing a particular job.
Training helps employees’ correct deficiencies in their performance.
Concentrates on individual employees.
Tends to be more narrowly focused and oriented toward short-term
performance concerns.
The goal of training is a fairly quick improvement in workers’
performance.

4. Training vs Development
Training is meant for operatives and development is meant for
managers.
Training tries to improve a specific skill relating to a job whereas
development aims at improving the total personality of an
individual.
Training is a one-shot deal; whereas development is an ongoing,
continuous process.
The scope of training is on individual employees, whereas the scope
of development is on the entire work group or the organisation.

5. Importance to the Business
• Trained workers can work more efficiently.
• Wastage is thus eliminated to a large extent. They
use machines, tools, materials in a proper way.
• There will be fewer accidents.
• Less supervision.
• Trained workers can show superior performance.
• Training makes employees more loyal to an
organisation.

6. Importance to the Employee
• Training makes an employee more useful to a firm. Hence, he will
find employment more easily.
• Training makes employees more efficient and effective. By
combining materials, tools and equipment in a right way, they can
produce more with minimum effort.
• Training enables employees to secure promotions easily. They can
realize their career goals comfortably.
• Employees can avoid mistakes, accidents on the job. They can
handle jobs with confidence. They will be more satisfied on their
jobs. Their morale would be high.
• Training can contribute to higher production, fewer mistakes,
greater job satisfaction and lower labour turnover.
• Training enable’s employees to cope with organisational, social and
technological change.

7. Types of Training
– Skills training: here certain basic skills like reading,
writing, computing, speaking, listening, problem
solving etc are taught
– Refresher training: here the focus is on short term
courses that would help employees learn about
latest developments in their respective fields
– Cross functional training: this helps employees
perform operations in areas other than their
assigned job.

8. – Team training: covers two areas content task and group
process. This is concerned with how team members should
communicate with each other, how they should cooperate
to get ahead, how they should handle conflicting
situations, how to find their way using collective wisdom
etc.
– Creativity training: this helps employees to think
unconventionally, break the rules, take risks, go out of the
box and develop unexpected solutions. Eg brainstorming
– Diversity training: it aims to create better cross cultural
sensitivity with the aim of fostering more harmonious and
fruitful working relationships among host and parent
company employees . Awareness building and skill building
– Literacy training: this is generally offered to those
employees with weak reading, writing or arithmetic skills.

9. Training Methods
• On The Job Training Methods
– Job instruction training (JIT): This is training
directly received on the job 4 steps are there
1 Here the trainee receives an overview of the job.
2 The trainer actually demonstrates the job
3 The trainee is asked to copy the trainer’s way.
4 The trainee, finally, tries to perform the job
independently.

10. – Coaching: Here the supervisor explains things and
answers questions; throws light on why things are done
the way they are; offers a model for trainees to copy,
conducts lot of decision making meetings, and allows
trainees freedom to commit mistakes and learn.
Coaching, thus, requires lot of teaching skills. Daily
feedback and continuous supervision.
– Mentoring: The use of an experienced person to teach
and train someone with less knowledge and experience
in a given area is known as mentoring. The mentor
nurtures, supports and guides the efforts of young
persons by giving appropriate information, feedback
and encouragement whenever required. Help him
develop psychological maturity .

11. • Job rotation: This kind of training involves the
movement of trainee from one job to another.
• Apprenticeship training: Most craft workers such as
plumbers, carpenters etc are trained through formal
apprenticeship programmes. In this method, the
trainees are put under the guidance of a master
worker typically for 2-5 years.
• Committee assignments: In this method, trainees are
asked to solve an actual organizational programme
working along with other trainees. They are assigned
committees in which they learn team spirit and

12. Off The job
– Vestibule training: It occurs off the job on equipment or
methods that are highly similar to those used on the job.
– Role playing: This is a development technique requiring
the trainee to assume a role in a given situation and act
out behaviours associated with that role.
– Lecture method: Here the instructor organises the study
material on a specific topic and offers it to a group of
trainees in the form of a talk.
– Conference or discussion method: In this method the
trainer delivers a lecture and involves the trainees in a
discussion so that the doubts about the job to be
undertaken get clarified.
– Programmed instruction: This is an approach that puts
material to be learned into highly organised logical
sequences that require the trainees to respond to
questions or fill in the blanks.