BBA METHODS OF TRAINING

METHODS OF TRAINING
Various methods are used to train personnel for managerial level jobs in the company. These methods can be explained as

On the Job Training Methods in HRM

In the job method, the training is given to personnel inside the company. These methods are:

Job rotation
This method enables the company to train managerial personnel in departmental work. They are taught everything about the department starting from the lowest level job in the department to the highest level job. This helps when the person takes over as a manager and is required to check whether his juniors are doing the job properly or not. Every minute detail is studied.

1. Planned progression
In this method juniors are assigned a certain job of their senior in addition to their own job. The method allows the employee to slowly learn the job of his senior so that when he is promoted to his senior job it becomes very easy for him to adjust to the new situation. It also provides a chance to learn higher level jobs.
2. Coaching and counseling
Coaching refers to actually teaching a job to a junior. The senior person who is the coach actually teaches his junior regarding how the work must be handled and how decisions must be taken, the different techniques that can be used on the job, how to handle pressure.
There is active participation from the senior. Counseling refers to advising the junior employee as and  when he faces problems. The counselor superior plays an advisory role and does not actively teach employees.
3. Under study
In this method of training a junior is deputed to work under a senior. He takes orders from the senior, observes the senior, attends meetings with him, learns about decision making and handling of day to day problems. The method is used when the senior is on the verge of retirement and the job will be taken over by the junior.
4. Junior board
In this method a group of junior level managers are identified and they work together in a group called junior board. They function just like the board of directors.

Off the Job Training Methods

Off the job training refers to method of training given outside the company. The different methods adopted in off the job training are the following:

1. Classroom method
The classroom method is used when a group of managers have to be trained in theoretical aspects. The training involves using lectures, audio visuals, case study, role play method, group discussions etc. The method is interactive and provides very good results.
2. Simulation
Simulation involves creating atmosphere which is very similar to the original work environment. The method helps to train manager handling stress, taking immediate decisions, handling pressure on the jobs etc. An actual feel of the real job environment is given here.
3. Business games
This method involves providing a market situation to the trainee manager and asking him to provide solutions. If there are many people to be trained they can be divided into groups and each group becomes a separate team and play against each other.
4. Committee
A committee refers to a group of people who are officially appointed to look into a problem and provide solution. Trainee managers are put in the committee to identify how they study a problem and what they learn from it.
5. Readings
This method involves encouraging the trainee manager to increase his reading related to his subject and then ask him to make a presentation on what he has learned. Information can be collected by trainee manager from books, magazines and internet etc.
Every company has a specific training procedure, depending upon its requirements. A general training procedure is explained as

1. Determining training needs of employee
In the very 1st step of training procedure, the HR department, identifies the number of people required training, specific area in which they need training, the age group of employee, the level in organization etc. in some cases the employee may be totally new to the organization. Here the general introduction training is required. Some employees may have problems in specific areas; here the training must be specific. This entire information is collected by HR department.
2. Selecting target group
Based on information collected in step 1 the HR department divides employee into groups based on the following:
i. The area of training
ii. Level in the organization
iii. The intensity of training
3. Preparing trainers

Once the employees have been divided into groups, the HR department arranges for trainers. Trainers can be in house trainers or specialized trainers from outside. The trainers are given details by HR department, like number of people in group, their age, their level in organization, the result desired at the end of training, the area of training, the number of days of training, the training budget, facilities available etc.
4. Preparing training packages
Based on the information provided by trainers, he prepares entire training schedule i.e. number of days, number of sessions each day, topics to be handled each day, depth of which the subject should be covered, the methodology for each session, the test to be given for each session, handout/printed material to be given in each session.
5. Presentation
On the first day of training program the trainer introduces himself and specifies the need and objective of the program and then actually stars the program. The performance of each employee is tracked by the trained and necessary feedback is provided.
6. Performance
At the end of training program the participants reports back to their office or branches. They prepare report on the entire training program and what they have learned. Their progress and performance is constantly tracked and suitable incentives are given if the participant is able to use whatever he has learned in training.
7. Follow up
At the end of training program the participants reports back to their office or branches. They prepare report on the entire training program and what they have learned. Their progress and performance is constantly tracked and suitable incentives are given if the participant is able to use whatever he has learned in training.

Evaluation of Training Program               

Effectiveness of training programs are constantly evaluated by the company to find if the money, they have invested has been spend properly or not. Training programs can be evaluated by asking following questions.
               
i. Has change occurred after training?
ii. Is the change due to training?
iii. Is the change positive or negative?
iv. Will the change continue with every training program?
A training program should give following resulting changes:
1. Reaction
Reaction refers to attitude of employee about the training, whether the employee considers training to be positive or negative one. If reaction is positive then people have accepted the program and changes will be possible.
2. Learning
Another method of judging effectiveness is to identify levels of learning i.e. how much the people have learnt during the training. This can be found out by trainers mark sheet, the report submitted by the employee, and actual performance.
3. Behavior
The HR department needs to understand behavior of the employees, to understand the effectiveness of training. The behavioral change can be seen in how the person interacts with juniors, peer groups and seniors. They mark change in behavior and inform the HR department of the success of training program.
4. Result
Results provided by employee in monetary terms also determines effectiveness of training program i.e. employee success in handling the project, the group performance before and after training etc.

Advantages of Training Programs

The following are the advantages of training program to the company:
1. Increase in efficiency of worker
Training programs can help workers to increase their efficiency levels, improve quality and thereby increase sales for the company.
2. Reduced supervision
When workers have been formally trained they need not be supervised constantly. This reduces the work load on the supervisor and allows him to concentrate on other activities in the factory.
3. Reduction in wastage
The amount of material wasted by a trained worker is negligible as compared to the amount of material wasted by an untrained worker. Due to this the company is able to reduce its cost its cost of production.
4. Less turnover of labor
One of the advantages of the training program is that it increases the confidence of employees and provides them with better career opportunities. Due to this employee generally do not leave the company. There by reducing labor turnover.
5. Training helps new employees
A person, who is totally new to the company, has no idea about its working. Training helps him to understand what is required from him and helps him to adjust to the new environment.
6. Union management relations
When employees are trained and get better career opportunities. The union starts having a possible attitude about the management. They feel that the management is genuinely   interested in workers development. This improves union management relations.
Following are the advantages of training program to the employee:
1. Better career opportunities
Training programs provide the latest information, develops talent and due to this the employee is in a position to get better jobs in the same company or other companies.
2. High rewards
Effective training programs result in improved performance. When performance appraisal is done excellent performance from the employee is rewarded by giving him incentives and bonus.
3. Increased motivation
Employees who have been trained are generally more confident as compared to others. Since their efforts will be rewarded in future they are very much interested in improving their performance. Therefore we can say that their motivation levels are very high.
4. Group efforts
Training programs are not only technical programs but are also conducted in areas like conflict management, group dynamics (formal and informal groups), behavioral skills, stress management etc. This enables employees to put in group effort without facing problems that groups normally face. In other words training teaches people to work in a group.
5. Promotion
People who attend training programs learn from them and improve themselves are generally considered for promotion. Thus training increases chances of promotion.

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