Moreover developing the techniques of management in an employee is a part of the development sector. Training refers to taking care of an employee to become productive and for great performance. It mainly refers to improve the technical skills of a worker in any institute or organization. Development means forcing an employee to bring out his capacities and capabilities for coming into being, which results in better performance towards work. Improving Behavioral Skills are generally referred to this.
These programs not only provide multiple benefits to employees but also to the organization. Employee training and developmental plans can be initiated for various reasons for an employee or group of employees. The main motive of employee training and development is to increase the performance improvement through performance appraisal. It improves the status performance and helps in overall professional development program. To pilot or test the operation of a new system and to train employees about a specific topic.
Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization acquire and apply the knowledge, skills, abilities, and attitudes needed by a particular job and organization. Training is a highly useful tool that can bring an employee into a position where they can do their job correctly, effectively, and thoroughly. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. There are five steps to training. The first step is to identify what is needed for people to do their job in a safe and productive way.
The staff performance can be developed by training. The evaluation of each employee can reflect in the organization goals achievement, performance, , assumptions and preferences. - Career Opportunities: evolving the labor market through the provision of job opportunities in various fields. If the organizations succeed in recruiting employees’ of different backgrounds and with different qualifications, the working processes can be operated smoothly and correctly. - Training: is an important tool for the company to develop their employees’.
Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development. Training is important to an organization’s development because jobs have become more complex and affected by advances in technology and corporate changes. For these reasons, training concentrates on an employee’s current position and develops job-specific skills and abilities necessary for the successful performance of his or her job.
TRAINING/LEARNING PROCESS When an organization is growing, training and learning becomes a vital part of the growing process. In order for employees to continue to perform their jobs effectively and successfully they have to grow and learn along with the company and their positions. The training and learning process has to be implemented properly so that employees are receiving the up to date skills that are required for their positions. A training needs assessment should be performed to find out if training is the best solution to meet the company’s goals and to improve employee job performance. If training is needed the type of training has to be chosen and introduced to employees.
Introduction Coaching and mentoring has been recognised as an ever more important function within the area of human resources. Programmes developed within these areas help employees to grow, develop and learn new skills from the guidance and direction of an expert in this field. Nowadays, organisations develop and implement coaching and mentoring programmes in line with the goals of the company with the professional development of its employees. It provides benefits for not only the employee but also the mentor and the company. In developing a well structured coaching and mentoring plan, human resource management will need to build toolkits.
CHAPTER 1 INTRODUCTION 1.0 INTRODUCTION This chapter provides the background of the study of influence of training and development. This chapter also describes the overview of training, problem statement, research questions, research objectives, significance of the study, and also the overview of research framework. 1.1 BACKGROUND OF THE STUDY Training is a process through which skills and attributes are developed, also information is provided, in order to help individuals who employed in organizations to become more effective and efficient in done their task. Better job performance will make the maximum contribution to the organization, not only at present but also in the future. The goal of training is for employees to acquire knowledge, learn new skills and behaviors emphasized in training programs and apply them to their day to day activities.
The method by which training is delivered often varies based on the needs of the company, the trainee, and on the task being performed. The method should suit the audience, the content, the business¡¦ environment, and the learning objective. Ideally, the method chosen will motivate employees to learn, help employees prepare themselves for learning, enable the trainees to apply and practice what they've been taught, help trainees retain and transfer what they have learned, and integrate performance with other skills and knowledge. Other factors affecting the choice of a training method include: -Age, gender, or level of education of the trainees -Learning styles of the trainees -Number of trainees -Budget -Trainer's skills and training style Common group training methods include: Lecture A lecture is the method learners often most commonly associate with college and secondary education. Yet, it is also considered one of the least effective methods to use for adult learners.
• Self-assessments (identifying skills and competencies). Self-assessment requires students to reflect on their work and judge how well they have performed about the assessment criteria. • Interviews. The assessment interview is very similar to a regular job interview but focuses more directly on your personality. Summative Assessments Summative Assessments are given periodically to determine at a particular point in time what students have learned from what they are being taught.