1. Training and Development
Employee training is distinct from management development. Training is a short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. It refers to instructions in technical and mechanical operations like operation of a machine. It is designed primarily of non-managers. It is for a short duration and for a specific job-related purpose. On the other hand, development is a long-term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical educational concepts and it is designed for managers. It involves broader education and its purpose is long-term development. In the words of Campbell, “Training courses are typically designed for a short-term, stated set purpose, such as the operation of some piece(s) of machinery while development involves a broader education for long-term purposes.”
Training involves helping an individual learn how to perform his present job satisfactorily. Development involves preparing the individual for a future job and growth of the individual in all respects, development complements training because human resources can exert their full potential only when the learning process goes for beyond simple routine.
OBJECTIVES OF TRAINING
•To imbibe in the culture of the organization into principle and practices. •To believe his knowledge, skills and his contributions to productivity. •To help a company to fulfill its future personnel needs. •To motivate and develop a source of enjoyment in work through better knowledge and skills. •To assist managers to function more effectively.
CONCEPTS OF TRAINING
Training is a continuous process and not a one shot affair and since it consumes time and entails much expenditure, it is necessary that training programmed or policy should be prepared with great thought and care, for it should serve the purpose of the establishment as well as the needs of employers. Certain general principles need to be considered while organizing a training programme. •Trainees in work organizations tend to be most responsive to training programme when they feel the need to learn. •Learning is more effective where there is reinforcement in the form of rewards and punishments. •In the long run, awards tend to be more effective for changing behavior and increasing one’s learning than punishments. •Training that requests the trainees to make changes in his values, attitude and social beliefs, usually achieves better results if the trainee is encouraged to participate, discussed and discover new, desirable behavior norms. •The trainee should be provided ‘feedback’ on the progress he is making in utilizing the training he has received.
IMPORTANCE OF TRAINING
Training is the corner stone of sound management, for it makes employees more effective and productive. It is clearly and intimately connected with all the personnel or managerial activities. There is an ever present need for training men so that new and changed techniques may be taken advantage of and improvements affected in the old methods, which are woefully in efficient.
Training is a practical and vital necessity because, it enable employees to develop and rise within the organization and increase their market value, earning power and job security.
Training heightens the morale of the employees, for it helps in reducing absenteeism, dissatisfaction, complaints, and grievances reduces the rate of turnover. Further, trained employees make a better and economical use of materials and equipments.
M/s. Salzer Electronics Limited is a Company incorporated under the Companies Act, 1956, on 8th January 1985, in technical collaboration with M/s. Saelzer Schaltgerate Fabrik GmbH; Germany for the manufacture of CAM...