Human Resource

Topics: Training, Apprenticeship, Skill Pages: 12 (3591 words) Published: April 23, 2013
Question seven:
Successful worker’s training is dependent on the methods/strategies used in training. Using examples, state how different types of methods can contribute to the attainment of training objectives. 1.1 Introduction

In order to explain the different types of methods can contribute to the attainment of training objectives , is better to understand what is training. Training is a short-term process utilizing a system and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. Training is concerned with imparting and developing specific skills for a particular purpose. Training programs focuses more on preparation for improved performance in particular job. Most of trainees used to be from operative levels like mechanics, machines operators and other kind of skilled worked. When the problem of supervision increased, the steps were taken to train supervisors for better supervision; however, the emphasis was more on mechanical aspect. Training helps the employees to do their current job in a best way. Benefit of training may extend through out a person’s career and help develop that person for future responsibility. Training is also used to qualify people to perform in positions of greater difficult and responsibility. The purpose of training is to bridge the gap between job requirements and present competence of an employee. The Organization facilitates the employees leaning through training so that their modified behavior contributes to the attainment of the Organization’s goals and objective therefore it is ongoing process. According to Okumbe ( 2001 & Ghosh 2005) the objective of the training are to enable organization to increase productivity and the quality of service offered, to improve worker’s morale this means that to improve mental condition of an individual or group which determines the wiliness to cooperate. Training will be understood as any learning activity which is directed toward the acquisition of specific knowledge and skills for the purposes of an occupation or task. The focus of training is the job or task. Example of training needs are the need to have efficiency and safety in the operation of particular machines or equipment, the need for an effective sales force; and the need for competent management in the organization. A good manager or employer in any organization should consider the following factors before selecting training methods to be used in conducting training program, those factors are briefly explained as follows: Budget available cost

An organization must focus on the available budget for training and budget should be planned in every starting of financial year so that by the time the organization need to conduct training the budget should be there with relevance to the methods of training chosen for example if the organization have minimum budget the methods of ‘off job’ cannot be suitable rather than ‘on job which is a bit economical and suitable for minimal budget for example some of the methods such as apprenticeship method. Skills of Trainer

Trainer should avoid any methods which he/she is not familiar with until he is mastered the necessary skills to use it efficiently because by forcing to use the methods which is not well understandable he/she can mislead the trainee as the result of training fail to deriver the required outcome. Objective of the programmed

It real very crucial for the trainer to determine what are the core objective of the methods the organization want to conduct so that to minimize cost, interm of money and time, also to ensure the training produce positive outcome to both individual and organization,Certain methods are particularly suited for developing skills, some for helping trainees acquire knowledge and others for changing attitudes. Target Learner

A group of employees may respond more happily to particular methods rather than another depending on their prior experience for...

References: 1. Amstrong, M. (2006) Human Resource management, 10th Edition London: Kogan
2. Prasad, L.M (2006) Human Resource management, New Delhi, Sultan Chand and Sons
3. Gupta, CB (2008) Management Theory and Practice Revised edition, New Delhi, Sultan, Chand and Sons.
4. Cole G.A (2002), Personnel and Human Resource Management: 5th Edition London, Thomson Learning
5. Dessler G. (2008) Human resource management U.S.A. Person Education, Inc
6. Tyson, S. (2006) Essentials of Human Resource management, 5th Edition Oxford UK; Elsevier.
7. (
8. Okumbe ( 2001 & Ghosh 2005)
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