Benefits from Employee Training and Development

Benefits from Employee Training and Development

• Increased job satisfaction and morale among employees.
• Increased employee motivation.
• Increased efficiencies in processes, resulting in financial gain. 
• Increased capacity to adopt new technologies and methods. 
• Increased innovation in strategies and products. 
• Reduced employee turnover.   
• Enhanced company image.

OFF THE JOB METHODS

OFF THE JOB METHODS :-

Because one of the fact that on the job techniques have their own limitations, these off the job techniques are considered important to these gaps. The following are some of the important off the job techniques.

1.    The case study.

2.    Incident method

3.    Role playing

4.    In basket method

5.    Business game

6.    Sensitivity training

7.    Simulation

8.    Grid training

9.    Conferences

          10.   Lectures

The case study: -

Cases are prepared on the basis of actual business situations that happened in various organizations. The trainees are given cases for discussing and deciding upon the case. Then they are asked to identify the apparent and hidden problems for which they have to suggest solutions.

The situation is generally described in comprehensive manner and the trainees has to distinguish the significant facts from the insignificant analyze the facts; identify the different alternative solutions select and the best.

Incident Method:-

This method was developed by Paul Pigors. It aims to develop the trainee in the areas of intellectual ability, practical judgment and social awareness.

Incidents are prepared on the basis of actual situations which happened in different organizations. Each employee in the training group in asked to study the incident and to make in short term decisions in the role of persons who has to cope with incident and takes decisions relating to incident, based on the group interaction and decision take by each member. Thus, this method is similar to a combination of case method and in basket method.

 Role Playing:-

A problem situation is simulated by asking the participants to assume the role of particular person in the situation. The participants interact, with other participants assuming different roles. Mental set of the role is described but no dialogue is provided. The whole may be tape recorded and the trainee may thus be given the opportunity to examine his or her own performance. This method teaches human relations skill through actual practice.

 In basket method:-

The trainee are first given back ground information about a simulated company , its products , key personnel , various memoranda , requests and all data pertaining to the firm. The trainee has to understand all this, make notes, delegate tasks and prepare memos with in a specified amount of time. Abilities this kind of exercise develops are (1) situational judgment in being able to recall details, establish priorities and determine need for more information, (II) social sensitivity in exhibiting courtesy in written notes, scheduling meetings with personnel involved.

 Business Games:-

Under this method, the trainee are divided in to groups are different teams. Each team has to discuss and arrive to decisions concerning such subjects as production, pricing, research expenditure etc. the other team assume themselves as competitor and react to the decision. This immediate feed back helps to know the relative performance of each team.

Sensitivity Training:-

The main objective of sensitivity training is the “development of the awareness of and sensitivity of behavioral patterns of oneself and others” this development result in the

(I)                    increased openness with others ,

(II)                  greater concerns for others

(III)                 less ethnic prejudice

(IV)                understanding of group processes

It is a laboratory situation where one gets a chance to know more about himself and the impact of his behavior on others. One of the limitations of sensitivity training is exacts a huge emotional cost from the manger.

Simulation:-

Under this technique the situation is duplicated in such a way that it carries a closer resemblance to the actual job situation. The trainee experiences feeling that he is actually encountering all those conditions. Then he is asked to assume a particular role in the circumstances and solve the problems by making a decision. He is immediately given a feedback of his performance.

One of the limitations of this method is that is that it is very difficult to duplicate the situation to the extent of making the trainee feel the pressures and realities of actual decision –making on the JOLE. The very fact the trainee knows that it is an artificial situations prevents him from experiencing all that he experiences in the job situations

Managerial Grid:-

It is a six phase programme lasting from three to five years. It starts with upgrading managerial skills continues  to group relations , goes in to corporate planning , develops implementation method and ends with an evaluation phase. The grid represents several possible leadership styles. Each style represents a different combination of two basic orientations – concern for production.

Conferences:-

A conference is a meeting of several people to discuss the subject of common interest. But contribution from members can be expected as each one builds upon ideas of their participants. This method is best suited when a problem has to be analyzed and examined from different viewpoints.

It helps the members develop their ability to modify their ability to modify their attitudes. Participants enjoy their method of learning as they get an opportunity to express their views.

The success of the conference depends on the conferences leader. In order to make the conferences a success, the conferences leader must be able to see that the discussion through and concentrate on the central problem by encouraging all the participants to develop alternatives and present their viewpoints and by preventing domination by a few participants.

Lectures:-

It is the simplest of each technique. This is the best techniques to present and explains series of facts, concepts, and principles. The lectures organize the matrices and give it to a group of trainee in the form of talk. The main uses of lectures in executive development are

(I)            It is direct and can be used for a larger group of trainee.

(II)          It represents the overview

(III)         It presents the principles, concepts and policies in the shortest time, thus, it is time saving technique.

The lectures don’t give scope for student participation and may sometimes he boring which in term hinders learning skills can be learnt only by doing and therefore lectures are of no use for technique skills.

ON THE JOB METHODS:-

ON THE JOB METHODS:-

These are the most widely used techniques the success of these techniques depend on the immediate supervisor and how good a teacher he is. 

Coaching:- 

In coaching the trainee is placed under a particular supervisor who act as on inspector and teaches job know judge and skills to the trainee. He tells him what he want him to do how it can be done and follows up while it is being done and correct error. 

Coaching should be distinguished from counseling. Counseling involves a discussion between the boss and his subordinates of areas concerned with the man‘s hopes, fears & emotions. One of the most important limitation of this technique is that the individual cannot develop much beyond the limits of his own boss’s abilities.

Job Rotation:- 

The transferring of executives from job to job and from department to department in a systematic manner is called job rotation. When a manager is posted to a new job as part of such a programme is not merely an orientation assignment. 

Job rotation increases the inter departmental co-operation and reduces the monotony of work. It maps the executives in general management and does not allow them to confine themselves to their specialized field only.

Under study:- 

An under study is a person who is training to assume at a future time the full responsibility of the position currently held by superior. This method supplies the organization a person with as much competence as the superior to fill his post which may fall vacant because of promotion retirement or transfer.

Multiple Management:- Multiple management is a system in which permanent advisory committees of managers study problems of the company and makes recommendation to higher management. It is also called junior board of executives system these committees discuss the actual problems and different alternatives solutions after which the decision are taken

1. Members have the opportunity to acquire the knowledge of various aspects of business. 
2.  It helps to identify the members who have the skills and capabilities of an effective manager. 
3.  Members have the opportunity to participate in the group interaction and there by gain practical experience. 
4.  It is relatively inexpensive method.

Techniques of training and development

There are mainly two types of techniques by which managers can acquire the knowledge, skills and attitudes and make them self competent manager. one is through formal training and other is through on the job experience.